You used the wrong photo. Other than that...it was very flowery. :D

Ha ha!:)

That is bootiful!

Denny

Denny,

I think you've allowed some incomplete or bad analysis of the items in your list. I'm a little pressed for time, but here's a quick response.

In my view, you can't use the CS or Barrons (which used incorrect numbers) reports without taking into account or discounting your item #3. The non-contracts will get a pay raise, in my view. Their pay raise will be like C2012, completely eating up the profit sharing "savings" but minimizing the additional cost growth. Neither article takes that into account. If you believe that 3B4 will protect us, then this piece doesn't work.



I'm still trying to find out what the why and the cost of the profit sharing change regarding management comp, and I haven't seen an authoritative answer. As far as buying our raise, I disagree. This is a 8/3/3 contract, with $120 million paid early and 6% of profit sharing converted to pay. I view that conversion as a smart thing to do. The 2012 profit sharing that used to be worth 2.1% of pay is now worth about 1.6% due to compounding a fixed number. That same thing will play out over time on a larger scale with this conversion. Also, even though 8/3/3 is lower than 4/6.5/3/3 from 2012, it's worth the same dollar amount due to compounding.

See item 1 above. I don't think the change makes 3.b.4 worthless, as UAL has profit sharing, but it does diminish its value.

Absolutely a concession. Also moves toward industry standard (which sucks).

To get those 25 large RJ's we get 50 new narrowbodies AND a block hour ratio that protects against shrinkage. This continues transference of flying back to mainline 3 years ahead of our competitors and will open up a bunch of new west coast captain seats.

I'm going to have to wait on the experts (I've sent questions to the code share committee), but I believe that GeorgeTg has a bunch wrong in his analysis. There are parts that are clearly concessionary (management immediately being back in compliance) but there are parts that provide us significant protections from AZ pulling out of the alliance, AF/KLM actions and our own upgauging.

Sick leave is clearly concessionary. It leaves us with a better program than AMR and UAL, but in my view worse than SWA (even though they don't have as many hours).

I don't see it as quite the bus throwing you do. They can move bases and move equipment (so not really frozen), they just have the new hire freeze added on to what their new equipment freeze is.

This isn't true. On a year to year basis TA2015 delivers more money sooner than C2012 did, and it has about $200+ million more in total value. TVM actually worked, and it's compounded.

Concession. But it's not really sick leave time, it's FAR time had you flown the trip. If you'd have been legal to pick it up had you flown the sick trip, you'll still get the greenslip with your seniority.

Another one I'm asking questions about intent and why it's there.

The per diem is matched with AMR and UAL. The vacation and training are less than I'd like, but add another 1% to pay.


Your vote is yours to cast, and thanks for considering the aggregate. Good luck to us all!

Not a big deal if you aren't a pilot. Using hyperbole in an attempt to label every pilot who cares about their private medical records and how they get used isn't helping you.

I get it, part of your strategy is to throw out so many inaccurate statements and cause so much confusion, downplaying all the negative, something's gotta stick eventually?

For the record, your position on the medical records is in the severe minority. You sure are cocky in your attempt to beat down expectations. I take back what I said earlier. You are a pilot. You work for the arrogant MEC. Hell, you might be freaking Donetelli himself by the looks of your comments here.

Another indicator the NC got rolled on this TA: $0.05 per diem increase. Seriously, if that isn't a slap in the face, what is? Granted, it's not enough to vote it down, but it does indicate how poorly s job the NC did and what their effectiveness was. The inability to do better in per diem is but one of the indicators of how this NC FAILED on so many levels.

I'll quote you guys since you're actually pilots at Delta.

Negotiators are paid to negotiate. They can come up with a plan B.

BTW, the MEC reps do indeed have a plan B.

This is an indicator that you actually need to read the agreement rather than trust internet talking points.

Take a look at Section 5.B. Per Diem goes up every year, and matches UAL and AMR.

Hope you're not missing the slap.:D

They talk about getting parked by the NMB like the SWA pilots. Gues who the VP of Labor Relations is over there? One Randolph Babbitt. You just can't make this stuff up.

Slow,

What's your take on the medical stuff? I seems very "mean spirited" to say the least. RA and senior management talks highly of us in the press, and then they present us with something like this.

Where did it come from?

Ferd