Just read the recent MEC Regular Meeting Summary. Did I read it right that I'm going to have to go back and drag up documentation of all my MLOA going back 36 months?

Ugh. What a PITA.

I'm not griping because it won't withstand scrutiny. All my MLOA has been completely legit. I'm griping because it's already painful enough making the two schedules work together. And I know the company prefers one of the following: quit the Reserves, or, work full time for Delta AND keep up with Reserve duty. Neither is an option though.

Really, I think this is another symptom of the company's staffing "issues". There also seems to be a trend, recently, of finding reasons not to hire currently serving Reservists/Guardsmen, at least based on what I've heard from recent interview groups.

 

Didn't read that, and got my 20 before coming over, but Delta needs to stay military friendly, or we spread the word loud and clear about any anti-military practices. This isn't even a pwa or negotiating issue. It's a don't F it up period issue.

 

It appears to me (and I could be wrong...I often am), that this is a convergence of the company's own staffing issues, and the fact that there are a few doorknobs out there who do abuse their MLOA.

I believe that recently the company blamed their staffing issues on: new hire resignations (roundly de-bunked on this board), sick leave (yeah, right), and mil leave.

But fundamentally what I care about is the extra work involved for me. Great...more paperwork.

 

Pretty vague wording I am not sure what they want. The way I read it is that if you "trigger" a MLOA audit you may have to go back 36 months, or maybe they just want us to send in 36 months of documentation to somebody? Either way it is PITA.

Maybe we all should self schedule a 36 month look-back audit with our CPOs - but if that is the case they better hire another CPO to do the regular CPO work since that could end up being a full time job.

Scoop

 

Delta doesn't seem to understand (or care?) that they could significantly INCREASE productivity by allowing concurrent duty. Pilots on long call reserve could very easily fly missions with their reserve/guard units (or preform non-flying duty) without violating crew rest or otherwise affecting their obligations to Delta. Same goes for a pilot who might be on a long layover. And a sick pilot (e.g., blocked sinus) could also accomplish non-flying duties at his or her unit. All of those changes would reduce the necessity for MLOA from the company and INCREASE productivity. Furthermore, a military member on a period of leave from their unit (on orders), could provide services to Delta if the FOM policy was changed. Military duty seems to be the only non-competing external income source that is specifically prohibited by the company, and I am surprised the prohibition is even legal. My guess is that the policy is rooted in management's irritation at the prospect of someone "double dipping", even though that double dipping would only help them.

 

Delta could also help themselves out by allowing MLOA to be more granular - by allowing pilots to log it in hours or half days instead of full calendar days. If someone is going to pre-post military leave and must ensure crew rest (in either direction), they often must post an extra day at the front and back of the actual duty. If they could instead say that they'll need to be in crew rest by (for instance) 8pm, that could free up the rest of that day for Delta duty.

 

Don't be dumb with your military leave. It's not hard to not abuse it and not trigger an audit. I heard yesterday of someone being audited. I hear people bragging about working while on reserve etc... Being irresponsible with mil leave is hurting our brothers trying to get jobs. There are only a few but they ruin it for everyone. I am very active in my unit but have never violated any of the things they mention and all long term etc I give notice well in advance. Is it hard? Yes! Has my unit been under a mobilization for the last 5 years YES!! Do I fly an old airplane that breaks down and cancels, constantly changing plans, yes!!!! But since I'm responsible with my mil leave all year long when those unexpected things happen I'm okay! It's not that hard to be a responsible reservist. Don't ruin it for those coming behind us! Yes there should be changes to our FOM but until then follow it

 

Questions:

1)How does one get audited?
2)How does one possibly work on Reserve? No, I don't want to do this, but given staffing at my level, I pretty much count on working for the airline while on Reserve. There are people who don't get called? What a crazy world!

I'm responsible with my Mil Leave, but I haven't decided 100% about putting it on the calendar in advance. Every time I have, I get screwed somehow, and I also end up working WAY more than I want in a month.

Sometimes waiting until the schedule drops also puts me in a jam though, either forced to drop too much, or too little while working too much.

For those who think this is the best "free pass" ever, it's not an easy thing. I don't want the company to make it worse as a matter of course.

 

I am not sure where the information about not performing military duties on long call or a layover comes from. That was not the case in the past. I see nothing about it in the current FOM. Is there a something new out on this? As long as you meet Delta's rules for contact ability and time to report I don't think they can stop you.
As far as working for Delta while on mil leave I can see lots of issues with that. How does it effect your under 30 or over 30 day status. Who's health care are you under. Does the UCMJ allow for that? What happens if you have a OJI ect...

 

It's pretty easy for flight ops to tell who is abusing mil leave. A couple of examples including scheduling mil leave to do a 4 hour paperwork drill to get the holiday off when the unit is not even working. Bidding your reserve blocks in 5 day groups and then putting a mil leave day in the middle in a category where the shortest trip is 3 days. Then GSing on all your days off.
I suspect this might trigger the audit.