Any "Latest & Greatest" about Delta?
05-11-2012, 08:23 AM
Happy to be here
Joined APC: Jun 2006
Position: A-320A
Posts: 18,563
Originally Posted by Bucking Bar
Scambo,
Just think it through. What opportunities would be stopped by anything our current contract?
Even merger and acquisition activity hinges around Section 1 (scope).
In every scenario, management knows what it wants to do. So, it knows where to put the traps because it knows where the path leads. Given this truth, it is in management's favor because of management's superior information.
On the other side of the table we have a group with individualistic interests trying to grab the high ground. Frankly it seems a little like the lead up to Gettysburg.
IMHO we are fine under our current agreement. Force management to buy airplanes and operate them here, even if it costs the company some money. Make them play their hand. Bide our time until we have at least passed our strike authorization vote. The closer we get to self help, the more real leverage we have.
Just think it through. What opportunities would be stopped by anything our current contract?
Even merger and acquisition activity hinges around Section 1 (scope).
In every scenario, management knows what it wants to do. So, it knows where to put the traps because it knows where the path leads. Given this truth, it is in management's favor because of management's superior information.
On the other side of the table we have a group with individualistic interests trying to grab the high ground. Frankly it seems a little like the lead up to Gettysburg.
IMHO we are fine under our current agreement. Force management to buy airplanes and operate them here, even if it costs the company some money. Make them play their hand. Bide our time until we have at least passed our strike authorization vote. The closer we get to self help, the more real leverage we have.
Originally Posted by scambo1
Bar;
Since we (DALPA) didn't go after RAH, I don't really see anything in our current contract that stops management from re-fleeting off the reservation and then domestic codesharing.
The only thing we have going for us is control of the parking brake, 2 engine taxi, apu extended run, requesting back of the line for de-icing, more turns in holding followed by a divert, etc. but those would be stopped by injunction.
It is either in good faith or it isn't.
Since we (DALPA) didn't go after RAH, I don't really see anything in our current contract that stops management from re-fleeting off the reservation and then domestic codesharing.
The only thing we have going for us is control of the parking brake, 2 engine taxi, apu extended run, requesting back of the line for de-icing, more turns in holding followed by a divert, etc. but those would be stopped by injunction.
It is either in good faith or it isn't.
On a the most basic level you are correct. If any of the "rumors" about the DCI contracts are correct, and DAL wants out now, it comes with a cost. A cost that DAL would prefer to avoid. These contracts, and lease commitments hit our debt total as well. Renegotiating the CPA's and getting out of lease termination penalties is worth a lot of money. Probably enough money that allows DAL to hit a targeted debt level/ leverage point to secure the financing needed to go after asset investments, and acquisitions.
The two are interrelated. To do B, the debt needs to be at the level they have been touting for some time. I am sure as the day is long, that they did not pick 10bln out of thin air. I am willing to bet that the financial community drove that number before DAL acquired more debt for jets, gates, route authorities, airlines, or investments in other airlines that would require the debt level to be raised. The DCI changes that are rumored may kill two birds with one stone; solve the DCI issue on all of the levels, and allow DAL to finally have access to the capital markets they have wanted access too to assure our lead in the industry remains.
Could DAL reduce the debt another way? Maybe, but for them it does not solve the DCI issues for at least another ten years. We can force them to pay for those leases; eat them as Carl puts it, or we can force them to hit the leverage point another way. Facts are, they are apparently on a timeline and one that is tight in nature. Will being right and just with the RJ conviction force DAL to pass up opportunities that will grow our list and increase or take? Should we care and stick to our convictions?
If we stick to these convictions, and tell them to eat the leases, will this pilot group regret that fact when our Section 1 is used?:
-To grow the 76 seat fleet,
-Sign JV's that do not require one more block hr be thrown our way,
-Sign more code share agreements that further hurt us and possibly marginalize our NRT hub,
-Restructure DAL's org chart so that DCI falls under the holding company and not the airline, realizing that we do not have holding company protections that would thwart this issue,
-Plus many more
The decision to hold strong on 76 seats may be the correct answer for unity, and unionism, but it may also be its downfall it we watch the top and middle part of our gauge erode due to the inadequacies in our Section 1.
