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Originally Posted by Boomer
(Post 1061962)
When instructing at Delta Connection Academy (a wholly-owned subsidiary of Delta Air Lines) in 2003 I was given one day off when my kid was born. Without pay, of course.
As Boomer just stated, FMLA works as advertised. |
Originally Posted by LeineLodge
(Post 1061974)
Johnso,
For our first one I took the NWA SLIP leave as we weren't making squat first year anyways. The second kiddo was under DAL rules, and I had no problems whatsoever with the CPSC and Crew Planning. The key is to get it setup way in advance, as it sounds like you are. They allowed me to move my vacation to begin a few days prior to the due date, and said I could call and shift it sooner if my wife went into labor early. Very flexible I thought. This was all during summer and I can't come anywhere close to holding summer vacation, as you know :) . Vacation, plus 2 weeks of FMLA, plus creative bidding and a few PCS moves and I ended up with almost 6 weeks off for the 2nd kid, with only 2 weeks unpaid. Good luck, and congrats. It sounds like you're on the right track. |
Originally Posted by acl65pilot
(Post 1061870)
That is simply the cost of doing business for an airline of our size. Also realize that Block hrs that Sailing is reporting are block hours that have not been adjusted for augmented crews. The block per pilot is a lot better than that when you take that in to account.
If you get the block hr per month here then divide it by active line pilot, or total pilots including those in management you get a better comparison. |
Originally Posted by Bucking Bar
(Post 1061994)
Actually ... what is throwing the numbers off is our high degree of outsourcing. Much of our "junior" flying which is highly productive has been outsourced.
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Originally Posted by DeadHead
(Post 1061955)
Just being through the process myself, I didn't have any issues getting the time off, as long as HR had at least 30 days notice. Agree with you, not having any type of pay when on FMLA sucks. In hindsight I should have I used some of my vacation earlier in the year which I could have shifted into my FMLA. Would have taken some of the sting out of losing a few weeks of pay.
Unfortunately, ALPA's insurance "expert" is no help. She is unaware that President Obama signed the Flight Crew Technical Corrections Act, and how FMLA is properly applied. The real core problem is that Delta's Human Resource Policy Manual has not been updated since the change in the Statute. HR is following wrong guidance. ALPA's "expert" is following Delta's guidance. It is best to play Delta's game and comply if at all possible. Just understand, Delta is knowingly violating the law. The Department of Labor is your best friend if you have a problem. |
Originally Posted by Boomer
(Post 1061956)
Domestic Operation -
I know a 2003 hire at Southwest is making plenty more than I am on the DCI C-Scale. :D |
The Bombardier C-Series just got a big no-confidence vote.
C-Series launch customer Lufthansa just ordered 5 Embraer EMB-195s (And the C-Series already was the stillborn Dornier 728 replacement) Cheers George |
Idiot with a laser gets busted.
"We have the laser and we have him in custody". |
Originally Posted by hockeypilot44
(Post 1062011)
Nobody feels sorry for you. 9 years is a long time to spend at Comair. You should have quit that job along time ago. I went from zero flight time to Delta in less than 8 years. In the last nine years, every airline has hired except for American. You especially won't get any sympathy from a Delta pilot. You know the pilots that you refused to let work at your company unless we resigned our recall rights. You made your bed.
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Originally Posted by Boomer
(Post 1062016)
Are you trying to manage my expectations? :D
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