Originally Posted by Professor (Post 1888769)

You are so barking up the wrong tree.

Until the last few pages this has only been a Chicken Little Festival.

Let us debate. But without real, and I mean real TA stuff...there isn't anything to debate.

Call your lec reps. Talk to them. Adjust the course and ask questions. It's so simple I could do it.

Originally Posted by forgot to bid (Post 1888806)

I think rumors are inevitable because there are a lot of people in the know or are being asked to work on something by the people in the know...

Originally Posted by Scoop (Post 1888592)

Guys,

This is a cut and paste from the other DAL thread:




Gentleman,

You all seem to be forgetting something very, very important. If we drag out this negotiation we can not only expect very nice profit sharing increases, but we will also receive annual pay raises.

We just received a .55 per cent raise - not much but remember UAL and AMR have contracts with raises coming for the next few years. Don't forget the little known codicil (thanks Dean Wormer :D) in the DAL Pilots contract that matches the average pay of AMR and UAL.

Now that average just passed barely us, but each year they get raises so it wouldn't surprise me if we get a 2-3% raise every year even if we are parked.

No need to rush anything boys. Either we hit a grand-slam or we wait it out enjoying pay raises and increased profit sharing.

Happy Memorial Day!

Scoop :)

Originally Posted by LOBO (Post 1888829)

Scoop,
I think we only get the AA & UAL trigger, if they give US employees a raise and that is only good till the end of this year.

Lobo

Originally Posted by sailingfun (Post 1888838)

The wage reset is only every 18 months also. The company can give out the normal APR raise next year and add in another one in Sep of 16 to all non Union employees and it would not trigger a parity review.

Originally Posted by Xray678 (Post 1887660)

Normally, I would be against any scope concession. Right now though I don't think it's as big a deal. The regionals are short pilots. Instead of three 50 seaters, it takes fewer pilots to fly two 76 seaters. Even with a change like this I don't see us losing flying at the mainline.

I am more concerned with scope on the top end.

I will add if we don't do something to help the regionals cover their flying, there will be pressure on the FAA to raise the retirement age again. I sure as hell don't want that.

Originally Posted by Purple Drank (Post 1887719)

I thought the same thing about that line.

They aren't "on track" or "progressing well." They "remain hopeful."

If Hope is all they have, it might be time to step away, wind the clock, and let the dust settle. Why does RA get to set the timeline?

Originally Posted by Alan Shore (Post 1888890)

I believe that you are misreading the intent of the 18-month piece. The point of that is to prevent Delta from getting around the 30% trigger by only giving 10% of the employee groups raises in any given month. Any time that they give at least 30% of the employee group raises in any given 18-month period, our pay rate review is triggered. That happened on April 1.

If our fellow employees all get another raise nest April, a new review will be triggered. At least that's how I read it.

Originally Posted by Purple Drank (Post 1888468)

"Oh, and we'd like to use a third party vendor to validate sick leave. To be chosen and paid for by us. Their expertise is harassing you, bogging your down in paperwork, and making it generally impossible for you to verify your sick leave without jeopardizing your FAA Medical. We'll need your medical records to verify anything, and once we have them--since you waived your HIPPA protections when you agreed to the contract--we can forward them to the FAA if necessary. But don't fly sick.

Now, about that profit sharing...."