Here's a great quote from Hawaiian CEO Mark Dunkerley.
Delta codeshares with Hawaiian for inter-island flying, so you would think when HA flies to the mainland, Delta would get the chance to provide connections, but alas, HA selected JetBlue for domestic codeshare in NYC.

Better yet, citing the reason why Hawaiian would enter the NYC market, Hawaiian CEO Dunkerley points to the capacity constraint improving yields on domestic connections feeding Hawaii flights.

Delta's guidance is showing capacity cut by 2% for 2012 to support further yield improvements. On the other hand JetBlue guidance for 2012 shows capacity up 5.5%-7.5% for 2012. Delta's course of capacity constraint is improving domestic yields for all airlines. JetBlue is taking advantage of it by growing twice as fast as we are shrinking. On top of that Delta's codeshare partner in Hawaii, now is codeshareing with JetBlue on the mainland...

I'm not against codeshare arrangements per-se, in-fact I believe there are many instances where codeshare provides a mutually beneficial relationship for the corporation and for the pilots.

Unfortunately the number of Delta pax placed on codeshare carriers far exceeds the number of codeshare pax placed on Delta. An the net result is displacements all around while the corporation is making record profits.
This needs to be fixed!

Cheers
George

 

Jesse;

Excellent post. As Bar would say, "tip o the hat."

 

The way I see it, you're getting a professional service from us from the time we arrive until the time we leave. Pay us lawyer hours. Now I know the last time I brought this up someone said that'd be bad for international flying because you'd get straight paid in comparison to say a 13 hour duty day on the 88 where you flew 4 or 5 legs for 6 hours of flying. But one could argue 5 legs day is a lot of work and a lot of preflights and dealing with MELs and delays and such that you're never compensated for. But like now folks get international overrides and the same should apply under the duty pay system.

But I like your idea that it's not enough. Say there is a Captain at $150/hr flying on average 7 hours a day on a 10 hour duty day for 10 days a month, 7 x 10 x 10 x 150/hr. Under the current system he'd be paid $1050/day, $10.5K a month and $126/yr. With the same rate but paid by duty hour you'd make it $1600/day, $16K/mo and $192/yr or $66K more a year. Even if you made 15% less you're making $37K more a year.

I think that's fair Scoop.

Plus we can counter the "but if we pay you that then everyone will want a pay raise" to which we say that now the pilots don't get a raise, our rates stayed the same.

I wasn't kidding btw, I put it in the survey.

 

I don't know what level of reading comprehension skills you have, but when I read the first part of Jesse's post:

The thing I get from Jesse's post is that Jesse has little confidence in the ability of the current bargaining agent to deliver the best that can be done.

What makes you think that Jesse's lack of confidence in the current bargaining agent's ability to deliver the best possible outcome is in any way less valid a point than your similar sentiments towards the current administrations ability for the country?

That seems like a logical short circuit to me...Unless your definition of best possible outcome differs greatly from that of Jesse's.

Cheers
George

 

An airline with management interested in managing an airline would retaliate for our partner's unfaithfulness.

More to the point, Hawaiian wants to be a growing, dynamic, airline. Best to partner with a growing, dynamic, airline. Who needs a slowly consolidating legacy carrier? Our partner's only interest in us is as an organ donor.

It would be an interesting curiosity, but for the fact this airline's capacity reductions will cost me at least $11,000 this year. Pulling together for Delta's success? Really Richard? Then why did you outsource my job?

 

I said "if I'm taken for granted..."

As for their standing down, I respect the ingenuity of using that card to try and quiet the efforts being made on behalf of the concerned, but I don't buy it. DALPA knows they have the full support of getting everything they can for its pilots, and their efforts should not be affected by possible suspicions or made up "rumor" that they don't have a unified force. Have you spoken to a rep who has voiced this as a concern? In what way does DPA affect their desire to not achieve the best possible outcome? If anything, the opposite would seem to be true: get the best contract you can for your pilots because if there's widespread dissatisfaction then DPA becomes even more viable. If the concern is unity then DALPA could have allowed DPA a vote without the requirement for signing up 51% of pilots as a gesture toward showing its desire to be a unified pilot group, no matter the representation. No, such a suggestion is not the true reason for asking DPA to stand down for a year.

 

New idea. Can we put the regional back in regional in our scope clause? As in 1 regional per hub? It's not a no-cost proposal, this is a reduced cost and significant efficiency improvement offer from us. It's such a win-win.

No more combining carriers in a hub to prevent a replay of Comair 2001. Let's give the regional airlines some leverage back. Don't trust Pinnacle? Don't replace them with Comair, Compass, Shuttle, Pinnacle, Chatauauauauqua, GoJet, Mesaba, ASA or skywest. This way ASA owns ATL, Compass NYC, Pinnacle DTW, Mesaba MSP, Shuttle LAX, Alaska gets SEA or whatever combination exists given airlines are mergin' or going chapter 11 or both or something.

In exchange, regionals will be limited in range greater than they are now.

Also, we should scope regionals out of RVSM airspace.

 

Consecutive posts:

LOL

But to answer your question. You don't know me. All you see is what I post. I truly believe that DALPA has been on the wrong path ever since bankruptcy. I truly believe that path leads to a mediocre career going forward for all of us. That is my honest assessment. Whether we fix that by changing DALPA or by changing our representative association, I am optimistic that it CAN change.

To me, one of the most pessimistic points of view I can imagine is someone who would accept the kind of extreme, unprecedented cuts we took under the circumstances we took them, and then not expect to recover all or most of that after the "emergency" was over. That's real pessimism right there... especially considering the value of what we do and all the blood, sweat, and tears most of us and our families have put into this career.

If you knew me personally, you would find out that I'm actually a very optimistic, positive person. I have little patience for pessimistic people, or people who give up too easily. Which is one of the reasons I have such a problem with DALPA.

 

Forget you Bar, what about the guys who where captains and have been displaced, their pay cut makes yours pale by comparison.

You could say luck is part element of when one gets hired, but seniority progression is an implicit promise of a the seniority based system and determines pay.

The threats that caused seniority regression for the past 10 years have not passed but are being managed very well. It's time to recapture some pay by having seniority progression. This is an issue that should be of interest to all pilots especially when you consider the compounding of interest on retirement savings based on current earnings. This is a huge deal financially!

Cheers
George

 

Yeah Timbo, get out of my seat!!