Do want. .

 

I have a question about this. Is that "cap" only a one way check valve? Since we are parking or have parked airframes, does that number of 76 seaters drop, or does it remain constant? My guess is that it remains as it is, and this is a problem that I raised wrt the international code share numbers on POS96. Unless there is a mechanism to ratchet back any outsourcing, we are at the mercy of management to NOT downsize us anymore. How contracts with that kind of provision keep getting written time and time again is beyond me.

 

One way.....

Needs to be corrected now!

 

unregard...

 

It didn't say anything about organic growth. It implied some 737 airframes earlier than originally planned, and maybe some extra of those particular airframes eventually, but those were all replacement airframes in the first place.

The 777 rumor was extremely vague and besides I think its clear we are a 2 engine airline. We want out of the 4 engine business bad. That's what JV partners are for anyway. As for the ammendable date thing, even if he said that, what is his definition of agreement?

Status quo or worse scope? An outsourced 250+ fleet of DC-9-10 replaement jets on another seniority list? Route transfers to Alaska as we outsource 737-900's on high frequency dense markets between massive DL cities in exchange for a little bit more wide body flying (the most insane stratedgy ever)?

As for pay, does RA think our bankruptcy emergency survival loan contract is some new world order in the permantly changed landscape of pilot costs? And does he also think that he can throw full or partial cost of living adjustments on top of that and call it a "30% raise over the life of" and have that bold faced lie repeated and peddled by pilot leadership, all in the name of "constructive engagement" and getting an agreement by the ammendable date?

Or if we push for superior than SWA pay, work rules and scope, will he "put his game face on" and get nasty?

I'm sure he wants an agreement by the ammendable date. Every CEO in the nation does. The question is what kind of an agreement. SWA+ pay, rates and W-2, full and complete cost of living on top of that, very significant scope recapture at all levels and work rule improvements across the board, fix our pathetic vacation and use it or lose it sick time give back program and several other things and he can have a quick CBA by the ammendable date. But somehow I doubt he would be so labor friendly in that case.

We outsource WAY too many pilot jobs, at all levels. We earn WAY too little. Our vacation and work rules need significant improvements. And COLA IS NOT A RAISE.

If we can all agree on that, a quick contract is very possible. If a quick contract does not happen, you can bet it is because RA does not agree to those basic facts and is playing car salesman to get us in a new CBA today.

 

Nope. Not going to work. Not even close. 30% is barely 4-5 years worth of cost of living creep. He wants another half decade extention to a bankrupt emergency survival contract that has already been given an extention.


Not. Even. Close.

 

The participants and even the lurkers on this webboard are all comparatively well informed.

I think we would all be stunned at just how many Delta pilots could not answer a few what we would consider very simple questions covering the basic fundamentals of our contract, scope, payrates and work rules.

Its sad, but trust me, a lot more than "some" pilots are unaware that SWA pilots make more money.

 

Yeah really. How many times has he lost 5 minutes to a bad work rule? How may times has he had to pick up an extra 5 minutes to make up for low pay? How many 5 minutes worth of stagnation has he suffered due to mass outsourcing at all levels, including over 250 DC-9-10 replacement jets at DCI and a complete domestic coast's worth of 737-900 flying?

 

They would only get the positions above anyone that they brought with them above anyone. We would all get their retirements as well and benefit from the combined network.

Or we could wait til AK grows another 15-20+% and then merge with them. Or not merge with them and keep or increase the massive mainline outsourcing.

There would be some downside to a HI merger, but the upsides would outweigh them. You did bring up a good point about relative seniority dramatically buffed by a short burst of hiring over a few months. Should that buff the entire list by the same percentage over an entire career? We would certainly make that case to the arbitrator but either way we're not done with mergers.

 

I think inflation will be at least double that so that would really be 45% −2-3-4-4, or something like that.

So what would the carrot for that deal be? Massive scope recapture at all levels and additional work rule improvements over and above what we need to get anyway that are worth a few extra percent a year? OK, maybe then I would think about it.