This has been floating around on the line, wondering if anyone's seen it and checked its accuracy?

- Delta F/O % of captain pay is LESS than Hawaiian, JB, SW, Fedex, and UPS.

- Delta International pay is LESS than SW and Fedex.

- Delta night pay is LESS than SW and JB.

- Delta per diem is LESS than Hawaiian, Fedex, and UPS.

- Delta vacation days are LESS than UAL (+7 days), Alaska (+ 6 days), Hawaiian (+3 days), Fedex (+1 day).

- Delta vacation pay is LESS than UAL (+10.5 hours), Alaska (+17.5 hours), SW (+34.6 hours), UPS (+49 hours), Fedex (+90 hours), JB* (* JB has a personal drop, sick and vacation bank).

- Delta training pay is LESS than Alaska, SW, Fedex, and our own Delta Flt. attendants.

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Delta duty/trip rigs are LESS than SW.

- Delta DPA/ADG is LESS than SW.

- Delta retirement is LESS than Fedex, UPS, Alaska, and Hawaiian, all of whom have some sort of DB along with an additional DC. Additionally, AMR and UAL have had a 16% DC for some time now.

- Delta medical is LESS than Alaska, UAL, Hawaiian, SW, Fedex, and PS.

- Delta Dental is LESS than UPS, Fedex,

 

Not sure.

How did you vote on the contracts you're comparing with our's?

 

Sorry, didnt add my comments. I didn't write that, just wondering if anyone had seen it and knows how accurate it is. Always skeptical about these emails that start circulating.

 

No not at all accurate.

It might be accurate in the narrow sense that each individual item listed may be correct, but should we then assume that in every item not listed against all the airlines listed that DAL leads?

In other words it appears someone spent a great deal of time cherry picking a list of items that we will lag in, but failed to provide the corresponding list of items in which we will lead.

Basically someone spent a great deal of time and effort to produce a one sided list of items showing our TA in the worst possible light. Basic No vote propaganda - take it for what its worth.

Scoop

 

While it may have some superficial truth, it is cherry picking. You'll always end up in a hole when you start cherry picking and don't look at the aggregate product. (we do particularly lag in the vacation department)

 

I agree with the Clamp, They addressed some of these at the SEA road show (very as a matter of fact no sell job by the way). Basically as much as we would like to we can't cherry pick everything. I'd go over each one pluses and minuses but l've reached contract study burn out.
If you looking for facts I'd recommend posting them to the Dalpa TA facebook question page.

 

That's a lot of floating stuff. Have you been able to confirm any of this?

 

It's an email that was sent by a guy I flew with who claims the author is his "good and reliable buddy". It's always a "good buddy of mine", isn't it?

Good points though. Take the "international pay is less than JB" argument. Maybe it is, but I know for sure their hourly rates are less, even when you add in international pay to it.

 

This is important. Another example, according to APC, Hawaiian A330 FOs top out at $145 12th year. If our TA passes, 3rd year 737 will be $153 on Jan 1. Also, our 12th year 717A Rates will be more than every fleet they have.

And, APC says new hires are on a Retirement C plan, i.e. 15% DC. Makes it sound like they don't have a DB going forward.

 

Scoop, I usually dig your commentary, but this is disappointing. The answer is yes...those are accurate. The poster didn't ask what else is missing, and is presumably not a second grader devoid of any ability to think critically. I think it's healthy to know as many comparatives as possible...after all, we're continually told that we are compensated relative to the industry and not what we are (or we think we are) worth.

Since the company and SD went out of their way to acknowledge we deserve industry-leading pay, work rules and benefits, it's completely fair to validate our TA through that lens. In many ways, that comparison is subjective and none of our personal metrics are necessarily a perfect fit for others.