Not at all. You'll make ok money and enjoy better QOL with the status quo. You don't have to give up a thing. If you're time is short, you benefit much more on the current PWA and most importantly if you get sick you're not going to find yourself jumping through hoops. If it's a couple percent in pay you're worried about giving up, take a look at the total compensation between now and 2018 and you'll realize it's smoke and mirrors when you factor in our current PS scheme and our automatic pay raises that are triggered anytime our fellow delta employees get a raise (they will), and UA and AA both have raises coming up.

That's funny. Maybe you haven't recognized...there are no fence sitters here, lol.

From FB
"Agreed. The question is just how much money we're talking about. Pay rates do not tell the whole story, until you consider what is being sold off to product those pay rates. Of the 8% the TA provides on July 1 of this year, I would estimate that roughly half is from selling scope, sick leave, and productivity. The 6% next year is almost totally from the PS swap, leaving us with about a 1% gain from vacation and CQ training pay increases. The 3% in the ensuing two years would be achieved anyway from 3 B. 4. if our fellow employees get as much as 3% in each of the next two years. IF UAL gets even a cost of living raise on time, even the 4% net we get this year will be achieved by C2012.
To be clear, the assumptions I'm using are that Delta's PTIX is at least $6B per year, and that it grants our fellow employees pay raises each year, as they have ever since emerging from BK.
Heiko Kallenbach"

Scott AKA ...NO VOTER!

You're asking him to take a 15.75% paycut because he'll enjoy better QOL in the current PWA? I'm sure he'll be reeling from the dramatic cuts of 23.G.5 and the travesty of getting verification after calling out over 14 days sick. Will the "increased" QOL make up for the TVM that extra 15.75% would have put the DC plan?

Since you've done the extensive research please enlighten us how much those "automatic" pay raises will be.

The math has been done to show this is no where near 15% better than status quo. It actually is less than status quo in 2018 given PS and triggered industry raises.

Im not asking him or you to take paycuts. Im asking you to send the TA back to get more. If you really believe its now or never then so be it. But there is a lot more still on the table, our dignity for one. Money and QOL for the other.

Show me your math

That's crap. You are asking me to fore go a significant pay increase. Period. It's well north of a "couple of percent", and sitting around for awhile to satisfy the bloodlust I am seeing ain't gonna help. The money is THE thing that is good about this TA. Other than that, notsomuch.

C2012, get comfortable we could be here awhile. The longer we go the more leverage we have as the moral deteriorates.

The tipping point will be when revenue is affected.

Unfortunately, there is no way to prove that management is smart enough to come back to the table until we give them a reason. They are willing to call our bluff because we always bluff. This time we have an excellent hand to play and they are bluffing us into a fold. Know when to hold'em.

C2012 is no home run but it keeps us in the game. Why hasn't their been a pay scale chart with the PS backed out? That's the only way to compare apples with apples. There is no huge pay raise. Its 8% for huge QOL givebacks. Pure and simple. 0/0/3/3 with C2012 vs 8/.26/3/3 and QOL loss with TA. We got .55% with 3.B.4. and most had no clue. That's more than double next years raise.

I'm on the fence. Right now a soft no however.

8/.26/3/3 with PS factored in. Yes Bender, you give up 8 percent now, and then the contractually triggered industry raises get you 3 percent (or more) depending on how UAL shakes out. But you keep at minimum 20 percent PS year over year (yes we all know unless another tragic event happens, in that case we're probably getting the company to beg for pay cuts anyway), but with profits the way theyre trending it could be 25 percent in PS.

Yes you get a raise in this TA. Im not arguing the money portion. Im more about the QOL givebacks, that do in fact have monetary impact.

I also don't want you to think that a no vote means its going to the NMB. You will get a counteroffer probably within 30 to 60 days in the form of either giving us some of our QOL provisions back, or sweetening the pot with higher pay. I hope we negotiate the former with the latter together, but that depends on how strong of a no vote we get. If they only have to change lets say 5 percent of the no votes to yes votes it will be a little tougher to bargain.