They both voted No.

 

TB no and DM big yes.

 

They voted NO.

 

Thank you. At least they listened to what I've heard on the line last week.

 

Wait, what? How did CH vote?

 

Full contract memrat generally takes about 60 days. Might be 50. Might be 70.
They are meeting tomorrow to set the exact dates for voting.

 

Good quote; wrong image/movie.

 

Incase you didn't know that this was buried on thread #6396 on the obnoxiously long Delta TA thread, I thought I would post a separate thread for those looking for just the details on the Delta TA.

Industry leading hourly pay rates by the amendable date. Rate increases of:
o 8% on date of signing
o 6% on 1/1/16 (14.48% compounded on the amendable date)
o 3% on 1/1/17
o 3% on 1/1/18
• Hourly rates average 3.5% above American and 13.5% above United on 1/1/16 not including profit sharing
• Average $3,500 increase in monthly pay per pilot, $42,000 per year per pilot by 1/1/18
• DC increased from 15 to 16 percent on 1/1/2017
• Per diem increased $0.05 on date of signing, $0.05 on 1/1/2016 and 1/1/2017
• Per diem paid for deviation from deadhead with front or back end deviation
• Vacation pay increased from 3:15 to 3:30 per day (0:15 pay/no credit) on 4/1/16
• CQ training pay increased to 4:00 per day (from 3:45)
• A350 pay rate equal to B-777 rate
• A330-900 pay rate equal to A330-200/300
• A321 pay rate equal to B-737-900ER
• E190 pay rate equal to E195 rate
o Exceeds JetBlue E190 rate by:
 $6.39/hour (3.5%) in 2016
 $17.88/hour (9.8%) in 2018
• Company commits to adding a new small 100-seat narrow-body at Mainline by the second half of 2016
• Section 3 B. 4. “me-too” provision modified to include profit sharing at Delta, American, and United
• Entry-level pilot pay increases to mirror pay rate table increases
• Minimum pay increased to ALV for pilots in training
• Two hours of suit-up pay for pilots (off probation) meeting with Company representatives
Profit Sharing:
• 20% trigger modified from $2.5B to $6.0B for profit sharing distribution for year 2016 and onward (paid on 2/15/2017)
• 5.74% of variable compensation converted to fixed compensation in the form of hourly pay rates, assuming the Company achieves PTIX of $6.0+ billion every year
o This impact is reduced if PTIX is less than $6 billion
• No cap on profit sharing (no change)
• Change in PTIX definition:
o Treat management compensation same as other employees compensation
o Remove stock volatility from profit sharing calculation by removing gains/losses on equity securities
• Changes would not become effective until 2017 profit sharing payout
• Base pay rates increase 17.9% prior to first profit sharing payout under the new profit sharing formula
Scope
• Retains the limit of 76 seats at DCI
• DCI fleet shrinks to 425 from 450
• Total number of RJs is reduced by 5.6 percent, RJ seat count reduced by 2 percent
• With current limits of 223 76-seaters and 102 total 70-seaters, allows 25 additional 70 or 76-seat jets, but tied to deliveries of a 100-seat small narrow-body aircraft(1 70/76-seat RJ for every 2 100-seaters delivered to Delta)
• Enhances mainline to DCI block hour ratio from current 1.35 to 1.81 end-state
• Restrictions in Section 1 D. 4.–1 D. 6. eliminated due to the fact that DCI aircraft are held at a fixed amount of flying
• Trans-Atlantic Joint Venture scope modified to a 50 percent block hour capacity baseline.
o No longer using EASK metric, this includes a carve-out for flights between U.S. and U.K. due to the Virgin Atlantic Joint Venture.
o One-percent buffer, with a one-year measurement period and one year cure period
• Improves fragmentation language and improves control definition
Reroute:
• Pays premium pay if rerouted and not released within 4 hours of originally scheduled block-in (domestic) or 25 hours (international)
• Reroute limited to one calendar day (formerly limited to duty period)
• Removed “mechanical” from circumstances beyond Company control language related to reroute pay
o The only non-premium pay reroute is for WX on pilot’s routing and closure of origin/destination airport
Sick Leave, Disability and Retirement:
• No change to hourly benefit, still max of 270 hours based on longevity
• Voluntary verification and 100-hour verification replaced with a verification threshold trigger of 15 work days missed due to sickness per rolling 365-day period
o Equates to approximately 80 hours for most pilots
o 2/3’s of pilots will never need to verify
• Verified sick leave absence in excess of 20 consecutive calendar days does not count towards verification/medical release thresholds if:
o due to surgery, hospitalization, or fractured bone prohibiting the exercise of your first class medical