I hate the idea of selling another jet, hate it, but the reality is if we do not fix the rest of Section 1, we can admit in ten years, that we had sold our Captain seats years ago, by not protecting ourselves with adequate JV, Holding Company, and CS language. Its just a scope sale of a different animal, a one of omission.
Its a horrible quagmire we are in. The devil is in the details, and we need to see what, if anything comes of these rumors. One thing is fore certain, we have a ton lose on the top side if we choose to play poker. We, as a group, need to decide though our vote if, more RJ's are an acceptable price to pay to make sure or top end growth does not disappear before our eyes.
In a thought, the whole situation sucks!
05-11-2012, 08:25 AM
Happy to be here
Joined APC: Jun 2006
Position: A-320A
Posts: 18,563
Originally Posted by gloopy
With the extreme 'flexibility" DL likes to operate all of DCI with, are all (much less any) DCI carrier schedules fully loaded into the fall master schedule yet? Comair could very well be last anyway because of their dysfunctional role as DCI's accumulator and last minute lift provider of last resort.
If they are truly not on the schedule but everyone else is, it would be eazy to verify the implied rumor by looking at which DCI carrier suddenly grew at least by the amout of 27 CRJ70-76 seaters at Comair, and probably at least some of the 100 CRJ50 seaters as well, though probably not most or all.
So if the fall schedule is fully loaded but Comair has nothing, which DCI carrier(s) are suddenly up by 29 large CRJ's and maybe a few 50's?
If they are truly not on the schedule but everyone else is, it would be eazy to verify the implied rumor by looking at which DCI carrier suddenly grew at least by the amout of 27 CRJ70-76 seaters at Comair, and probably at least some of the 100 CRJ50 seaters as well, though probably not most or all.
So if the fall schedule is fully loaded but Comair has nothing, which DCI carrier(s) are suddenly up by 29 large CRJ's and maybe a few 50's?
05-11-2012, 08:27 AM
Happy to be here
Joined APC: Jun 2006
Position: A-320A
Posts: 18,563
Originally Posted by Jack Bauer
One thing that seems to be missing in this discussion where item A is being traded for item B, is any credit for the huge givebacks leading up to and during bankruptcy. Its as if those contracts and givebacks now never existed.
There also seems to be too much focus given to what management wants/needs vs what would greatly improve the quality of life, compensation, working conditions and advancement of Delta pilots. I don't care how the DALPA people spin this, given where the company is headed profitability wise along with what was given/taken during BK, this contract is going horribly wrong.
Historically the management/pilot tug of war had gone back and forth, backward slide during unprofitable times with big gains when the chips are up.
Coming off the worst slide to the profession in 100 years its unbelievable we are negotiating Quid pro quo. Unacceptable in my opinion. I am only one however and there seems to be a number of folks here already willing to give up quality of life, spending more time away from home and potentially stagnating (or moving backwards) for another decade in return for the promises of a bigger pay check. The wrong way to go about this guys. The wrong way!
We need to stop where this is headed right now and start fresh before the hard sell begins. Many will regret locking into what is about to happen for years to come and question why we allowed it to happen. DALPA will simply state "you voted for it...deal with it".....and "we'll try to get em next time".
There also seems to be too much focus given to what management wants/needs vs what would greatly improve the quality of life, compensation, working conditions and advancement of Delta pilots. I don't care how the DALPA people spin this, given where the company is headed profitability wise along with what was given/taken during BK, this contract is going horribly wrong.
Historically the management/pilot tug of war had gone back and forth, backward slide during unprofitable times with big gains when the chips are up.
Coming off the worst slide to the profession in 100 years its unbelievable we are negotiating Quid pro quo. Unacceptable in my opinion. I am only one however and there seems to be a number of folks here already willing to give up quality of life, spending more time away from home and potentially stagnating (or moving backwards) for another decade in return for the promises of a bigger pay check. The wrong way to go about this guys. The wrong way!
