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Where are people seeing the PS checks? I haven't seen squat.
Thanks. |
They are available under the "view my paycheck" link on deltanet
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George said: "You are lucky to hold captain. Good timing placed you on the list that lets you be 320A, but Luck shouldn't have anything to do with seniority progression...
Cheers George " George, I might be misunderstanding what you are saying here, but in my experience, 95% of our seniority seems to be pure luck. This is primarily due to the boom-bust hiring cycles which follow the boom-bust cycles of the economy. Neither you or I have any control over any of it, we filled out our applications, sent them in, went to the interivews and...got hired. We had zero control over how many additional pilots the company hired, or mergers, or SLI's. This carreer has always been about luck and timing, there's not a whole lot we had to do with it or can do to control it. Oh, and Delta has almost -never- grown organically. Many years ago they merged with C+S, then with North East, then with Western, then with Pan Am, then with NW, who had already merged with Republic and...? My point is, any Pilot's Career Track is more about luck, and timing, than skill. |
Originally Posted by tsquare
(Post 1134401)
Where on God's green earth are you coming up with the statement that I am OK with outsourcing?
Originally Posted by tsquare
(Post 1133558)
...I would LOVE for us to be in a position to demand SWA's scope clause. I also realize that in the extremely remote chance that we ever got that kind of scope clause, the ability for DAL to grow (not that we are now.. but that is a different story) we would watch the corporation shrink like you cannot believe... really be objective in how you look at this.
Originally Posted by tsquare
(Post 1134401)
Your leap of logic is mind numbing Carl... then again....
Pay attention. Carl |
Originally Posted by Bucking Bar
(Post 1134408)
...Wonder if management is gaming the production balance in the AF/KLM JV and planning on renegotiating it rather than ever being in compliance.
Bar you know the answer to that one....1.P.4. Note 2. There is no need to renegotiate. Delta will add a few flights back in 2013. With the reduced transatlantic capacity in the JV the percent gain to reach nearly 50% for 12 months won't amount to anything near the additional 6-7 RT flights that were expected above the full schedule... example: 47 RT DAL 53 RT AFKLM/AZ 100 RT total Negotiate for 50/50 balance, expect to add 6-7 RT flights 54 RT DAL (gained the expected 6-7 RT) 54 RT AFKLM/AZ (gained 1 RT) But before that happens, capacity is cut 15% 40 RT DAL 45 RT AFKLM/AZ 85 RT Total (-15%) To get near a 50% balance of 85 we only have to add 2 flights... 42 RT DAL (better than 48.5%) 43 RT AFKLM/AZ 85 Total To use the Note two i.e. 49.75% production balance from April to March, and reset the measurement period the company in the above example would only have to add 3 flights. far below the "expected" 6-7 RT flights. In reality the picture looks like this for the next year: 39 DAL 46 AFKLM/AZ 85 Total Cheers George |
Originally Posted by FlyingSig
(Post 1134399)
Since you are subtracting money that you are being paid and putting into savings, then in fairness, shouldn't you also add the money that is given directly to you in savings?
14% of your $175.00 goes into your DC/401K so doesn't that make your "new" rate $199.50 & your "effective rate" $149.63? Just sayin' ..... So I would need to add to the 4 year 727 F/O rate as well to include Delta's funding for my future retirement. Additionally they made a 2% (IIRC) contribution to the Family Care Savings Plan which I didn't include in the 727 F/O rate. So in summary: If I add the 14% retirement contribution Delta is making to my current rate I would need to add the 2% FCSP contribution and the amount Delta contributed to my DB plan back in 1995. I have no way of knowing what that was so I called them a "wash". |
Originally Posted by Timbo
(Post 1134422)
George, I might be misunderstanding what you are saying here, but in my experience, 95% of our seniority seems to be pure luck. This is primarily due to the boom-bust hiring cycles which follow the boom-bust cycles of the economy. Neither you or I have any control over any of it, we filled out our applications, sent them in, went to the interivews and...got hired. We had zero control over how many additional pilots the company hired, or mergers, or SLI's.
This carreer has always been about luck and timing, there's not a whole lot we had to do with it or can do to control it. Oh, and Delta has almost -never- grown organically. Many years ago they merged with C+S, then with North East, then with Western, then with Pan Am, then with NW, who had already merged with Republic and...? My point is, any Pilot's Career Track is more about luck, and timing, than skill. You might say Luck places one at an advantageous position on the seniority list. I called it timing, whatever the term, no argument there. On the other hand we need to make seniority progression not a matter of luck. And contrary to your assertion that we have zero control, we do hold quite a bit of control over that throughout ALPA via Section 1 of the PWA, changes to the retirement age, or telling the company to sweeten the pot for early-outs. Make sense? Cheers George |
Originally Posted by georgetg
(Post 1134412)
Look, I'm just jerking your chain, but maybe there is a lesson here:
Massive pay sacrifices have been made. What's a little harder to see is that seniority sacrifices have been made as well. Prior to 2000 Delta was an airline growing organically. 1980-1990 the fleet nearly doubled in size 1990-2000 the fleet grew in execs of 50% During those years the vast majority of aircraft had a 3-man crew Now with exception of the long-haul fleet, we are down to 2-man crews and the fleet is shrinking.As a result the opportunities for seniority advancement have reduced drastically. There are Delta pilots hired just a few years after you that can't hold captain, relegated to FO pay, so they are making 40% less than you. Capacity constraint works for the company. If the fleet size will stay flat or further reduce in the upcoming years. If we replace 75 and 76 with 737 aircraft even with all upcoming retirement we will all see seniority inflation. I'm not advocating forcing the company to hire more pilots just for the heck of it, but this is an issue that is brewing and will need to be addressed. Seniority determines pay and just a captain upgrade will be an instant 40% raise for some of our pilot population that has been in limbo for the past 15 years. You are lucky to hold captain. Good timing placed you on the list that lets you be 320A, but Luck shouldn't have anything to do with seniority progression... Cheers George |
Originally Posted by NuGuy
(Post 1134358)
Agree. I'm not sure what incentive there would be for the company to staff a base marginally. Temp bids came with a quite a bit of financial penalty to the company.
Under the APA system, there was more potential for the company to "flux" the bases, but that never seemed to be a problem, and there was little, to no churn at the bottom (although I'm sure there were some isolated cases). The way I look at this, there is a Reserve behind you that has to work more to catch up on your absence, and a guy in the base you're going to that's less likely to get a GS/IA, or even a WS. I would tend to think the people doing the win/win are the company/temp pilot. Pilots benefit when categories are fat or short, either by not working much, or by getting to premium flying. The entity hurt the most is the company, because of higher credit time in fat categories or more premium pay in short categories. So I still don't see how this is good for pilots, but I'm willing to learn. What am I missing? |
I like how the company made 593 million in 2010 and paid out 313 million in profit sharing but in 2011 made 854 million but only paid out 264 million in profit sharing. When was that Emirates Job Fair again?
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