$4.5B figure includes GAAP and onetime expenses. Figure comes off income statement and matches CA 15-02.
Check the 2014 earnings before tax:$1.07B
http://www.nasdaq.com/symbol/dal/financials?query=income-statement
Add in the one times and you get $4.5B. Check the 2014 DAL annual shareholder report for a more in depth accounting.

It doesn't include profit sharing payout, doesn't include management incentive exclusion. PTIX definition change under TA would "exclude" the management incentive exclusion i.e. PTIX+PS payout only.

I think the date was around 2/13/2015.

As to the $1.1B payout backward math not reconciling, I don't know the figures management is accounting for in that. Is it purely PS to eligible employees or is that INCLUSIVE of other non eligible employee PS payouts?

I will research further. I still can't find a published PTIX number. The 10-K has the GAAP numbers but it was amended in April. I can't find accurate add backs. What is the true PTIX # for 2014? And where? What is the wage pool share? And where? I was going with PTIX $6B in the chart and pilots at 37.5%.

10-K and 10-K amendment to further review yet.

I have been ordered to get off the computer and enjoy the 4th with the fam, sorry this will have to wait for me, I'm out. The boss wins this one. I'll check back tomorrow.

10Ks aren't great places to look for what you need. Try shareholder report and income statement. I thought I answered your numbers, but if you want more specific or exact to penny numbers, try your rep or a P2P or someone on FPL and ask them to forward the request to someone in EF&A.

They need to defend the PS% with projections in a cohesive multivarite model. I don't think it's as simple as your spreadsheet PS assumptions or as simple as 5.74%. Some of these TA comparisons have been made in a vacuum to associated effects.

Everyone would be far better served examining the pay portion of this TA assuming a worst case scenario (declining profits) rather than a best case scenario.

The 800 lb gorilla sitting in the corner, glaring at everyone.





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Okay then....the economic world unwinds over the next 9 months.....delta is back in bankruptcy. Liquidated.

Next question.....under which pwa will you have more money in your pocket?

Totally reasonable and logical.

In fact, if the union would present that to the company as a cost saving measure, I am sure it would be well received.

I'm staying in bed today.

I don't want to get hit by a meteor.

Under our TAs healthcare plan, is there a paid sick leave option for either fear of global economic meltdown or fear of getting hit by meteors?

Will Sedgwick be denying it? Will the new company AME be releasing that info to the FAA?

work rules. Work rules make us money. Company wants staffing efficiency, that significantly cuts into our pay. Its a wash if not cost saving for the company. Our PWA protections allow us to make far more money than whats gonna happen when this TA ties our hands (reference my example in another post of the harm done to us when one pilot is bumped down to reserve - just 1 pilot!).

If the world implodes next week, youre taking a pay cut anyway "to save the company" like you did 2x before. Hows that for the gorllia/elephant in the room. The argument that our pay rates are more protected than our PS hasn't held water ever, but one thing is for sure, when you give away work rules you never get them back. stop the bleeding. please please please stop the bleeding.

####. Makes me sick to my stomach.

I'm calling in sick. Too stressed to fly.

Newk could kick that gorillas ass.


Show em Newk. Show em how it's done.

If that doesn't work, simple logic will.