Originally Posted by JungleBus

We'll presumably know the contents of the TA tomorrow, and assuming it passes MEC muster, each of it will have to try to objectively weigh it for ourselves. There's going to be a lot of noise from various parties with an interest in the outcome, and I think it's useful to write down the criteria by which you will judge the TA beforehand. Here's what I came up with:

Does it protect Delta pilot jobs?

The thousands furloughed after 9/11 can testify that the world's best pilot contract doesn't mean jack if your job can be outsourced to the lowest bidder. We have an unfortunate record of moving the line on scope with every single contract, allowing more and more of the largest, most capable, most mainline-like airplanes to be outsourced. This needs to stop and be reversed;
, while the pilot shortage is endangering the outsourcing model, is the time to do so. At the same time, we need much better JV and codeshare protections as well. Simply put, we need Delta pilots to fly Delta passengers.

Does it enhance flight safety?

We sometimes forget that this is the very foundation of our union. We make flight safety our number one priority on the line, and it needs to have equal billing in our contract. Anything that encourages a pilot to fly while sick or fatigued is detrimental to the safety of our passengers, crewmembers, aircraft, and ultimately the health of our airline. The regional airlines have been practicing crewmember harassment for years, and it has led to deadly accidents with reverberations throughout the industry. We cannot let our management go down the same path.

Does it improve quality of life?

Few of us work simply for work's sake; we work in order to enjoy the best things that life has to offer. Often these are experiences and memories of time spent with family and close friends. Time is the most valuable thing in the world, for we only have so much allotted to us, and once lost it can never be regained. Our chosen profession already results in too much lost time away from our families; our contract should minimize it, appropriately compensate us for it, and give us every opportunity to make up for it through maximum flexibility in controlling our schedule. Remember: work smarter, not harder.

Does it carry financial rewards that are congruous with Delta pilots' past sacrifices and the present health of the Company?

I wasn't here through the bankruptcies, but the majority of Delta pilots were, and I recognize that their sacrifices are why Delta is so successful today. Whether in payrates or profit sharing or work rule improvements, total pilot compensation needs to reflect this fact with a sharp increase now that the company can manifestly afford it.

Does it continue the stagnation of Delta's pilot costs?

This is somewhat related to the last point, but from a macro view. The last contract was largely self-funding in various ways, and this helped reinforce management's view that the bankruptcy cost reset was permanent and cannot be allowed to increase. In this view, the only way that pilot compensation can increase is if the new contact helps the company find offsetting cost reductions elsewhere. This mindset cannot be allowed to prevail any longer, because we are quickly running out of "opportunities" to save the company money. This contract needs to not only increase our compensation, but actually increase the company's costs in accordance with their increased profitability.

Will it set us up well for the next contract?

The predictable business cycle as well as the possibility of another "black swan" event means that the negotiating environment will probably not be as favorable as today three or four years down the road, and next time management will likely drag their feet in Section 6 (particularly if we don't have anything they need then!). The time to lock in big gains is now, even if it takes some extra time and effort to do so.

Does it benefit the profession?

We are negotiating for the pilots of Delta Air Lines, but the reality is that we are also negotiating for pilots throughout the industry. It's the way pattern bargaining works; we have to weigh the effect our contract will have on other pilots' negotiations. We also ought to consider this contract's effect on those pilots not yet on Delta property. We all benefited from actions taken by our predecessors long before we got here, and we should endeavor to turn the profession over to the next generation in better shape than we found it.

Does it hurt our fellow employees?

I'll be honest, this one is a bit down my list largely because every other employee group has considered and rejected union representation, and we shouldn't feel obligated to negotiate on their behalf when they don't pay dues. That said, it's worthwhile to remember that the success of our company and our own careers rests in the hands of many people other than ourselves, and our company will be much more successful if our fellow coworkers are happy and motivated. It also makes coming to work more pleasant.
That's all I have for now, I'm sure others can add to it.

Originally Posted by MD88Driver

VERY nicely said!

Originally Posted by Flying Elvis

On the road today. Appreciate anyone who can post bullet points, slides, or even the whole TA when it's released at the meeting. Very short time period to swamp the reps between this meeting and the vote.

Originally Posted by dvhighdrive88

Any idea when the details will be released?