I hear a lot of guys saying I wish it had this or didn't have that... It doesn't matter. It doesn't work that way. This is all or nothing. It may seem counterintuitive, and that's what the MEC wants you to think, but the path forward starts with NO.

Fortunately we have a decent contract with provisions to make more money as profits increase and other airlines ink new agreements. There is a way forward, we will find it and it will happen. But you have to vote NO for that to happen... It starts right there. The VERY NEXT thing that needs to happen is to throw out anyone who has the gall to ask how or what are you willing to give up. We've been doing it for 80 years. It's not easy, and it requires faith and preparation. Can't be done with the current group, they only want the dues and are going to sell us out to get them.

Much Ado about nothing. They are replacement jets.

Denny

SWAPA has 100% scope. Nuff said.

Carl

Thanks for the reply Slow. As a guy who has never voted no on a contract, I'm prepared to wait this one out. For me, the gains don't come anywhere near overcoming the losses...

I'm certainly disappointed with the money (I was for C2012 but I got over it and probably could for this one too) but for me, it's all the other givebacks in this TA.

Denny

Understanding the steps to self-help in the RLA is imperative for any unionized worker in the transportation industry. They can be pretty intricate for the first time user. DAL has never gotten to the final steps of this process. I don't think they have ever made it to mediation. NWA is all too familiar with it. Once you learn the process, the steps fall into place.

The first step doesn't take place until the end of the year. We are well ahead of that with the voluntary negotiations that have just concluded.

If this TA is rejected, there is nothing to stop either the Company or DALPA from reengaging in negotiations prior to the amendable date at the end of the year. In fairness, I have to point out that both sides would have to agree to it. There is nothing to compel them other than mutual self-interest.

Sec. 14 is really frightening considering we don't even know yet what the new FAA regs regarding mental health will look like. Giving your employer full access and authority to look at and make determinations about your mental health is just plain stupid. They are going to be 3rd party because they need a firewall from corporate. There will be a lot of lawsuits when guys have their careers cut short by a vindictive ex or a bad day at work.

SWAPA leads the industry in many sections of their contract. We lead in none. None.

As an aside, slow play here was part of the MEC administration under O'Malley and got booted for his actions during the C2012 sales job. His partner Harwood has gotten back to a full time DALPA position, but slowplay has not. Thus his constant auditioning to get back.

Carl

New to this forum. Junior FO with just over a year and off probation so I think I get to vote on this thing. I'll keep it short and straight to the point. When I saw the details of this TA and the sales pitch that has begun only one thing came to mind - To quote from my favorite western "Don't p!$$ down my back and tell me it's raining".

To the ALPA guys on the net:

To deliver this POS in a negotiating environment where profits are through the roof and management (not us) is under the gun to get a quick agreement, is unfathomable. ALPA needs a massive change in leadership or shown the door.

My DPA card is already in the mail and I'm talking to my fellow new hires. Hold on that arrogant assumption that you can never be displaced.

Fights On

Because their unions haven't thrown in the towel after 8 weeks.

Why are you pushing this crap TA? Are you going to be flying under it? Or will you be busy collecting FPL?

No way this thing passes.

There's no question Delta's management team likes that model:

Market Capitalizations:

Delta $33 billion
The Priceline Group $61 billion

Carl