We need to stop where this is headed right now and start fresh before the hard sell begins. Many will regret locking into what is about to happen for years to come and question why we allowed it to happen. DALPA will simply state "you voted for it...deal with it".....and "we'll try to get em next time".
Even if the best contracts, there were quids in some if not many areas.
05-11-2012, 08:29 AM
Happy to be here
Joined APC: Jun 2006
Position: A-320A
Posts: 18,563
Originally Posted by georgetg
(Pink for emphasis)
You obviously haven't looked closely at some of the proposed changes in the NNP, because they actually do away with hard-fought items in our current PWA.
Cheers
George
You obviously haven't looked closely at some of the proposed changes in the NNP, because they actually do away with hard-fought items in our current PWA.
Cheers
George
Yep, and its a non-starter
05-11-2012, 08:37 AM
Gets Weekends Off
Joined APC: Apr 2008
Position: DAL FO
Posts: 2,165
Originally Posted by acl65pilot
Its a horrible quagmire we are in. The devil is in the details, and we need to see what, if anything comes of these rumors. One thing is fore certain, we have a ton lose on the top side if we choose to play poker. We, as a group, need to decide though our vote if, more RJ's are an acceptable price to pay to make sure or top end growth does not disappear before our eyes.
In a thought, the whole situation sucks!
In a thought, the whole situation sucks!
For ALL the reasons you mentioned above, we need to very carefully evaluate any agreement that comes. In the end it may be a choice of "least bad" but I'm certain that our reps (at least the ATL and DTW guys that I've spoken with) are painfully aware of the scope situation on the bottom/top. We have no choice but to trust their judgement to direct this thing in the right direction. If they violate that trust (very unlikely IMO) then we vote it down: simple as that.
Maybe it's because it's Friday and the weather is nice, but call me half-full today
05-11-2012, 08:40 AM
Gets Weekends Off
Joined APC: Jul 2006
Position: Boeing Hearing and Ergonomics Lab Rat, Night Shift
Posts: 1,724
Reserve Rules Redux
The Good:
Additional X-day in a category with at least 20 percent reserve staffing.
This is a good, no-cost item for the company giving day off to overstaffed category.
Reserve guarantee increased to 72:00 – 80:00 (variable with ALV)
This is a great improvement to Delta pilot reserve pay. The change results in approximately 76:00 average guarantee, a gain of 6:00 of pay. This brings our contract to the level of the top tier industry reserve guarantees.
Ability to pick up additional short call period for increased reserve guarantee
Good, permits in-base pilot to fill up on SC reducing need for commuter's SC, helps pilots meet new higher guarantee sooner than without this change. The devil is in the details. Will the SC credit be valued at ADP rates?
The Bad:
X-days increased to 13/14 for off-season remain at 12/13 for the summer peak
This looks like a win on paper, more reserve days off in the winter, status quo in the summer. But when compounded by the conversion of July and August to 30 day bid periods, the change removes two off days from the busy summer season. Obviously July and August are still 31 day months, but the number of x-days is reduced from 13 to 12. During less busy months the gain of an extra day off will give reserve pilots more ability to schedule their month, likely to result in the conversion of a standard long-call day to an off-day from a pilot schedule standpoint. Conversely during the peak summer period in July and August, reserves will lose a combined two days off while being exposed to extra short-call days and a higher max reserve cap. The net result is a reduction in reserves' quality of life at a time when scheduling is most likely to test contractual limits.
The Ugly:
ALV increased by one hour for all pilots.
Not technically a reserve change but increasing the ALV by one hour compounds and multiplies the negative effects on staffing many of the new proposed rules will have. The increase is 12-hours per pilot per year. 80 pilots flying one extra hour will produce 960 extra hours per year eliminate one in 80 pilot positions or 100-150 pilots company wide.
Max reserve changed from ALV to ALV + 15:00, reserve "full" at guarantee.
This is how we pay for the increased reserve guarantee. Work more, get paid more.
