Airline Pilot Central Forums - Details on Delta TA

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Quote:

Originally Posted by alfaromeo (Post 1733967)

I am sorry, but he (Lee Moak) has changed this union more in the last 4 years than it has in the other 22 I have been a member.

Man is THAT ever true.

Carl

Quote:

Originally Posted by LeineLodge (Post 1734060)

My only input to improve the system is to increase LTD payouts to something better than 50%. United currently has 55%. I'd like to see that or 60% in C2015.

United has 55% in cash and nothing into their DC plan. We get 50% in cash and another 15% into our DC.

Quote:

Originally Posted by Alan Shore (Post 1734105)

Fact Check Time

Correct, but I think that 5% may be a pretty big if. No idea for sure, though, and any manning savings generated by pay banding (should the pilot group want to go down that road) could readily be offset by increases to vacation, ADG, etc.

It was, but not nearly as big as giving up the cap.

I assume you mean pay hours, not block hours?

The only effect that allowing vacation to be pay, no credit has on manning is that it reduces reserve and/or GS flying, which reduces required staffing in future months. It does affect manning, but that effect is by no means huge.

Not at all. The more that reserves fly, the more pilots are required under the staffing formula. It does, however, have the potential to reduce GS/IA flying.

Same here as with vacation being pay, no credit.

All those little things add up to less manning required, obviously. That is my point.

As I said before, where I'm at today, it won't affect me at all, but go about half way down the list, that starts to add up to more stagnation for F/O's looking to upgrade and for new hires, well, you'd better get used to being on the bottom, when all the 747 pilots start raining down on you, while we are giving even more manning concessions with pay banding.

R.E. the 'we can mitigate it with increasing the vacation day' theory. No, you can't, unless you also stop allowing guys to pick up more flying in every vacation month.

Make Vacation both pay AND CREDIT, now you've fixed it.

Make the swap board and swap with the pot, subject to the same pickup limits as white slips, that will help mitigate pay banding too.

Quote:

Originally Posted by Alan Shore (Post 1734109)

Even coming from you index this is ludicrous.

Please learn to read an LM-2 and understand what it means.

Yup. However, the goal is to repeat this BS often enough so that the low-information guy will pick it up and start repeating it as truth.

C2012 was COST NEUTRAL!!!! See how easy it is? :p

Quote:

Originally Posted by Alan Shore (Post 1734121)

United has 55% in cash and nothing into their DC plan. We get 50% in cash and another 15% into our DC.

Interesting. I didn't realize they don't get the DC. Thanks for the elaboration.

^^^I'd still like to see LTD bumped a little bit, while retaining the DC contribution. I have a newhire classmate who was recently diagnosed with diabetes (in his late 30's). That extra 5% would probably mean more to him than the 15% that he can get to in 30 years.

Quote:

Originally Posted by Timbo (Post 1734122)

All those little things add up to less manning required, obviously. That is my point.

Make Vacation both pay AND CREDIT, now you've fixed it.

Make the swap board and swap with the pot, subject to the same pickup limits as white slips, that will help mitigate pay banding too.

Agreed on all counts.

Quote:

Originally Posted by Carl Spackler (Post 1734099)

I definitely preferred our system. I had over 2,200 hours of sick time banked and never once flew when sick. I considered it my primary long term disability benefit.

Good info. So, the long-term accrual piece was never an incentive NOT to call in sick? What was your monthly accrual rate? I'm wondering where I'd be now under that system with my past sick usage unchanged.

Quote:

Originally Posted by LeineLodge (Post 1734125)

If he needs the money he can withdraw it now. Even with penalties for the withdrawal he will be way ahead with 15% verses 5. If he wants to avoid penalties he can also look at the loan options. In addition our LTD was bumped quite a bit in the last contract with the elimination of the 80 hour cap. Does UAL have a cap?

Quote:

Originally Posted by Alan Shore (Post 1734121)

United has 55% in cash and nothing into their DC plan. We get 50% in cash and another 15% into our DC.

In addition at UAL profit sharing is not pensionable as it is at Delta. This means that while they get 16% verses 15% at Delta our effective rate is higher and we get more cash toward retirement. All these little things that are often misunderstood are why Delta's pilot cost are industry leading.

Quote:

Originally Posted by Timbo (Post 1734090)

So...Why is he stepping down?

Where's he going next?

Consulting or Lobbyist? :rolleyes:

Quote:

Originally Posted by sailingfun (Post 1734095)

Perhaps because he never really wanted the job in the first place but took it out of a sense of duty.

http://www.reactiongifs.com/r/rdlol.gif

Carl