Yes. It's a part of the massive plan. The contemptible tenant plan. Still voting Yes. I told you why. You disagree? Then Vote NO! (See post #1 for guidance.)

 

W......no one can predict the next mr toads wild ride for the airline industry.

It is not, never has been, and never will be a stable industry. The fly in your pay rate perspective is apparently you have a belief pay rates are not impacted by the same disasters that would evaporate PS.

Have you been watching a different movie than the rest of us the last 30 years?

The very uncertainty and instability you cite is precisely the reason you should get as much as you can as early as you can. 20+% next feb is a far, far more certain reality than pay rates 3+ years in the future.

 

This TA is cost positive for the company. Our PS give back funds the first two raises under this TA; the company's savings equals 14.35% of our pay, which funds the first two raises. 13.B.4. funds the remaining 3% raises since it's something we already have. Immediate scope compliance with international JV...saves millions. LCA pull back saves millions. Sick leave...I don't know. Plans for E190 at rates 84% of similar ASM performing B717...saves how much?

Total savings to company under TA from PS is $350M assuming $6B PTIX. Our share is 40% of that or $140M which equals 5.74%. Well, the whole enchilada is 14.35% of our pay. 8% on July 1st and 6% on Jan 1st, which the pro-TA group will remind you is 14.58% with compounding.

There is a little TVM since the company is paying us upfront and won't realize the profit until 2016, and the company's money is at risk. However, everyone is predicting the profits to continue rolling in, particularly with this TA.

Regardless, great job by management in getting the pilots to fund their raises with PS from the other employee groups as well.

 

Another friendly reminder: This thread was started by a troll with the hope of you wasting your energy here. Let it fall to last place.

Carl

 

funny. This entire website is an energy vampire.

 

That's all too true.

 

Hi Bender, how about this presentation of our industry pay raises and PS under the current contract? Not my work but I found it to be rather matter of fact. Your thoughts?

https://www.dropbox.com/sh/6466xvw0m...4a4mCY0ba?dl=0

 

I agree. Some are obsessed with my original post because it provides a different point of view. I didn't mean for them to be drawn into it like one of those spinning pinwheel vortex things. Yet here we are, 15 pages later....

But having said that, what are your better ideas? I asked earlier, no one has wanted to answer. Profit sharing intact, same raise? Or 20% raise, ps intact, status quo on sick and LCA? Ideas? Or just whining with numbers to back the whining up? Seriously, what do you want to extract -exactly- if this is voted down?

 

On behalf of myself and many of the female pilots at Delta, we are solid no on this TA. It's not even 1/4 of what it should have been. Big let down. Shame on you Donatelli and those selling this thing!

 

The general consensus is that most pilots would live with, but not necessarily be thrilled with, the pay raise IF the PS scheme was kept as is, as well as everything else. Essentially a contract extension with pay raises. There is no reason to give any work rules or scope away when the company is already the most profitable it has ever been. Too much has been given over the past 15 years and the company promised restoration when times were better. We have to stop feeling like we owe something. I would be willing to consider some givebacks if our givebacks were somehow tied to executive givebacks. But cutting our PS to fund executive bonuses when they've doubled their pay in the past few years? Which group here do you see abusing their relationship?

Now with that being said, what we would have loved to see is min calendar day, extra week of vacation, real training and vacation pay at 5:15 or more, etc