While a higher reserve guarantee is welcome, the increase is earned, no given to reserves and can't really be categorized as a contractual improvement. Under the current system any flying beyond the cap of 70/72 is voluntary and for extra pay. Under the new rules the extra flying is mandatory and doesn't result in increased pay or days off until reaching 80/95 hours. Scheduling will be able to place up to 23:00 of additional flying per reserve before needing to resort to green slip coverage. The effect for all pilots, will be fewer green slips and reduced availability of double pay for line-holders and payback days for reserves.
Reserves are staffed for the busy time of the year. At a minimum the higher ALV average of 76 hours per year eliminates the need for one in 12 reserves, year round. During the peak travel season, a category with 40 reserve pilots can produce a max of 2800 hours under the current PWA, with the new proposed rules 35 pilots can do the same job...The reduction in green-slips will also negatively affect the manning formula, locking in a lower pilot requirement.
Short Call increased to seven for bid periods with a reserve guarantee of 75-80
This is nothing short of unbelievable. The reduction from 8 to 6 short-calls was one of four key gains of the Joint Contract highlighted by Lee Moak in his Chairmans letter in June 2008 and presented as a significant quality of life improvement in the associated Negotiators Notepad signed by Tim O'Malley. It was a hard-fought contractual gain. And while the new flight-time duty-time regulations will force all domestic airlines with lesser work rules to improve their working agreements, Delta pilots will see an increase in short-call days. With the extra day of duty, domestic pilots will see their short call extended by 12 hours during the high ALV months, while international pilots will have their hours extended by 14. For a pilot that commutes this change could easily come with the loss of an associated day-off. Unfortunately this will also have a negative effect on the additional manning that would have been required if the new FTDT regulations were applied to the current PWA reserve rules.
The Bottom Line:
Overall the proposed changes are a Faustian deal, where quality of life and Delta pilot positions are traded for the potential of higher pay. Reducing days off, raising the max monthly cap and adding a short call day during the peak season where pilot schedules are already maxed out seems particularly ill-advised. It is hard to imagine a pilot with a full-time reserve schedule being part of the deliberations to generate the reserve changes proposed in the Negotiators Notepad. Especially considering the impact of lower manning will have on retarding a reserve pilots ability to advance to line-holder.
Outlook:
Many of the proposed changes in the Negotiator’s Notepad show a drive to reduce staffing requirements. This effects all pilots, not just reserves. Some of the adverse effects of the proposed reserve rules could be mitigated by improvements to other sections. Reserves' trip assignments should have the same credit as line-holders'. Improvements to trip/duty rigs could help trips become more valuable for all helping line-holders and reserves alike. Increased credit for vacation, sick and training days would also help reach guarantee sooner. Finally valuing short-call duty no different than duty on rotation would go a long way in reducing the potential adverse impact the proposed rules would have in their current form.
Cheers
George
The Good:
Additional X-day in a category with at least 20 percent reserve staffing.
This is a good, no-cost item for the company giving day off to overstaffed category.
Reserve guarantee increased to 72:00 – 80:00 (variable with ALV)
This is a great improvement to Delta pilot reserve pay. The change results in approximately 76:00 average guarantee, a gain of 6:00 of pay. This brings our contract to the level of the top tier industry reserve guarantees.
Ability to pick up additional short call period for increased reserve guarantee
Good, permits in-base pilot to fill up on SC reducing need for commuter's SC, helps pilots meet new higher guarantee sooner than without this change. The devil is in the details. Will the SC credit be valued at ADP rates?
The Bad:
X-days increased to 13/14 for off-season remain at 12/13 for the summer peak
This looks like a win on paper, more reserve days off in the winter, status quo in the summer. But when compounded by the conversion of July and August to 30 day bid periods, the change removes two off days from the busy summer season. Obviously July and August are still 31 day months, but the number of x-days is reduced from 13 to 12. During less busy months the gain of an extra day off will give reserve pilots more ability to schedule their month, likely to result in the conversion of a standard long-call day to an off-day from a pilot schedule standpoint. Conversely during the peak summer period in July and August, reserves will lose a combined two days off while being exposed to extra short-call days and a higher max reserve cap. The net result is a reduction in reserves' quality of life at a time when scheduling is most likely to test contractual limits.
The Ugly:
ALV increased by one hour for all pilots.
