My take is that CS focused only on the profit sharing piece.

The company asked the union to abdicate their responsibility to us and the union agreed to do that. That wasn't baked into the credit Suisse article.

Just wondering why the negotiating committee didn't walk away from the table.

Did somebody get paid?

I think we're viewing this all wrong.

What we got wasn't a negotiated TA but rather the company's opener. It was just a straight pass through. This way the NC lets us see what the company wanted.

There may unfortunately be a few holes in that theory.

You mean like the fact that Donatelli & Co. is proactively selling the contract while vowing not to do that very thing? Or that they are saying....as they are....that this is it, they got everything they could p0ossibly get, that there can be no more negotiation?



.

Good point, I get it.

Man-o-man our negotiators are really smart...right? Wow, that's smart and ballsy. Pilot negotiators...sweet.

Maybe, just maybe, Alpa really does have the worlds best...

Hospitality suites.

I think that was true only for the bankruptcy LOAs.

This is what's still in our contract:

The Association and the Company will jointly engage [person or firm to be jointly

31 determined following appropriate joint review and interview process], to facilitate their

32 agreement to this recovery compact based upon recent research and experience, to

33 include:

34 a. building a positive workplace culture and environment, and

35 b. improving employee-management and cross-functional/cross-occupational

36 coordination, flexibility, cooperation and conflict resolution with a goal of high

37 levels of performance.

38

39

40

2.

41

42 The recovery compact will address a process for improving joint performance in areas

43 such as corporate culture, quality of work life, and corporate efficiency.

44

1

3.

2

3 The recovery compact will address, more specifically, rebuilding trust of management by

4 pilots, and of pilots by management; rebuilding the pilot advocacy role of flight

5 op

erations management; rebuilding management’s confidence in captain’s authority;

6 openness of each group to the ideas of the other; and reduction of conflict between

7 employee groups.

Nothing "enforceable" in there, but its still the foundation of Moakism and "constructive engagement" to this day.

First time post...I started reading around page 660 so I may have missed the OE/LCP discussion...

I ran the numbers using the PBS bid method to remove 75% of projected OE from the F/O bid on the ATL 717 F/O.

Delta saves over $148,000 just on ATL 717 F/O flight pay in June 2015 had the TA language been in effect. 13 fewer ATL 717 F/O regular line holders. TA would have 185 REG and 76 RES pilots on ATL 717 F/O position this month...

I just ran the numbers for ATL717/B for June 2015 using the new formula. Actual numbers for June were 198 regular lines and 63 reserve lines. I used the June 717 Sim schedule and counted 12 first time Captains, 1 transitioning F/O and 22 New Hire F/Os completing 717 sim training in June. Check my math, but I get 1195 block hours (12X25 + 1X15 + 22X40 = 1195). Since most 4-day trips have about 19 block hours per 21 hours credit (just a guess) and using June's ALV of 79, I get 16.7 lines for this much block time. The first 25% of F/Os bidding LCA trips get their trips leaving 12.5 lines worth of OE withheld from the rest of the F/Os. Unless someone wants a RLL worth half the TLV, you wind up with 13 more F/Os on reserve lines on the ATL 717...185 regular lines and 76 reserve lines. Keep in mind that 717 F/O reserve coverage increases during the month as each New Hire gets signed off on OE becomes an extra reserve that wasn't counted in the PBS (I don't see any of the names of the New Hires finishing sim training in June on the PBS award for June, but someone can check that).

May I use this to ask a pointed question at the PTC roadshow tomorrow? Can you confirm that everyone your cross-referenced from the sim sked was ATL based or otherwise likely to do OE in ATL?

RE: previous post about OE trips pulled from F/O bidding

My estimate of cost savings to Delta is too high. The effect of 13 fewer REG lines means the cost is shifted to the Reserve Guarantee of the total Reserve pilots. 13 more Reserve pilots means fewer flying for Reserve pilots, but they're cost to Delta remains the same. The actual cost savings to Delta averages just 2 hours per extra reserve pilot plus any saved GS pay, which I won't attempt to estimate. However, I haven't seen many GS on the 717 this month. Additionally, there is a potential impact on staffing since we'll have excess reserve pilots (even though I believe there is a claim that this won't affect staffing). I haven't seen a staffing requirement protection clause in the TA.

Someone want to improve my numbers and extrapolate over all fleets and the life of this TA?

JungleBus,

Good catch. No, it looks like just 3 are ATL based. Most are NYC.

However, I know some NYC F/Os are getting OE in ATL.

Yes, you may use it at the roadshow today. Perhaps someone can check how many NYC F/Os are getting OE in ATL? Or, you could combine DTW, NYC and ATL to calculate a 717 fleet reduction in REG line holders.

Additionally, I just posted a correction to my estimate of cost savings to Delta.

JungleBus,

ATL, DTW, and NYC 717 F/O categories all had 79 ALV for June. My numbers would be 12.5 fewer REG lines across the 717 fleet. I suspect there aren't enough NYC LCP to handle this OE, which is why some NYC F/Os are training in ATL. The fewer REG line holders would occur in the base where the company pulls the OE trips. For June, here are the actual line counts. Using the TA language, we would have 13 fewer REG line holders among these categories:

ATL 198 REG, 63 RES
LAX 13 REG, 6 RES
NYC 76 REG, 26 RES
DTW 48 REG, 15 RES

I didn't see any LAX pilots in training in June.