Oh Crunch, Oh Crunch......

 

I like big butts and I can not lie
You other brothers can't deny

 

You get sprung!

 

Modifying this into more of a substantial “me too” is a good idea, but that is subject to negotiation.

3 B.4 provides the pilots a pay raise only when Delta 757 rates are below the UAL/AMR average TOS 757 rates when the trigger event occurs. As currently written, it doesn’t drive Delta pilots to industry average. It only raises Delta pilots by an amount which is the lesser of the non-contract employee (NCE) raise or the difference between Delta and AMR/UAL average.

We can expect about a 0.05% bump as a result of the 14.5% NCE raise that triggered the 3 B.4 review on Dec 1. This is due to some UAL 757 fleet changes that raise the AMR/UAL average TOS pay rate above the previous review triggered April 1 when Delta NCEs received a 4% raise, which resulted in a 0.55% raise for the pilots, the lesser of the two.

While Section 6 negotiations are ongoing, 3 B.4 will provide the trigger for a review. If the company were to provide a 1 or 2% pay bump to the NCE’s in 2016 and the pilot contract negotiations have not been resolved (i.e., no change in the current language), the trigger will result in the pilots getting raises equal to the NCE raise even though AMR/UAL will be over 10% higher after Jan 1, 2016.

Profit Sharing should have nothing to do with 3 B.4. This paragraph (3 B.4) is a pay rate comparator and adjustment mechanism. Period.

Keep 3 B.4 and 3I separate.

 

Seems we agree, keep them separate. 3B4 will continue to drive the pay rates toward industry average. The lessor comparison is correct, so if it takes a prolonged time to settle this contract we have built in potential waiting to be triggered. The value is in the perpetual automatic nature.

All this happens while collecting the current profit sharing and maintaining the current quality of life. We are concession proof if this is maintained. The rates are rigged to increase to average, while the real gains are made by not forfeiting profit sharing. A profit percentage of a growing multinational industrial transportation company is multiple times more valuable.

Both clauses are so valuable, if we were to negotiate for these clauses today, they would be non-starters. The combined effect of both clauses working independently is the real benefit. Hence, why the failed TA tried to change both of them. If they have little to no value, then management would allow them to stand as is. Right? Let's see if they still want to address this area, that will be very telling.

 

During a board meeting I got hold of a VP's cell phone and downloaded that ringtone, then set the volume on high. About 10 minutes into the meeting I called him. One of my proudest moments.

Carl

 

I am speechless and in awe. Merry Christmas. OFG

 

You guys do realize that with the forecast 24% profit increase for 2016 the 14.5% "raise" for other employees is basically wiped out in 2017? It was a means to get non-union employees to believe they're getting a 14.5% raise while pulling the rug out from under them. But it's ok...why? Because a majority of the non-union employees at Delta can't figure out what's really happening...they think Delta is just so generous...

 

How does the non contract pay compare to like work at other major airlines?