Details on Delta TA
05-07-2015 | 09:29 AM
#3962
Gets Weekends Off
Joined: Sep 2014
Posts: 5,146
Likes: 112
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 | 09:55 AM
#3963
Gets Weekends Off
Joined: Jan 2007
Posts: 385
Likes: 0
From: 5-9 block, kill removing
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".
Add 3 to each of those annual numbers, delete the profit sharing paragraph, make vacation and training 5:15/day and I'm in.
05-07-2015 | 10:08 AM
#3964
Gets Weekends Off
Joined: Jul 2011
Posts: 165
Likes: 0
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".
For the "you won't see the C2012 3/3 that would make this year around 15% I think...? I got no beef with the pay/credit compromise as long as we can make it work in PBS.
I've flown with plenty of guys that said 25% alone over three years would be okay. Especially the older ones.
05-07-2015 | 10:29 AM
#3965
The Brown Dot +1
Joined: Jun 2009
Posts: 7,775
Likes: 0
From: 777B
That's about 25% over 3 years. We needed 18% to match American and they are two years behind us for the next contract. PS would still be 2-3 months each based on estimates using Jerry's numbers. That puts ER FO up to almost $200 an hour or so with override which was C2K Tristar pay. $230K-$260K a year with an 87 average and PS. Easy $300K plus with only a few Greenies and no busting my knots.
For the "you won't see the C2012 3/3 that would make this year around 15% I think...? I got no beef with the pay/credit compromise as long as we can make it work in PBS.
I've flown with plenty of guys that said 25% alone over three years would be okay. Especially the older ones.
For the "you won't see the C2012 3/3 that would make this year around 15% I think...? I got no beef with the pay/credit compromise as long as we can make it work in PBS.
I've flown with plenty of guys that said 25% alone over three years would be okay. Especially the older ones.
05-07-2015 | 10:30 AM
#3966
Straight QOL, homie
Joined: Feb 2012
Posts: 4,202
Likes: 1
From: Record-Shattering Profit Facilitator
and keep in mind, that "rumor" didn't even address the pending sick leave, OE, JV, and other givebacks...the other shoe has yet to drop.
05-07-2015 | 10:32 AM
#3967
Thread Starter
Gets Weekends Off
Joined: Oct 2009
Posts: 3,108
Likes: 0
Insulting, self funding POS..
Rumor grade?? 99% true. Look no further than the pay no credit for vacation and training. To accurate to be false.
If the NYC stipend is $1000, do us DTW pilots have to pay??
Rumor grade?? 99% true. Look no further than the pay no credit for vacation and training. To accurate to be false.
If the NYC stipend is $1000, do us DTW pilots have to pay??
05-07-2015 | 10:38 AM
#3968
Gets Weekends Off
Joined: Aug 2006
Posts: 1,465
Likes: 0
From: A330 First Officer
[QUOTE=gzsg;1875602]Insulting, self funding POS..
Rumor grade?? 99% true. Look no further than the pay no credit for vacation and training. To accurate to be false.
If the NYC stipend is $1000, do us DTW pilots have to pay??[/QUOTE]
Now that's pretty funny!
Rumor grade?? 99% true. Look no further than the pay no credit for vacation and training. To accurate to be false.
If the NYC stipend is $1000, do us DTW pilots have to pay??[/QUOTE]
Now that's pretty funny!
05-07-2015 | 10:42 AM
#3969
ready for mo money
Joined: May 2013
Posts: 84
Likes: 0
From: Left Behind
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 | 10:49 AM
#3970
Straight QOL, homie
Joined: Feb 2012
Posts: 4,202
Likes: 1
From: Record-Shattering Profit Facilitator
taking a piece of our money "pie" to solve the company's problem is unacceptable.
This contract is about solving our problems. Or waiting it out while collecting our PS checks.
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