Originally Posted by Carl Spackler (Post 1025287)

No, they're included because their wages aren't high. Your same argument could/should be used to add Air France/KLM to the data. But DALPA didn't do that. Why? High wages and working conditions. You can't put them in the mix and hope to keep expectations low.

Carl

Originally Posted by FIIGMO (Post 1025309)

A Delta north guy was in the crew lounge in LAX tossing around DPA cards. He handed me one and I said no thanks I would like to have one after this contract negotiation. He asked why, I said "because DPA will only hurt not help at this point". Of course my opinion and I would like to see heat on DALPA to do the things right. I have said before there is no chance DPA can re-invent the wheel in time and not have the company use the DPA wedge to their advantage. Lets talk when DPA has more time to get an easy button from Staples. At this point he said something that blew me away, "so you are happy with the SLI?"

Maybe someone can offer me some guidance but are we really, really being drug into a union certification vote on the SLI issue? Even if this is a small part of the platform, what does DPA intend to do with the SLI? Is this his dog in the fight?

Originally Posted by acl65pilot (Post 1024967)

Cutting staffing to the bone would equate to PBS min staffing. We have been there before and won a grievance related to such. We are above that by a good percentage, and that is why they are taking aggressive action. Our reserve usage as well as GS callouts is in their opinion too high given where we are in relation to PBS min staffing. I call it a complex operation that has pilots working more than they ever have before, and as a result they are getting sick more. That is just me though.

Originally Posted by FIIGMO (Post 1025309)

A Delta north guy was in the crew lounge in LAX tossing around DPA cards. He handed me one and I said no thanks I would like to have one after this contract negotiation. He asked why, I said "because DPA will only hurt not help at this point". Of course my opinion and I would like to see heat on DALPA to do the things right. I have said before there is no chance DPA can re-invent the wheel in time and not have the company use the DPA wedge to their advantage. Lets talk when DPA has more time to get an easy button from Staples. At this point he said something that blew me away, "so you are happy with the SLI?"

Maybe someone can offer me some guidance but are we really, really being drug into a union certification vote on the SLI issue? Even if this is a small part of the platform, what does DPA intend to do with the SLI? Is this his dog in the fight?

Originally Posted by Carl Spackler (Post 1025344)

I'm always skeptical when I hear these kind of anecdotes. This has NEVER been mentioned anywhere at DPA. Not on the website, not in person with any of the leaders. Nobody ever. First of all, it is legally all but impossible. Unlike USAir, we're already combined. Contract and SLI all done. Nobody in their right mind would dream of wasting one ounce of time or money attempting to change the unchangeable.

I'm not saying there's not a knucklehead or two that believe what this guy believes, but it's a huge minority and nobody in DPA leadership.

Carl

Originally Posted by volav8r1 (Post 1025226)

As a reserve guy living in base I would support a system that gave credit for days on short call. Maybe 1 hr above guarantee for each short call day. We could cap the number at 8 or 10 to keep senior guys from abusing the system and us junior guys getting stuck at 70. Commuters would like it because they could do all Long Call from home. Guys like me would like it because we could make a little extra money. We could bid the Short Call days based on seniority. I've talked to several buddies, both commuter and non-commuters, and so far everyone likes the idea. You could make 70 hrs and stay home more, or you could bid short calls and make 78-80 hrs. Your choice. No more calls from scheduling at 8 pm converting you to short call the following morning. No more trying to guess when and how scheduling will influence your life on reserve.

This is just a rough idea I've been kicking around. It may have even been mentioned on here already. Someone smarter than I can probly weigh-in on how that would affect staffing, seniority issues, etc..

I am just tired of taking home 70 hrs a month and maybe $200 in per diem. We have to improve the reserve system where guys can actually make a little money if they are willing to work. I have had a standing Green slip in for over 2 years and have NEVER gotten a single one! Of course they don't go out for FO's all that often in Memphis these days, so maybe it's partly my base.

Thoughts?

Originally Posted by flyallnite (Post 1025336)

On paper, I'm sure we are above whatever PBS number is agreed to. But we have paid hundreds of widebody Capts and FOs to sit home for MONTHS with FULL PAY because DL couldn't figure out how to staff a bakesale let alone an international airline. How much did that cost us? GS's are flying out the door this summer because nobody has been trained. The rest of us are flying our cans off to make up, with that I'd agree.

Originally Posted by volav8r1 (Post 1025226)

As a reserve guy living in base I would support a system that gave credit for days on short call. Maybe 1 hr above guarantee for each short call day. We could cap the number at 8 or 10 to keep senior guys from abusing the system and us junior guys getting stuck at 70. Commuters would like it because they could do all Long Call from home. Guys like me would like it because we could make a little extra money. We could bid the Short Call days based on seniority. I've talked to several buddies, both commuter and non-commuters, and so far everyone likes the idea. You could make 70 hrs and stay home more, or you could bid short calls and make 78-80 hrs. Your choice. No more calls from scheduling at 8 pm converting you to short call the following morning. No more trying to guess when and how scheduling will influence your life on reserve.

This is just a rough idea I've been kicking around. It may have even been mentioned on here already. Someone smarter than I can probly weigh-in on how that would affect staffing, seniority issues, etc..

I am just tired of taking home 70 hrs a month and maybe $200 in per diem. We have to improve the reserve system where guys can actually make a little money if they are willing to work. I have had a standing Green slip in for over 2 years and have NEVER gotten a single one! Of course they don't go out for FO's all that often in Memphis these days, so maybe it's partly my base.

Thoughts?

Originally Posted by buzzpat (Post 1025356)

I agree completely. And it not just MEM, I've NEVER gotten a GS in LA either.

Also, does anybody have a frikkin clue how they assign SC? I'm doing back to back days with all sorts of other guys available, and I have one of the highest raws. Dart board? Quija? Dice?:rolleyes: