Premium pay for reroute

5:15 min day, vacation day, training day. Flight attendants have 4:45 training day.

42 days of vacation. We currently have 35. UAL and AA have 42.

Increase per diem rates $1 DOS and .10 years 2 and 3

17% DC. UAL and AA 16%

$4000 company contribution annually to HSA.

No change to profit sharing. Period.

Door pay.

 

We will NEVER have an opportunity like this again.

One thing that everyone in DALPA agrees on, the more involved and engaged and fired up the line pilots are, the more powerful the negotiating committee is. The more powerful the MEC is.

We need 100% of the line pilots writing, calling and communicating with each other and management. the message must be clear that $1 billion dollar increases DOS is the minimum for a yes vote. We will not be threatened this time. We do not fear the process. We are not afraid to vote no.

We have some very brave reps taking a stand for us. Taking heat for us. Support them, they are the key to attaining our goals.

Your participation matters so much more than you can imagine. Find the emails of the negotiators and write to let them know you support them. I promise you it makes a difference.

I do it regularly, do you?

What are you doing as an individual to ensure a historic C2015? Take 5 minutes a month to pull the wagon and not just ride in it.

 

Negotiating Committee

[email protected] chairman

[email protected]

[email protected]

Take a moment to email all three and say that you support them 100% in attaining a historic C2015. It is an irrefutable fact that the more support they have, the more power they will have at the table.

After you write them, encourage everyone you fly with to do the same. Carry and share these email addresses. Make it easy for others to do their part.

 

I 100% agree. I have started to attend meetings as well as keep in contact with my reps. This very possibly could be the best negotiating environment I will see in my career.

The wild card is DPA. You and I both know that they will not get the cards needed before C2015, if you want unity DPA needs to go away. Either permanently are go on an announced sabbatical to return if C2015 is not historic. With DPA in the picture this is not a unified group in either appearance or reality.

 

Good luck, DPA promised to do exactly what you stated before the last contract.

 

and ALPA promised they heard us "loud and clear" before the last contract.

So they brought us 4833, ALV+15, reduced profit sharing, sick leave verification, 7 short calls--and the negotiating committee went rogue to finish the "deal." We bailed out the company's 50-seat crisis. ALPA also promised 300 early-outs which never materialized, and stated that we'd never see the "3-3" part of the deal. Don't forget, hiring took a year longer than implied.

To top it off, we were assaulted with a slick marketing campaign featuring multi-media doses of Fear, Uncertainty, and Doubt. Paid for with our dues money.

Meanwhile, the company is ignoring our JV protections, and the Virgin Atlantic negotiations are...who knows where.

The good news is, "labor risk is off the table" for RA, and "our" "union" president gave a national interview saying we only wanted raises in the "margin" for C2015 because we have a "mature contract." Good times.

Oh, and the survey results were never released.

 

What a buzz killer it was reading that recap. SMH

 

I added to it since you quoted it.

Fortunately, our MEC chairman is a strong and inspiring leader, with lots of fire in his belly. He is not worried about being "friends" with Delta executives. He has set some high, clear, definable goals for C2015, and is prepping the battlefield to ensure we get every possible penny and second off.

Oh, wait.

 

If you volunteered ...

If you played golf...

If you understood the RLA...

You never played poker.

 

Yet somehow they produced a contract that 2 ½ years later is still the benchmark in the airline industry everyone else is trying to emulate. Strange isn't it! Visit the American contract threads if you need a update.