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Originally Posted by Timbo
(Post 1711477)
I wonder what our MEC discussed with the other ALPA groups, AA and the SWAPA in Chicago? I hope it was finding some mutual ground for support to get the RLA changed.
Carl |
Why does management want to reduce our profit sharing so badly??
Clearly Delta is on track to make a $4 billion dollar profit this year and $5 billion or more in 2015. IMO much more because we are getting close to an oil melt down similar to 1986. Russia and others depend on oil money and no one is going to reduce output. Just like 1986. The price will continue to fall. Each .01 cent reduction in the price of fuel saves Delta $40 million per year. We get 20% on profit above $2.5 billion. And 2016?? Does anyone think Delta will not hit the $5 billion dollar debt total early? Is the lackluster economy picking up steam? The Fed believes so. Will Delta profits keep increasing? Pretty safe bet. As the Fed increases interest rates in 2015 our pension obligation will begin to slowly decrease coupled with higher market returns. Reducing profit sharing one more penny ensures cost neutral and destroys any hope of a "historic" C2015. |
Originally Posted by gzsg
(Post 1711991)
Why does management want to reduce our profit sharing so badly??
Clearly Delta is on track to make a $4 billion dollar profit this year and $5 billion or more in 2015. IMO much more because we are getting close to an oil melt down similar to 1986. Russia and others depend on oil money and no one is going to reduce output. Just like 1986. The price will continue to fall. Each .01 cent reduction in the price of fuel saves Delta $40 million per year. We get 20% on profit above $2.5 billion. And 2016?? Does anyone think Delta will not hit the $5 billion dollar debt total early? Is the lackluster economy picking up steam? The Fed believes so. Will Delta profits keep increasing? Pretty safe bet. As the Fed increases interest rates in 2015 our pension obligation will begin to slowly decrease coupled with higher market returns. Reducing profit sharing one more penny ensures cost neutral and destroys any hope of a "historic" C2015. |
Originally Posted by RonRicco
(Post 1711483)
FWIW, SWA trip pay converts to an hourly rate of $216. I am not looking right now, but I think that is well below our 777/744 rates.
Couple that with every SWA passenger being flown by a SWA pilot, and you've got one hell of a contract there. Carl |
Originally Posted by Purple Drank
(Post 1711962)
Whoopty-dingdong.
You're comparing our current contract (when the company is wildly profitable) to our contract "a few years ago" (when the company was bankrupt). Now there's something we can hang our hats on. The company is more profitable than ever before. Why are you unable to commit to demanding that we make more money and have more time off than ever before? If we can't do it now...when can we? Now is the time to be sure. Why do you think that I--or anyone else outside of "be humble" SD for that matter--am not in favor of more money and more time off? |
Originally Posted by tsquare
(Post 1711851)
So that monitization of the PS should be over and above the pay increases we should get in this contract...
Originally Posted by tsquare
(Post 1711861)
Monitize it, that's fine, but it MUST be over and above any pay increases.
Originally Posted by tsquare
(Post 1711877)
You're not alone in this monitization desire...
...It was premature to sell half of our last PS for "monitization". Well here's something I never thought I'd say: Tsquare, please refer to sailingfun on how to spell...
Originally Posted by sailingfun
(Post 1711706)
Personally I would rather monetize the profit sharing and have it built into the rates.
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Originally Posted by 76drvr
(Post 1711762)
Carl, no moving of goal posts, you are confusing two separate discussions. One was a discussion of the use of Section 3.B.6 to establish 777 pay rates pre C2K, otherwise known as the "Delta Dot", the other conversation you refer to is pattern bargaining off of the United rates during a cooling off period at the end of C2K. Two completely different negotiations, using completely different forms of leverage.
Carl |
What do we need to work on?
