How do you figure? My payrate has not changed since last year. If I fly the same number of hours as last year, I will be paid the same. That is not growth. It seems we are relying on 3B4 which admittedly I do not fully understand but I would wager it will not keep up with inflation which is a major component of restoration to C2K +. Also, if you are counting on PS to remain at levels it is currently then at some point we will be disappointed. i just don't see how we get from here to there.

There was a big trust issue involved. This area of the TA looked to some like mgmt was funding their bonuses at our expense or at least that they could. I don't believe this was the case. But many looked at AMR mgmt paying themselves huge bonuses while in BK and didn't want to see a repeat here. Sorta the same with codeshare/alliance issues. Few of us feel like we are getting our share of the flying. I'm guessing practically everyone of us thought the JV grievance was a slap on the wrist and didn't improve our protections/codify mgmt penalties going forward. We understand block hours equal jobs, BUT ultimately DL has to have metal in the game or IMO we marginalize ourselves in the JV and run the risk of our partners looking for someone more "involved." A 757 going transatlantic isn't the same as a 747. I read the proposed changes to JV language and wasn't as perturbed as many on the Forum. However, you have to acknowledge that every time we leave a slit in the contract tent for breathing air we seem to find a camel inside. Everyone is going to be suspicious of changes to Pro Sharing and JV language. OFG

Defeatist? Not really. Practical is more like it. But you can prove me wrong with some simple numbers. Take the 737 12 year captain pay and tell me what the rate is that will be required to achieve C2K restoration.

The Profit sharing is here to stay. The company is growing so we will get 20% of the larger corporate profits. They will multiple as we buy more airlines and turn them around. The real money is in the percentage gains not pay rates. If you don't believe me then maybe the commentary about sustainability of the business model and expandability of the Virgin model is the evidence you need. The hourly rate will increase as non-cons get raises.

This provides 2 separate ways your compensation will grow. All while enjoying the third, an increase in greenslips and inverse assignments available due to the retirement and training churn created by the lowest paid captain seat paying less than most first officer positions.


http://nebula.wsimg.com/fb8bf4f64cca...&alloworigin=1

Explain this.

It's worse than break even. Once it's gone, it's gone.

We gave up profit sharing in 2012. Why aren't we demanding that give back to be included in today's rates? Giving it up only works for one contract cycle. After that, it's gone.

I'm a NO on anything that exchanges PS for pay rates.

Then explain to me, why was this included in the TA?

I agree with this inside of section 6. Outside and after a new contract if they want to do this I will listen.

Read the bottom bullet point.

Delta did $40B in revenue in 2014 with $5.8B in pretax profits. The number for 2015 will be out soon. We are buying equity and new revenue streams. When delta grows to a $60B revenue company with a 16% operating margin that's $9.6B in pretax profits or 1.65x on 1.5x the revenue.

http://www.sec.gov/Archives/edgar/da..._8k-ex9901.htm

That is exactly why our profit sharing program is so much better then Uniteds.