Details on Delta TA
05-07-2015, 06:24 AM
#3952
Gets Weekends Off
Joined APC: Jan 2007
Position: 5-9 block, kill removing
Posts: 385
Originally Posted by ERflyer
American rejects its pilots' contract plan - latimes
American Airlines pilots plan disruptions, not full strike - USATODAY.com
American asked for over 50% in 2008. They achieved their first raise in 2015. Meanwhile we had two contracts (where we asked for less) during that time that achieved pretty good increases in W-2. I'm making 56.7% more now than in 2009, same seat, same airplane, no green slips either year. (We all know we got wacked twice during bankruptcy.)
We're now going to get a third new contract with a nice raise - whatever it is. American is stuck with their contract until 2020. We'll probably get a fourth contract before they get another.
Based on this alone, what tactic do you think worked best? No emotion, no conjecture. Just facts.
American Airlines pilots plan disruptions, not full strike - USATODAY.com
American asked for over 50% in 2008. They achieved their first raise in 2015. Meanwhile we had two contracts (where we asked for less) during that time that achieved pretty good increases in W-2. I'm making 56.7% more now than in 2009, same seat, same airplane, no green slips either year. (We all know we got wacked twice during bankruptcy.)
We're now going to get a third new contract with a nice raise - whatever it is. American is stuck with their contract until 2020. We'll probably get a fourth contract before they get another.
Based on this alone, what tactic do you think worked best? No emotion, no conjecture. Just facts.
Causation vs. correlation.
05-07-2015, 06:36 AM
#3953
Gets Weekends Off
Joined APC: May 2012
Posts: 1,418
Originally Posted by Raging white
I think you'd admit the economic climates in '08 and today are a bit different. Losing billions as opposed to billions in profit. I disagree with your conclusion that it was the pilots asking for 50% that netted them "less".
Causation vs. correlation.
Causation vs. correlation.
I believe it was both causation as well as incredibly poor timing in 2008-9.
05-07-2015, 07:08 AM
#3954
Runs with scissors
Joined APC: Dec 2009
Position: Going to hell in a bucket, but enjoying the ride .
Posts: 7,728
Have you guys seen today's rumor on the ChitChat board?
9,6,4,4, with reductions in profit sharing to help pay for it, oh, and other manning concessions too.
Supposedly leaked by an insider to get a reaction.
Kind of like CDO's I guess.
9,6,4,4, with reductions in profit sharing to help pay for it, oh, and other manning concessions too.
Supposedly leaked by an insider to get a reaction.
Kind of like CDO's I guess.
05-07-2015, 07:28 AM
#3955
Gets Weekends Off
Joined APC: May 2012
Posts: 1,418
Originally Posted by Timbo
Have you guys seen today's rumor on the ChitChat board?
9,6,4,4, with reductions in profit sharing to help pay for it, oh, and other manning concessions too.
Supposedly leaked by an insider to get a reaction.
Kind of like CDO's I guess.
9,6,4,4, with reductions in profit sharing to help pay for it, oh, and other manning concessions too.
Supposedly leaked by an insider to get a reaction.
Kind of like CDO's I guess.
"-- Pay on a three year deal would look like ... 9%DOS, 6% on 1/1/16, 4%, 4% ...
-- Profit sharing concession would look like this ... will go from (10% below 2.5B and 20% above 2.5B) to (10% below 4.5B and 20% above 4.5B).
-- Credit on vacation and training would stay same but "pay hours" would go up ... (possibly keep vacation credit/week at 22:45 but pay as high as 35 hrs/week) ... expect the same type of deal for CQ.
-- retirement would get 1%-2% bump to stay in line with UAL and AA
-- Also considering a base stipend between $1000 and $500/month depending on where you live ... to cover parking and cost of living expenses. (example .. $1000 for NYC and $500 for ATL)
-- We did not have time to discuss sick time or pay banding or training freezes ... (not sure my buddy asked for that info)
-- My buddy got the impression that DALPA is/was "onboard" with these numbers ... So if you disagree, you better bend some reps ears!"
I'd vote No on that. We'd be paying for most of our own "raise".
05-07-2015, 07:49 AM
#3956
The Brown Dot +1
Joined APC: Jun 2009
Position: 777B
Posts: 7,775
Originally Posted by ERflyer
Not my post but this is what's on chitchat: The rumor du jour:
"-- Pay on a three year deal would look like ... 9%DOS, 6% on 1/1/16, 4%, 4% ...
-- Profit sharing concession would look like this ... will go from (10% below 2.5B and 20% above 2.5B) to (10% below 4.5B and 20% above 4.5B).
-- Credit on vacation and training would stay same but "pay hours" would go up ... (possibly keep vacation credit/week at 22:45 but pay as high as 35 hrs/week) ... expect the same type of deal for CQ.
-- retirement would get 1%-2% bump to stay in line with UAL and AA
-- Also considering a base stipend between $1000 and $500/month depending on where you live ... to cover parking and cost of living expenses. (example .. $1000 for NYC and $500 for ATL)
-- We did not have time to discuss sick time or pay banding or training freezes ... (not sure my buddy asked for that info)
-- My buddy got the impression that DALPA is/was "onboard" with these numbers ... So if you disagree, you better bend some reps ears!"
I'd vote No on that. We'd be paying for most of our own "raise".
"-- Pay on a three year deal would look like ... 9%DOS, 6% on 1/1/16, 4%, 4% ...