Not technically a reserve change but increasing the ALV by one hour compounds and multiplies the negative effects on staffing many of the new proposed rules will have. The increase is 12-hours per pilot per year. 80 pilots flying one extra hour will produce 960 extra hours per year eliminate one in 80 pilot positions or 100-150 pilots company wide.
Max reserve changed from ALV to ALV + 15:00, reserve "full" at guarantee.
This is how we pay for the increased reserve guarantee. Work more, get paid more.
While a higher reserve guarantee is welcome, the increase is earned, no given to reserves and can't really be categorized as a contractual improvement. Under the current system any flying beyond the cap of 70/72 is voluntary and for extra pay. Under the new rules the extra flying is mandatory and doesn't result in increased pay or days off until reaching 80/95 hours. Scheduling will be able to place up to 23:00 of additional flying per reserve before needing to resort to green slip coverage. The effect for all pilots, will be fewer green slips and reduced availability of double pay for line-holders and payback days for reserves.
Reserves are staffed for the busy time of the year. At a minimum the higher ALV average of 76 hours per year eliminates the need for one in 12 reserves, year round. During the peak travel season, a category with 40 reserve pilots can produce a max of 2800 hours under the current PWA, with the new proposed rules 35 pilots can do the same job...The reduction in green-slips will also negatively affect the manning formula, locking in a lower pilot requirement.
Short Call increased to seven for bid periods with a reserve guarantee of 75-80
This is nothing short of unbelievable. The reduction from 8 to 6 short-calls was one of four key gains of the Joint Contract highlighted by Lee Moak in his Chairmans letter in June 2008 and presented as a significant quality of life improvement in the associated Negotiators Notepad signed by Tim O'Malley. It was a hard-fought contractual gain. And while the new flight-time duty-time regulations will force all domestic airlines with lesser work rules to improve their working agreements, Delta pilots will see an increase in short-call days. With the extra day of duty, domestic pilots will see their short call extended by 12 hours during the high ALV months, while international pilots will have their hours extended by 14. For a pilot that commutes this change could easily come with the loss of an associated day-off. Unfortunately this will also have a negative effect on the additional manning that would have been required if the new FTDT regulations were applied to the current PWA reserve rules.
The Bottom Line:
Overall the proposed changes are a Faustian deal, where quality of life and Delta pilot positions are traded for the potential of higher pay. Reducing days off, raising the max monthly cap and adding a short call day during the peak season where pilot schedules are already maxed out seems particularly ill-advised. It is hard to imagine a pilot with a full-time reserve schedule being part of the deliberations to generate the reserve changes proposed in the Negotiators Notepad. Especially considering the impact of lower manning will have on retarding a reserve pilots ability to advance to line-holder.
Outlook:
Many of the proposed changes in the Negotiator’s Notepad show a drive to reduce staffing requirements. This effects all pilots, not just reserves. Some of the adverse effects of the proposed reserve rules could be mitigated by improvements to other sections. Reserves' trip assignments should have the same credit as line-holders'. Improvements to trip/duty rigs could help trips become more valuable for all helping line-holders and reserves alike. Increased credit for vacation, sick and training days would also help reach guarantee sooner. Finally valuing short-call duty no different than duty on rotation would go a long way in reducing the potential adverse impact the proposed rules would have in their current form.
Cheers
George
05-11-2012, 08:41 AM
Gets Weekends Off
Joined APC: Jun 2011
Posts: 1,152
Originally Posted by gloopy
With the extreme 'flexibility" DL likes to operate all of DCI with, are all (much less any) DCI carrier schedules fully loaded into the fall master schedule yet? Comair could very well be last anyway because of their dysfunctional role as DCI's accumulator and last minute lift provider of last resort.
If they are truly not on the schedule but everyone else is, it would be eazy to verify the implied rumor by looking at which DCI carrier suddenly grew at least by the amout of 27 CRJ70-76 seaters at Comair, and probably at least some of the 100 CRJ50 seaters as well, though probably not most or all.
So if the fall schedule is fully loaded but Comair has nothing, which DCI carrier(s) are suddenly up by 29 large CRJ's and maybe a few 50's?