o Other serious medical condition at pilots option
• Rolling 365-day verification trigger is reset to zero for pilots who go on disability
• Company to pay for verification only if requested on “good faith basis”
• 50% of unused sick leave credit hours below 80 hours each year will be used to fund a disability account for top off if a pilot goes on disability
• Increase disability benefit:
o Eliminated earned income offset after 36 months
• Increased LTD benefit duration for pilots diagnosed with psychiatric conditions
• Establish FAA leave for a pilot awaiting approval of his FAA medical certificate.
Will not count towards verification trigger
• Provides that a vacation payout at retirement is contributed to DPSP to the maximum extent permissible
Scheduling, Work Rules, and Quality Of Life:
• Section 23 G. 5. (trip drops for OE) modified
o 25% of block time awarded and 75% of projected OE block time held from line award
o Does not affect staffing requirements
• As part of a one-year test basis Letter of Agreement, the Targeted Line Value (TLV) will increase by 1 hour to 75-81
o Rotation Construction Committee rotation improvements tied to TLV as part of the test period
• “Reserves required” formula improved
o Enhances pilot ability to modify schedule
• Improved leveling for involuntary short call assignments
• Night period duty rig increased from 1 for 1.75 to 1 for 1.5
• Seniority List Instructor line guarantee of up to 22 hours including current recovery rules for duty periods removed by Company (except for sickness)
• Modifications for Seniority List Instructors to ensure pay for SLI duty periods missed due to sickness
• Surface deadhead pay doubled
• Provide New York-based pilots with up to 50% travel reimbursement ($50 max) when assigned a rotation from short call
• Includes language providing for consultation with ALPA related to ab initio training
• Increased LCA/AQFO pay to receive 15% override for entire duty period in which they perform any duties, rather than the individual legs
• Provides for a pilot to “Forget CQ Golden Days” in PBS
• Increases ALPA involvement in training-related matters
• Provides for Company option to implement virtual bases (likely) in MCO (run as a test via LOA) with restrictions and ALPA approval
• Option to be unavailable for first two hours of short call for all pilots
• Provided for premium pay on end of month asterisk trips, when the trip is extended:
o Regular pilots – paid single pay and credit for rotation and single pay, no credit for any duty day extension past the original rotation
o Reserve pilots – if flown into regular line by more than 1-day domestic or 3-day international, paid single pay and credit plus single pay, no credit for any duty periods past the threshold above
• Adds reserve short call pay: 1 hour pay and credit towards guarantee for each short call where the pilot was not used
• Utilize “crawler” to determine run-times for distance learning pay
• Vacation improvements (in addition to pay increase per day):
o Improve transparency in vacation move-up process
o Company will post estimated move-up weeks available by 25th of month, two months prior
o Establishes up to four Individual Vacation Days (IVDs) so pilots can get paid time off
 May be used on two separate occasions
 Taken from an existing vacation week selected by pilot
 Same reserve requirements as APD for trip drop under IVD
• Improves crew meal language:
o Block hour trigger reduced to 5 hours (from 5+30)
o Caribbean turns – codifies current practice
o Early morning departure considerations
• FRMS (per Company) to address short call
• FRMS (per Company) to address 10-hour break after cancellation
• New hire training freeze increased to 24 months
o May be awarded an AE/VD after 12 months if initial qualification training required to change bases
o Remaining freeze added to new freeze from AE/VD award
• Training freeze for “short” courses reduced
o 12 month freeze for training courses with fewer than 12 curriculum days
• Furlough protection for all pilots on the seniority list as of date of signing
• Improves hotel language:
o Hotel for recency training in base for pilots living outside 50 miles
o Hotel Committee coordination to adjust pick up times based on time of day and/or day of week
• Establish “warm up” module if break in training is greater than 6 days
• MV/LOE re-check days no longer count as extra curriculum days
• Automates deadhead block times on non-Delta aircraft
• Scheduling to cover trips with report times between 0000-0400 two days prior

 

Sharp eye! You get the point.

 

Was gonna say, that's a still from "Taking Chance." Which itself was an outstanding movie!