Mantooth and ERflier
 

What is an acceptable hourly pay increase? 18/4/4? Where are you guys at?

What is acceptable for a vacation day? We are at 3:15 and FedEx is 6 hours. Dickson promised industry leading work rules, not Tom Brielmann.

Should we make scope JV concessions like moving to block hours and bringing management immediately in compliance?

Should we allow more 76 seat jets at DCI and increase their MTGW?

If you believe anything SD says, I have some really great swamp land in central Nevada that you have to see!!!!!

Gerry, where are you going with this?

I'm not going to cherry-pick. I'll leave it up to the NC to get as much as they can. They're not perfect but they seem to be getting much more.

Ironically I was beginning think the last rejection of TA 1 was a good idea. I mean if we get $800M (it's already $600/year more) more per year than our current contract that's more than double from last time.

However, there is a point of diminishing returns. At what point does a complete stalemate lead to $0? That's the trick. To get something sooner rather than 1-2% more in four years. If they get nothing then voting No to C2015 was the dumbest thing we ever did and was all for nothing. We could have had more in C2015 and C2018 vice a fat goose egg.

A deal can be had. Heads just have to knocked together and the MEC needs to get some courage. They should just all be like Cincinnatus. Serve the pilots, and then go back to line and fly having done their duty.

Don't worry about another term. Do their damn jobs.

Every time you state it comes with more money is a lie.

With management exclusions on PS and exclusion of DC on PS, you could see a NEGATIVE value over current compensation rates.

It is FALSE. Period.

There is no limit on those exclusions, so they can make any new contract a loss.

What is frustrating you is social media has allowed pilots to expose your lies and deceit.

Im quoting your NC.

From Negotiators Notepad 16-08, July 21:

"Even under the Company’s unacceptable pay proposal, our net gain in value is already some $600M per year ahead of the PWA."

Go to http://dal.alpa.org/ for the document.

Using your logic one could say there's no limit to our profit sharing either. We could all be gazillionaires.

That guy will talk you in circles. No matter how many times you explain concessions, he ignores that and repeats whatever magic number ALPA spits out. You'll just end up blue in the face. He's a repeating parrot.

https://lh6.ggpht.com/0GIdzgyzaUEAS_...l74yxq7xw=w300

"Squawk, time value of money. Squawk, 600m in gains, squawk".

Their costing is suspect.
You only care about pay rates. Who exactly is your audience?

Division. Like he always does.

404, I asked in a different thread for you to explain this from a similar post you wrote. Now I know what you mean. I think you are wrong. Management Incentive Plan, and Equity Compensation is not a floating, undefined value to be changed at management will.

It is clearly defined in the Annexes to the 10-K. I'm not saying it can't reach a high value, but it is defined and limited.