If they are truly not on the schedule but everyone else is, it would be eazy to verify the implied rumor by looking at which DCI carrier suddenly grew at least by the amout of 27 CRJ70-76 seaters at Comair, and probably at least some of the 100 CRJ50 seaters as well, though probably not most or all.
So if the fall schedule is fully loaded but Comair has nothing, which DCI carrier(s) are suddenly up by 29 large CRJ's and maybe a few 50's?
05-11-2012, 08:44 AM
Happy to be here
Joined APC: Jun 2006
Position: A-320A
Posts: 18,563
Originally Posted by georgetg
Reserve Rules Redux
The Good:
Additional X-day in a category with at least 20 percent reserve staffing.
This is a good, no-cost item for the company giving day off to overstaffed category.
Reserve guarantee increased to 72:00 – 80:00 (variable with ALV)
This is a great improvement to Delta pilot reserve pay. The change results in approximately 76:00 average guarantee, a gain of 6:00 of pay. This brings our contract to the level of the top tier industry reserve guarantees.
Ability to pick up additional short call period for increased reserve guarantee
Good, permits in-base pilot to fill up on SC reducing need for commuter's SC, helps pilots meet new higher guarantee sooner than without this change. The devil is in the details. Will the SC credit be valued at ADP rates?
The Bad:
X-days increased to 13/14 for off-season remain at 12/13 for the summer peak
This looks like a win on paper, more reserve days off in the winter, status quo in the summer. But when compounded by the conversion of July and August to 30 day bid periods, the change removes two off days from the busy summer season. Obviously July and August are still 31 day months, but the number of x-days is reduced from 13 to 12. During less busy months the gain of an extra day off will give reserve pilots more ability to schedule their month, likely to result in the conversion of a standard long-call day to an off-day from a pilot schedule standpoint. Conversely during the peak summer period in July and August, reserves will lose a combined two days off while being exposed to extra short-call days and a higher max reserve cap. The net result is a reduction in reserves' quality of life at a time when scheduling is most likely to test contractual limits.
The Ugly:
ALV increased by one hour for all pilots.
Not technically a reserve change but increasing the ALV by one hour compounds and multiplies the negative effects on staffing many of the new proposed rules will have. The increase is 12-hours per pilot per year. 80 pilots flying one extra hour will produce 960 extra hours per year eliminate one in 80 pilot positions or 100-150 pilots company wide.
Max reserve changed from ALV to ALV + 15:00, reserve "full" at guarantee.
This is how we pay for the increased reserve guarantee. Work more, get paid more.
While a higher reserve guarantee is welcome, the increase is earned, no given to reserves and can't really be categorized as a contractual improvement. Under the current system any flying beyond the cap of 70/72 is voluntary and for extra pay. Under the new rules the extra flying is mandatory and doesn't result in increased pay or days off until reaching 80/95 hours. Scheduling will be able to place up to 23:00 of additional flying per reserve before needing to resort to green slip coverage. The effect for all pilots, will be fewer green slips and reduced availability of double pay for line-holders and payback days for reserves.
Reserves are staffed for the busy time of the year. At a minimum the higher ALV average of 76 hours per year eliminates the need for one in 12 reserves, year round. During the peak travel season, a category with 40 reserve pilots can produce a max of 2800 hours under the current PWA, with the new proposed rules 35 pilots can do the same job...The reduction in green-slips will also negatively affect the manning formula, locking in a lower pilot requirement.
Short Call increased to seven for bid periods with a reserve guarantee of 75-80
This is nothing short of unbelievable. The reduction from 8 to 6 short-calls was one of four key gains of the Joint Contract highlighted by Lee Moak in his Chairmans letter in June 2008 and presented as a significant quality of life improvement in the associated Negotiators Notepad signed by Tim O'Malley. It was a hard-fought contractual gain. And while the new flight-time duty-time regulations will force all domestic airlines with lesser work rules to improve their working agreements, Delta pilots will see an increase in short-call days. With the extra day of duty, domestic pilots will see their short call extended by 12 hours during the high ALV months, while international pilots will have their hours extended by 14. For a pilot that commutes this change could easily come with the loss of an associated day-off. Unfortunately this will also have a negative effect on the additional manning that would have been required if the new FTDT regulations were applied to the current PWA reserve rules.
