Denny-
I would agree with your analysis. The language in the TA would allow Delta to outsource this whole process. We could be arguing about verification and giving our medical records to whoever Delta "designates".
I suspect that's exactly what they will do. Administering this monstrosity will involve significant cost. Delta will dump it. We will end up fighting through some insurance company bureaucratic labyrinth to get our sick pay.

edit: I just saw the Professor's post on this topic. The company has apparently told ALPA they have "no plans" to outsource the handling of our medical information. If that's true then why is it in the TA?

Thanks for the quick response! However, I too agree with Denny Crane's assessment that the "or his designee" language sure leaves a loophole for outsourcing in the future.

Professor,

Thanks for putting forth ALPA's information and your opinion. But I do have a suggestion and something I think all of us deserve. Can you please make note of when you are sharing ALPA opinion based on how they view a scenario playing out versus ALPA opinion based on how the TA actually reads and thus the less "hopey" scenario? I'm not putting this on you, but if you go back to find out what ALPA's negotiators say I think they owe it to you and the rest of us to back it up with facts (based on the TA) rather than their best guess. I'd respect a more honest "We're not really sure." answer than conjecture. Because that's what it really is if the TA doesn't spell it out, right? Baring some MOA.

Also, have you asked ALPA if they speak for MD, because he said in yesterday's letter to the pilots that he would "not sell" this TA to us; that he would just give us facts. Yet, the information sent out today about sick leave was definitely being sold. It wasn't a heavy sales job, but ALPA was definitely selling.

Can you ask them (and provide their answer or non-answer) if they are going to just give us facts instead of facts with propaganda? Seriously, I'd like to know. Why can't they do that? Facts would be the pros and cons. We know there are cons, but that never comes across in a straight manner. It's always like the car salesman's, "Yeah, she's got a couple hundred thousand miles on her, but she's a classic--a dependable classic!"

Thanks,

GG

Thanks. I think the language is there to outsource this if needed to. It would suck.

Denny

Question for Professor and Sink Third attempt
 

Did not see an answer so re-posting this:

OK You have been posting for quite a while and I have posted this three times - no answer.


I thought you were on FPL to answer questions for DAL Pilots and provide facts.

I know you are busy and maybe in the heat of battle you missed it (twice) so please answer the below question.




Guys,

First off thanks for volunteering. Here is my question.

For months I have been hearing from DALPA that the company will have their wants and this is a negotiation and that both sides will have to make concessions.

So what were our concessions? I have yet to hear about a single concession from the official DALPA correspondence. Since you guys are dealing with facts please list what concessions of ours that this TA includes.

Thanks Scoop

To FTB's point, the primary reason they are monetizing PS isn't because it allows them to reduce the other employee's PS. The primary reason they're monetizing PS is because we're willing to do it during sec 6 negotiations. We're thus enabling the company to exchange PS for pay increases during this period. We're funding payrate increases we would otherwise get by taking it in the form of monetized PS.

The bonus is the company will then be able to do the same for other employee groups. But if we did this 8 months after agreeing to a TA they would not be interested in a 1:1 exchange.

Granted, the big money in PS is with all the other employee groups as a whole, and yes, they have to get ours first or look like the heals they are. But they want to use PS to fund ours and other employee's pay increases.

bump...........

Just making sure this gets seen so no possible excuse....














.

Don't forget that the exec's get their compensation and bonuses BEFORE PS for the pilot group is calculated. This is big for 2 reasons:

1. Their compensation and bonuses are tied to profits too, meaning that they get a cut at the full total (ie. they eat at the banquet before anyone else does). PS is calculated after their compensation lowers the amount leftover.

and

2. It is possible, after executive bonuses and compensation is accounted for, that remaining profits will be below the threshold for PS for the pilot group.

Dislcaimer: I'm not sure about #2 (see: "It is possible"), but would it surprise you to learn it's true?? #1 is certain sure. No question.



.

I think, starting during BK or the "Do it once, do it right" concessions right before BK, the company made the union...err, I should say DALPA, sign a document agreeing to support the agreement when doing road shows. In other words, they were required to not disparage the agreement in any way when presenting it to us. I've just assumed that the unio...I mean DALPA is required, by virtue of signed documents, must always speak positively about the agreements they are presenting to us.

This may not be true with this current agreement. I'm at a loss for words that this is what our elected reps think qualifies for historic. That this is the best we can do. My union no longer speaks for me. My union is furthering Managements agenda, not mine. No more for me.

The only reason I will continue paying my dues to this organization is because I am required to if I want to keep my job.

After reading MD's letter stating that this is it, there is no "going back to the table" to tweak some details, it's all or nothing rhetoric, to inspire fear and uncertainty, I am confident, not that there is nothing more to be gained, but that my union doesn't want to fight for the gains that we well deserve after the past years of sacrifice and proactive engagement.

Management has gotten a little too comfortable with this whole take more than give program that was the environment during BK and the years there after. Those days have been over for a long time now but you'd never know it after reading this TA. I'm done giving....there will be plenty of opportunity to give up work rules during the next downturn, but not this time.

In the immortal words of Rhet McCormick...."This is our time". :)

I just wish I could give someone or some organization, oh...I don't know, maybe 1.9% of my earnings every year for life, to fight for me, since I'm too pathetic and ignorant to fight for myself.