If this thing passes, no union will matter. Management will have all the leverage they'll ever need. They can simply scope our jobs away in full compliance with the contract...then wait for us to cry uncle.

Carl

 

I've got less than 2 years to go and voting NO.

I'm not about to stab my brothers and sisters in the back and help DALPA destroy the profession.

A few more TA's like this one and you'll all be better off working at Starbucks.

 

Duh!?

And I mean that in a non-condescending way. I TOTALLY agree.

ALPA has a reputation in some circles that is well earned, in the PAST.

It is everyone's right to disagree, but I really think that the people working in the Union today are doing the best they can and have the best interests of the membership in mind.

Don't flame away on that, its just an opinion. I think historically shenanigans have happened.

I'm here to communicate as much data as possible. If asked for my take i will give it, but it may not necessarily be the opinion of the Union.

Now that being said, the policy manual sets a 60 day memrat window which can be waived to 30 days.

The rationale is, plain and simple, money.

For the group having an extra month at 8% pay raises will also help with profit sharing pay outs for FY2015 next FEB.

 

If I'm reading this right you are being disingenuous with your numbers. Based on Deltas own projected profits, subtract out 5.75% which we would get for profit sharing. We also have a "me too" clause (which will also get gutted) that, IMO, will be triggered again prior to 1/1/17 which I'm guessing will lead to 3%. Somebody good with numbers (not me) could figure it out.

Ok, we have 8,6,3,3 with 1 percent on1/1/17 for DC. Again, based on the company's own predictions for the length of the contract, we need to subtract the 6% (rounded for simplicity). So 8,0,4,3. So based on an average income of $200,000 for year one that's $16,000 more and in year three it's $30,000. No where near your $50,000 even in the last year.

This plus all the other stuff, I don't think so. How can we not even match the yearly value of C2012? In this negotiating environment, I find that absolutely mind boggling!

Denny

 

Thanks for the answer. So now they are concerned about helping the profit sharing after negotiating it away. Has nothing to do with how much worse this thing will look after 2nd Q earning report?

 

Don't worry about voting no. If it goes down there will be another TA within a month or two. If not I'm happier with c2012 than I would be with this TA (and I am not exaggerating)

 

Two things

1) What is your personal take?
2) Why the rush to get the vote before Q2 (reportedly "historic") financial report?

 

Again, this is where I think the group's distrust may be effecting the reality of the situation.

PAY
So the worst case scenario for us in C2015 pay-wise is that the company makes 6.00000Billion in PTIX. Once we hit $6.01Bn and on we are at a 20% and make more than we would on this contract regardless.

So here is a bar graph of the worst case scenario of 6 billion.
We are ahead throughout.

 

When you run the same play over and over and over and over again, the other team knows what you are going to do. Ya need to change your play every now and then to keep them guessing. Cripes! It's not like the company doesn't already know what's in the survey. It doesn't take a rocket scientist to figure out we want more money and more time off.....

Denny

 

The worst case scenario is I give up a day off to go to ATL to explain how I got sick in January when I did alternating preflights in -20 degree wind chill and 105 degree heat index for 4 days. Oops, I can't hold 4 days anymore, for me its 5.

But do you have to actually wear the uniform to get suit up pay? I think Kaki pants and a collared shirt would suffice. Unless I get Positive Space, then sandals and cut offs all the way to the VP's office!