The Bottom Line:
Overall the proposed changes are a Faustian deal, where quality of life and Delta pilot positions are traded for the potential of higher pay. Reducing days off, raising the max monthly cap and adding a short call day during the peak season where pilot schedules are already maxed out seems particularly ill-advised. It is hard to imagine a pilot with a full-time reserve schedule being part of the deliberations to generate the reserve changes proposed in the Negotiators Notepad. Especially considering the impact of lower manning will have on retarding a reserve pilots ability to advance to line-holder.
Outlook:
Many of the proposed changes in the Negotiator’s Notepad show a drive to reduce staffing requirements. This effects all pilots, not just reserves. Some of the adverse effects of the proposed reserve rules could be mitigated by improvements to other sections. Reserves' trip assignments should have the same credit as line-holders'. Improvements to trip/duty rigs could help trips become more valuable for all helping line-holders and reserves alike. Increased credit for vacation, sick and training days would also help reach guarantee sooner. Finally valuing short-call duty no different than duty on rotation would go a long way in reducing the potential adverse impact the proposed rules would have in their current form.
Cheers
George
The Good:
Additional X-day in a category with at least 20 percent reserve staffing.
This is a good, no-cost item for the company giving day off to overstaffed category.
Reserve guarantee increased to 72:00 – 80:00 (variable with ALV)
This is a great improvement to Delta pilot reserve pay. The change results in approximately 76:00 average guarantee, a gain of 6:00 of pay. This brings our contract to the level of the top tier industry reserve guarantees.
Ability to pick up additional short call period for increased reserve guarantee
Good, permits in-base pilot to fill up on SC reducing need for commuter's SC, helps pilots meet new higher guarantee sooner than without this change. The devil is in the details. Will the SC credit be valued at ADP rates?
The Bad:
X-days increased to 13/14 for off-season remain at 12/13 for the summer peak
This looks like a win on paper, more reserve days off in the winter, status quo in the summer. But when compounded by the conversion of July and August to 30 day bid periods, the change removes two off days from the busy summer season. Obviously July and August are still 31 day months, but the number of x-days is reduced from 13 to 12. During less busy months the gain of an extra day off will give reserve pilots more ability to schedule their month, likely to result in the conversion of a standard long-call day to an off-day from a pilot schedule standpoint. Conversely during the peak summer period in July and August, reserves will lose a combined two days off while being exposed to extra short-call days and a higher max reserve cap. The net result is a reduction in reserves' quality of life at a time when scheduling is most likely to test contractual limits.
The Ugly:
ALV increased by one hour for all pilots.
Not technically a reserve change but increasing the ALV by one hour compounds and multiplies the negative effects on staffing many of the new proposed rules will have. The increase is 12-hours per pilot per year. 80 pilots flying one extra hour will produce 960 extra hours per year eliminate one in 80 pilot positions or 100-150 pilots company wide.
Max reserve changed from ALV to ALV + 15:00, reserve "full" at guarantee.
This is how we pay for the increased reserve guarantee. Work more, get paid more.
While a higher reserve guarantee is welcome, the increase is earned, no given to reserves and can't really be categorized as a contractual improvement. Under the current system any flying beyond the cap of 70/72 is voluntary and for extra pay. Under the new rules the extra flying is mandatory and doesn't result in increased pay or days off until reaching 80/95 hours. Scheduling will be able to place up to 23:00 of additional flying per reserve before needing to resort to green slip coverage. The effect for all pilots, will be fewer green slips and reduced availability of double pay for line-holders and payback days for reserves.
Reserves are staffed for the busy time of the year. At a minimum the higher ALV average of 76 hours per year eliminates the need for one in 12 reserves, year round. During the peak travel season, a category with 40 reserve pilots can produce a max of 2800 hours under the current PWA, with the new proposed rules 35 pilots can do the same job...The reduction in green-slips will also negatively affect the manning formula, locking in a lower pilot requirement.