-- Profit sharing concession would look like this ... will go from (10% below 2.5B and 20% above 2.5B) to (10% below 4.5B and 20% above 4.5B).
-- Credit on vacation and training would stay same but "pay hours" would go up ... (possibly keep vacation credit/week at 22:45 but pay as high as 35 hrs/week) ... expect the same type of deal for CQ.
-- retirement would get 1%-2% bump to stay in line with UAL and AA
-- Also considering a base stipend between $1000 and $500/month depending on where you live ... to cover parking and cost of living expenses. (example .. $1000 for NYC and $500 for ATL)
-- We did not have time to discuss sick time or pay banding or training freezes ... (not sure my buddy asked for that info)
-- My buddy got the impression that DALPA is/was "onboard" with these numbers ... So if you disagree, you better bend some reps ears!"
I'd vote No on that. We'd be paying for most of our own "raise".
Historic in DALPA speak only means something happened at a point in time.
05-07-2015, 07:50 AM
#3957
Gets Weekends Off
Joined APC: Mar 2013
Position: Utah Chapter
Posts: 391
Originally Posted by ERflyer
Not my post but this is what's on chitchat: The rumor du jour:
"-- Pay on a three year deal would look like ... 9%DOS, 6% on 1/1/16, 4%, 4% ...
-- Profit sharing concession would look like this ... will go from (10% below 2.5B and 20% above 2.5B) to (10% below 4.5B and 20% above 4.5B).
-- Credit on vacation and training would stay same but "pay hours" would go up ... (possibly keep vacation credit/week at 22:45 but pay as high as 35 hrs/week) ... expect the same type of deal for CQ.
-- retirement would get 1%-2% bump to stay in line with UAL and AA
-- Also considering a base stipend between $1000 and $500/month depending on where you live ... to cover parking and cost of living expenses. (example .. $1000 for NYC and $500 for ATL)
-- We did not have time to discuss sick time or pay banding or training freezes ... (not sure my buddy asked for that info)
-- My buddy got the impression that DALPA is/was "onboard" with these numbers ... So if you disagree, you better bend some reps ears!"
I'd vote No on that. We'd be paying for most of our own "raise".
"-- Pay on a three year deal would look like ... 9%DOS, 6% on 1/1/16, 4%, 4% ...
-- Profit sharing concession would look like this ... will go from (10% below 2.5B and 20% above 2.5B) to (10% below 4.5B and 20% above 4.5B).
-- Credit on vacation and training would stay same but "pay hours" would go up ... (possibly keep vacation credit/week at 22:45 but pay as high as 35 hrs/week) ... expect the same type of deal for CQ.
-- retirement would get 1%-2% bump to stay in line with UAL and AA
-- Also considering a base stipend between $1000 and $500/month depending on where you live ... to cover parking and cost of living expenses. (example .. $1000 for NYC and $500 for ATL)
-- We did not have time to discuss sick time or pay banding or training freezes ... (not sure my buddy asked for that info)
-- My buddy got the impression that DALPA is/was "onboard" with these numbers ... So if you disagree, you better bend some reps ears!"
I'd vote No on that. We'd be paying for most of our own "raise".
05-07-2015, 09:00 AM
#3959
Gets Weekends Off
Joined APC: Mar 2008
Posts: 2,919
Originally Posted by ERflyer
Not my post but this is what's on chitchat: The rumor du jour:
"-- Pay on a three year deal would look like ... 9%DOS, 6% on 1/1/16, 4%, 4% ...
-- Profit sharing concession would look like this ... will go from (10% below 2.5B and 20% above 2.5B) to (10% below 4.5B and 20% above 4.5B).
-- Credit on vacation and training would stay same but "pay hours" would go up ... (possibly keep vacation credit/week at 22:45 but pay as high as 35 hrs/week) ... expect the same type of deal for CQ.
-- retirement would get 1%-2% bump to stay in line with UAL and AA
-- Also considering a base stipend between $1000 and $500/month depending on where you live ... to cover parking and cost of living expenses. (example .. $1000 for NYC and $500 for ATL)
-- We did not have time to discuss sick time or pay banding or training freezes ... (not sure my buddy asked for that info)
-- My buddy got the impression that DALPA is/was "onboard" with these numbers ... So if you disagree, you better bend some reps ears!"
I'd vote No on that. We'd be paying for most of our own "raise".
"-- Pay on a three year deal would look like ... 9%DOS, 6% on 1/1/16, 4%, 4% ...
-- Profit sharing concession would look like this ... will go from (10% below 2.5B and 20% above 2.5B) to (10% below 4.5B and 20% above 4.5B).
-- Credit on vacation and training would stay same but "pay hours" would go up ... (possibly keep vacation credit/week at 22:45 but pay as high as 35 hrs/week) ... expect the same type of deal for CQ.
-- retirement would get 1%-2% bump to stay in line with UAL and AA
-- Also considering a base stipend between $1000 and $500/month depending on where you live ... to cover parking and cost of living expenses. (example .. $1000 for NYC and $500 for ATL)
-- We did not have time to discuss sick time or pay banding or training freezes ... (not sure my buddy asked for that info)
-- My buddy got the impression that DALPA is/was "onboard" with these numbers ... So if you disagree, you better bend some reps ears!"
I'd vote No on that. We'd be paying for most of our own "raise".
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