It's a quote from a joint comm piece put out by some of the reps.

A quote eh? How about posting the whole thing with context?

Go look it up yourself, it's available on the council websites, then you can spin it anyway you want, but it doesn't change the fact that we aint getting the 3%, not even close.

I don't remember that quote either...you sure?

It was widely put out that the company could avoid any 3B4 raise by granting a raise to the other employees prior to 1 Jan 16. Had the raise been after 31 Dec there would have been a 3% raise matching the 3% AA and UAL were getting. I would expect the company to pay a bonus in 2017 instead of a raise to avoid 3B4 again.

I'm going to let you post it here with context. We're all waiting.

Sorry, no more revisionist history! Here's the excerpt he won't post from the joint letter. Source: C1 update July 6, 2015

What If YOU Say “No”?

The initial 8% hourly pay increase in the TA is significantly offset by the JV production balance, sick leave, and productivity concessions. Next year, the 6% is almost totally offset by the profit sharing conversion (assuming a PTIX of at least $6 billion), but we get about 1% more in vacation and training pay. Any raises granted to more than 30% of our fellow employees will be matched for us, up to 3% annually. In all, we realistically stand to not realize the initial net increase and probably not much more, if any.

With no change to the PWA, management will continue to be out of compliance with the AF JV production balance. Their issues with DCI will only grow. The PS they pay to the other employees will only grow. Their staffing issues will only grow.

To say that this is the most favorable negotiating environment would be an understatement. No other airline in the history of aviation has produced the profits that Delta is now producing. Think about the whole TA that you will be voting on. Draw your own conclusions.

Should you reject this TA, we would propose to reengage with Mr. Anderson at the earliest opportunity as truly equal partners in search of more suitable ways and means by which to strengthen the company’s business model and our role within that model. Our mutual goal should be to further enhance the standing that Delta Air Lines enjoys atop the airline, indeed within the overall transport, industry.

In closing, we would like to thank everyone involved in the effort put forth thus far in crafting this TA. All of those involved have worked very hard in getting us to this point. We look forward to reconvening with our colleagues on the MEC to discuss our next steps, however you decide.

Fraternally,

Council 1 Captain Jon Lewis, Chairman First Officer Eric Hall, Vice Chairman
Council 20 Captain Bill Bartels, Chairman First Officer Rich Wheeler, Vice Chairman Captain Tom Bell, Secretary-Treasurer Council 54 Captain Jud Crane, Chairman First Officer Roger Goodwin, SecretaryTreasurer Council 66 Captain Tom Brielmann, Chairman First Officer Chris Hazleton, Vice Chairman Council 108 First Officer Ryan Schnitzler, Vice Chairman

It's in context as posted. If you don't think so, look it up yourself.

Hmmm. Let's look at that Joint Comm NotEnuf was kind enough to dig up and the rebuttal.

C-1 Joint Comm:

“Any raises granted to more than 30% of our fellow employees will be matched for us, up to 3% annually.”


Contrails Rebuttal:

"This claim is misleading. Triggers for raises under Section 3 B.4. are easily avoided by giving a raise later this year, prior to any AMR/UAL increase in pay, and replacing pay raises with bonuses or lump-sum payments starting in 2016. Section 3 B.5., that addresses bonuses to other employees, expires in our current PWA on December 31, 2015."

In think the rebuttal was more accurate then the sales job from C1.

Question is, who vetted that joint comm?

*************************
The initial 8% hourly pay increase in the TA is significantly offset by the JV production balance, sick leave, and productivity concessions. Next year, the 6% is almost totally offset by the profit sharing conversion (assuming a PTIX of at least $6 billion), but we get about 1% more in vacation and training pay. Any raises granted to more than 30% of our fellow employees will be matched for us, up to 3% annually. In all, we realistically stand to not realize the initial net increase and probably not much more, if any.

Council 1 Captain Jon Lewis, Chairman First Officer Eric Hall, Vice Chairman
Council 20 Captain Bill Bartels, Chairman First Officer Rich Wheeler, Vice Chairman Captain Tom Bell, Secretary-Treasurer Council 54 Captain Jud Crane, Chairman First Officer Roger Goodwin, SecretaryTreasurer Council 66 Captain Tom Brielmann, Chairman First Officer Chris Hazleton, Vice Chairman Council 108 First Officer Ryan Schnitzler, Vice Chairman
**************************

After the TA failed, the Negotiating Committee Chairman challenged any of those named at the bottom of this statement to provide proof of the speculative financial impact analysis and not a single one of them could give an explanation based on facts. Several of them were asked during their own LEC meetings to provide the proof and, again, they could not.

The only defense they had was their admission that the statement was provided by a third party and none of them had come up with this analysis, but they believed it to be true, nonetheless, and published it.

It was a pure conjecture and it was published by this group in an effort to bolster the vote against the TA.