1. Scope Definitions Scope Permitted Arrangement with Category A and C Operations Permitted Arrangement with Foreign Air Carriers Company Affiliates General Furlough Protection Fragmentation Alaskan Airlines Delta/KLM/AF/Alitalia Hawaiian 2. Definitions 3. Compensation Pay Tables 2016, 2017, 2018, 2019, 2020 International Pay Entry Level Pay Profit Sharing 4. Minimum Pay and Credit Regular Line Guarantee Reserve Line Guarantee Company Removal Guarantee Rotation Guarantee Suit-Up Pay and Credit Miscellaneous Guarantee 5. Lodging and Expenses Per Diem Crew Meals Lodging Laundry 6. Relocation Relocation Benefits Forfeiture Travel Time 7. Vacations Earned Vacation and Vacation Bank Hours Vacation Period Selection Vacation Move-Up Adjustments and Postponements Cancellation of Vacation Vacation Pay Vacation Swap 8. Deadheading Pay and Credit Effect on Duty Rigs Modes of Transportation Off Rotation Deadheads 9. Miscellaneous Flying Pay and Credit 10. Administrative Pilots 11. Training Pay and Credit SLI and LCA Non SLI Instructors Scheduling Rules Training Opportunities 12. Hours of Service Block Hour Limit Time Card Maximum Scheduled Duty Time Flight Time Limitations Maximum Scheduled Landings Break-In Duty Duty Period Average Duty Period Minimum Average Daily Reserve Duty Period Average Duty Period Credit (1 for 2) Rotation credit (1 for 3.5) Rotation Pay and Credit Calculations Duty-Free Periods Full Service Bank Co-Terminal Operations 4th and 18 Ricardo Louis Sleep Opportunity 13. Leaves of Absence Medical Military Legal Duty Transfer Maternity FMLA Death in the Immediate Family Personal Leave 14 Sick Leave Pay and Credit Notification/Verification of Sickness Medical Release Monthly Bidding Drug/Alcohol Rehab International Ops Effect on Vacation Early Return from Known Sick Leave Workers Compensation 15. Physical Exams Pay and Credit 16. Crew Augmentation and International Ops Crew Augmentation On Board Rest Accommodations International Deadhead Workers Comp Missing Pilots Benefit Assignments Foreign Pilot Gus Bus International Health Care Crew Luggage 17 Witnesses and Representatives 18 Grievances 19 System Board of Adjustment 20 Seniority 21 Furlough and Recall 22 Filing of Vacancies Order of Positions PBS Staffing Posting and Bidding of Category Vacancies AE and VD Surpluses and MD Chris Davis Kick Six Category Freeze 23 Scheduling Timing of Scheduling Events PBS Line Award Process Pilot Change Schedule Pilot-to-Pilot Swap Board Rotation Changes and Removal Swap with the Pot Personal Drop Recovery Slip Rotation Guarantee Recovery Reroute Rotation Coverage Sequence Open Time Award > 12 Hours Open Time Award < 12 Hours WS GS and GSWC IA and IAWC RES Pilots YS FSU Sucks Reserves Required Commuting Policy 24. General 25. Medical, Dental, Life Insurance and Other Benefits 26. Retirement and Disability 27. Union Security and Check Off 28. Duration |
Originally Posted by Alan Shore
(Post 1711947)
Because of the very fact that its context was not included -- the fact that they were presently making this kind of money because of their staffing levels, money that was in no way guaranteed by their contract. Take Delta's staffing levels down to that level consistently and across the board and you'll see a similarly substantial inflation of our compensation from what is guaranteed under the PWA.
And one thing you're missing with your latest redirect is the number of days the average SWA pilots were working while they were making all this extra coin. According to the SWAPA data, they were averaging 18 days off per month. 18. So now, maybe they have even more days off? I don't know. But I do know that 18 days off is pretty darn good. Now, I would assume that 18 days off number includes vacation, etc... so the average line at SWA at the time was more than 12 days. But compare that with how many days the average Delta pilot would have to work to average that kind of coin. |
Originally Posted by Carl Spackler
(Post 1711958)
I think you talk a little tough occasionally to have a little "street cred" and not come off as a 100% DALPA apologist.
I don't say the things I post because someone wants me to or because I'm trying to generate a certain perception of me -- it's just what I think. Believe it or not; I really don't care. |
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