Details on Delta TA
06-12-2015 | 01:40 PM
#8131
Gets Weekends Off
Joined: Jun 2015
Posts: 357
Likes: 0
From: CA
It's this kind of shiat why alpa needs to go. I never thought I would say this, ever, but it's time. Tomorrow morning I will send in a card to ask for a vote for different representation. There comes a point in time where you current provider has just screwed the pooch too many times.
06-12-2015 | 01:40 PM
#8132
veut gagner à la loterie
Joined: Apr 2008
Posts: 23,286
Likes: 0
From: Light Chop
I haven't been posting here much. I've been playing over in ChitChat Land.
The SL 3 year retroactive look back is disturbing to me on many levels. I just don't get why you (DALPA) would permit punishment for behavior that is contractually legal in the previous contract.
I didn't pay attention to the number of sick days that I took in the last three years. I can't tell you how many days I took. What I do know is I never exceeded the 100 verification hours, ever.
Under the proposed TA, if I have 14 days, this activity will result in my having to verify my next sick call immediately. I don't have any records. I wasn't required to keep any. Potentially, I will be in this purgatory for three years before my record would be cleared. I can't get a cold, the flu or food poisoning.
All this to punish less than one percent of the group. What about the 99% that played by the rules? Retroactivity usually results in a check, not a punch.
The SL 3 year retroactive look back is disturbing to me on many levels. I just don't get why you (DALPA) would permit punishment for behavior that is contractually legal in the previous contract.
I didn't pay attention to the number of sick days that I took in the last three years. I can't tell you how many days I took. What I do know is I never exceeded the 100 verification hours, ever.
Under the proposed TA, if I have 14 days, this activity will result in my having to verify my next sick call immediately. I don't have any records. I wasn't required to keep any. Potentially, I will be in this purgatory for three years before my record would be cleared. I can't get a cold, the flu or food poisoning.
All this to punish less than one percent of the group. What about the 99% that played by the rules? Retroactivity usually results in a check, not a punch.
06-12-2015 | 01:48 PM
#8133
Gets Weekends Off
Joined: Apr 2007
Posts: 5,613
Likes: 627
Under the Railway Labor Act, our contracts do not 'expire', they become 'amendable'.
So once we pass by the Amendable Date (Jan. 1, 2016) we continue to operate under today's contract, WITH PROFIT SHARING UNTOUCHED, with 100% of trips dropped for IOE for F/O's, with no BS third party Sick Leave Verification, or any of the many other concessions in this T/A.
So once we pass by the Amendable Date (Jan. 1, 2016) we continue to operate under today's contract, WITH PROFIT SHARING UNTOUCHED, with 100% of trips dropped for IOE for F/O's, with no BS third party Sick Leave Verification, or any of the many other concessions in this T/A.
06-12-2015 | 01:52 PM
#8134
Back on TDY
Joined: Apr 2008
Posts: 12,487
Likes: 0
From: 747-400 Captain
06-12-2015 | 01:52 PM
#8135
Gets Weekends Off
Joined: Dec 2009
Posts: 2,058
Likes: 2
From: Capt
Are you saying we can keep the C2012 work rules, JV language, sick leave, LOE drops AND get Profit Sharing plus hourly rate increases tied to American and United indefinitely? Why on earth would I vote for a concession in ANY area of the contract if I can just keep what I have. Wouldn't I be better off keeping C2012 + Profit Sharing indefinitely with hourly rates tied to American and United forever? I can't come up with ANY reason to vote for this.
06-12-2015 | 01:56 PM
#8136
Back on TDY
Joined: Apr 2008
Posts: 12,487
Likes: 0
From: 747-400 Captain
06-12-2015 | 01:57 PM
#8137
Racketeer
Joined: Mar 2015
Posts: 13,327
Likes: 818
From: N60.4858 W149.9327
Public service announcement.
Section 6 refers to the Railway Labor law that requires current contracts are maintained until a new agreement is reached. There is no requirement to have a new contract. The agreement becomes amendable by mutual consent. There is no expiration. This has been used in the past by managements to slow negotiations when it is in their favor to do so. Now the reverse is true, hence their rush.
Section 6 refers to the Railway Labor law that requires current contracts are maintained until a new agreement is reached. There is no requirement to have a new contract. The agreement becomes amendable by mutual consent. There is no expiration. This has been used in the past by managements to slow negotiations when it is in their favor to do so. Now the reverse is true, hence their rush.
06-12-2015 | 01:59 PM
#8138
Line Holder
Joined: Feb 2011
Posts: 806
Likes: 6
Are you saying we can keep the C2012 work rules, JV language, sick leave, LOE drops AND get Profit Sharing plus hourly rate increases tied to American and United indefinitely? Why on earth would I vote for a concession in ANY area of the contract if I can just keep what I have. Wouldn't I be better off keeping C2012 + Profit Sharing indefinitely with hourly rates tied to American and United forever? I can't come up with ANY reason to vote for this.
06-12-2015 | 02:08 PM
#8139
Gets Weekends Off
Joined: Sep 2008
Posts: 6,971
Likes: 0
From: Kickin’ Back
This is from UBS:
During C2012 many on this board were advocating waiting for SeWAPA. They've waited 3 years and are already 12% behind us in total comp. FedEx and UPS, the other two carriers that have been consistently profitable and in negotiations haven't raised the bar either.
Why are they so delayed?
The ugly: big labor ask coming
SWAPA (pilots union) leadership sees its members as ~12% underpaid relative to current DAL/AAL contracts, and ~20% underpaid relative to tentative agreement (TA) with DAL pilots that (if ratified) would raise base wage rates but scale back profit sharing. SWAPA leadership sees a 15% base wage increase with modestly higher profit-sharing as minimum to get a deal done, and believes management's expectation for an overall cost-neutral labor deal is unrealistic. Remuneration appears to be only
major sticking point with work-rules and growth appearing to be of secondary concern.During C2012 many on this board were advocating waiting for SeWAPA. They've waited 3 years and are already 12% behind us in total comp. FedEx and UPS, the other two carriers that have been consistently profitable and in negotiations haven't raised the bar either.
Why are they so delayed?
Well I wasn't one of them and I voted for C2012. This current TA is not even close to what we should be getting.
You probably have the figures for a couple of questions: What percentage raise did we get from C1996 to C2001? What was the percentage difference between C2001 and our closest competitor? I don't know the answers and would like to....
Denny
06-12-2015 | 02:08 PM
#8140
veut gagner à la loterie
Joined: Apr 2008
Posts: 23,286
Likes: 0
From: Light Chop
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