Short Call increased to seven for bid periods with a reserve guarantee of 75-80
This is nothing short of unbelievable. The reduction from 8 to 6 short-calls was one of four key gains of the Joint Contract highlighted by Lee Moak in his Chairmans letter in June 2008 and presented as a significant quality of life improvement in the associated Negotiators Notepad signed by Tim O'Malley. It was a hard-fought contractual gain. And while the new flight-time duty-time regulations will force all domestic airlines with lesser work rules to improve their working agreements, Delta pilots will see an increase in short-call days. With the extra day of duty, domestic pilots will see their short call extended by 12 hours during the high ALV months, while international pilots will have their hours extended by 14. For a pilot that commutes this change could easily come with the loss of an associated day-off. Unfortunately this will also have a negative effect on the additional manning that would have been required if the new FTDT regulations were applied to the current PWA reserve rules.
The Bottom Line:
Overall the proposed changes are a Faustian deal, where quality of life and Delta pilot positions are traded for the potential of higher pay. Reducing days off, raising the max monthly cap and adding a short call day during the peak season where pilot schedules are already maxed out seems particularly ill-advised. It is hard to imagine a pilot with a full-time reserve schedule being part of the deliberations to generate the reserve changes proposed in the Negotiators Notepad. Especially considering the impact of lower manning will have on retarding a reserve pilots ability to advance to line-holder.
Outlook:
Many of the proposed changes in the Negotiator’s Notepad show a drive to reduce staffing requirements. This effects all pilots, not just reserves. Some of the adverse effects of the proposed reserve rules could be mitigated by improvements to other sections. Reserves' trip assignments should have the same credit as line-holders'. Improvements to trip/duty rigs could help trips become more valuable for all helping line-holders and reserves alike. Increased credit for vacation, sick and training days would also help reach guarantee sooner. Finally valuing short-call duty no different than duty on rotation would go a long way in reducing the potential adverse impact the proposed rules would have in their current form.
Cheers
George
05-11-2012, 08:48 AM
Happy to be here
Joined APC: Jun 2006
Position: A-320A
Posts: 18,563
Originally Posted by LeineLodge
I agree with you in principle, but apparently we have something that mgmt wants. That makes me (cautiously) optimistic that we still have some control and all hope is not lost.
For ALL the reasons you mentioned above, we need to very carefully evaluate any agreement that comes. In the end it may be a choice of "least bad" but I'm certain that our reps (at least the ATL and DTW guys that I've spoken with) are painfully aware of the scope situation on the bottom/top. We have no choice but to trust their judgement to direct this thing in the right direction. If they violate that trust (very unlikely IMO) then we vote it down: simple as that.
Maybe it's because it's Friday and the weather is nice, but call me half-full today
For ALL the reasons you mentioned above, we need to very carefully evaluate any agreement that comes. In the end it may be a choice of "least bad" but I'm certain that our reps (at least the ATL and DTW guys that I've spoken with) are painfully aware of the scope situation on the bottom/top. We have no choice but to trust their judgement to direct this thing in the right direction. If they violate that trust (very unlikely IMO) then we vote it down: simple as that.
Maybe it's because it's Friday and the weather is nice, but call me half-full today
We do, the ability to allow them to get these jets, and cpa's redone now to hit the debt level in short order, not a year and a half after the fireworks are over.
There are some other things that we could also change in the pwa to help facilitate overseas stuff, like foreign basing issues. That is not a big enough item for section 6, the DCI stuff with debt reduction, allows everything else.
Wrt to Section 1. If the rumors are true, we will either sell 76 seat jets with a cure provided, or allow the current sale of top end flying though the loopholes to continue.
05-11-2012, 08:49 AM
Gets Weekends Off
Joined APC: Jul 2006
Position: Boeing Hearing and Ergonomics Lab Rat, Night Shift
Posts: 1,724
Originally Posted by acl65pilot
Going forward, not sure we will see 20% reserve staffing in any month. Even in a now growth scheme we are going to be short for 20 years.
Work-rules and scope are typically the more enduring aspects of a contract...
Cheers
George
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