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Any "Latest & Greatest" about Endeavor?

Old 06-09-2017, 01:12 PM
  #13861  
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Originally Posted by Iceberg View Post
It's prorated for anyone who leaves 9E to go to DL. If they leave for anywhere else, they lose the money.
So bogus concidering delta said no to what 40 something percent of us??
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Old 06-09-2017, 02:17 PM
  #13862  
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Originally Posted by CODs4ever View Post
Where is that in the contract?
LOAs 58 and 62
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Old 06-09-2017, 02:20 PM
  #13863  
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Originally Posted by stillcantfly View Post
So bogus concidering delta said no to what 40 something percent of us??
Totally bogus they won't pay a retention payment to retain you when you didn't stay for the period the retention payment was intending to retain you. Not sure if you caught the title of the payment, but it's retention...
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Old 06-09-2017, 07:20 PM
  #13864  
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Originally Posted by Iceberg View Post
Totally bogus they won't pay a retention payment to retain you when you didn't stay for the period the retention payment was intending to retain you. Not sure if you caught the title of the payment, but it's retention...
Just another reason it needs to be hourly.
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Old 06-10-2017, 05:52 AM
  #13865  
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Originally Posted by Bartok View Post
Just another reason it needs to be hourly.
Agreed, as long as my income for 75 hours of work doesn't take a hit.
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Old 06-10-2017, 07:44 AM
  #13866  
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Originally Posted by Iceberg View Post
Agreed, as long as my income for 75 hours of work doesn't take a hit.
I think you need to talk to a Rep about the negotiations. There are many more things that are going to be improved. Guarantee pay isn't one of those
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Old 06-10-2017, 08:12 AM
  #13867  
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Originally Posted by msprj2 View Post
I think you need to talk to a Rep about the negotiations. There are many more things that are going to be improved. Guarantee pay isn't one of those
I think it's a tough situation because it seems pretty clear to me from talking to ALPA during recurrent that management is not willing to give us a payraise that protects people who only make guarantee. The way they've proposed to protect those making guarantee is to convert the bonus into a "salary payment" paid out every two weeks. I think as a pilot group we need to decide which one will benefit us more and make that clear to our reps.

I checked my rainmaker, and as an FO on reserve (1 month in JFK 200, 3 months in DTW 200) I never made more than guarantee. As a lineholfer for 2 months in JFK 200 I equaled 82 hours both times. However in my last 3 months as a DTW 200 lineholder, I credited 92, 98, and 95 hours, all without picking anything up on my days off (I only swapped a few trips to get days off I wanted, I never added any days of work). It seems that every captain I ever fly with says DTW 200 CAs on reserve credit 95-100 hours a month.

From what it seems to me, most everybody would be benefited by an "82 hour" increase to their pay except for FOs on reserve and anybody flying high speeds. That seems to me like a small amount of people considering even in the most senior base an FO could hold a line after 7-8 months on reserve, considerably quicker in pretty much every other base. Is my logic there flawed?
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Old 06-10-2017, 09:30 AM
  #13868  
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Originally Posted by Rayeli View Post
I think it's a tough situation because it seems pretty clear to me from talking to ALPA during recurrent that management is not willing to give us a payraise that protects people who only make guarantee. The way they've proposed to protect those making guarantee is to convert the bonus into a "salary payment" paid out every two weeks. I think as a pilot group we need to decide which one will benefit us more and make that clear to our reps.

I checked my rainmaker, and as an FO on reserve (1 month in JFK 200, 3 months in DTW 200) I never made more than guarantee. As a lineholfer for 2 months in JFK 200 I equaled 82 hours both times. However in my last 3 months as a DTW 200 lineholder, I credited 92, 98, and 95 hours, all without picking anything up on my days off (I only swapped a few trips to get days off I wanted, I never added any days of work). It seems that every captain I ever fly with says DTW 200 CAs on reserve credit 95-100 hours a month.

From what it seems to me, most everybody would be benefited by an "82 hour" increase to their pay except for FOs on reserve and anybody flying high speeds. That seems to me like a small amount of people considering even in the most senior base an FO could hold a line after 7-8 months on reserve, considerably quicker in pretty much every other base. Is my logic there flawed?
What the hell does the company and the union not understand that most of us don't credit more than 75 hours...(granted I've only been back in DTW 200 for one month and I hit 95 but that included vacation)...I can't imagine every singe month will be that high even though the 200 captain category is understaffed.) Now When I was in LGA all I ever was awarded were lines built to 75 hours, something the company gave me....so why would they award such lines and then allow us to take pay cuts based on a much higher average they are using...NO VOTE from me...period. The company and union can **** off. The union will ultimately agree to whatever the company wants anyways and we have too many new kool aid drinkers here who will vote in their own pay cuts..that's to say we even get a vote.
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Old 06-10-2017, 09:42 AM
  #13869  
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Originally Posted by Rayeli View Post
I think it's a tough situation because it seems pretty clear to me from talking to ALPA during recurrent that management is not willing to give us a payraise that protects people who only make guarantee. The way they've proposed to protect those making guarantee is to convert the bonus into a "salary payment" paid out every two weeks. I think as a pilot group we need to decide which one will benefit us more and make that clear to our reps.

I checked my rainmaker, and as an FO on reserve (1 month in JFK 200, 3 months in DTW 200) I never made more than guarantee. As a lineholfer for 2 months in JFK 200 I equaled 82 hours both times. However in my last 3 months as a DTW 200 lineholder, I credited 92, 98, and 95 hours, all without picking anything up on my days off (I only swapped a few trips to get days off I wanted, I never added any days of work). It seems that every captain I ever fly with says DTW 200 CAs on reserve credit 95-100 hours a month.

From what it seems to me, most everybody would be benefited by an "82 hour" increase to their pay except for FOs on reserve and anybody flying high speeds. That seems to me like a small amount of people considering even in the most senior base an FO could hold a line after 7-8 months on reserve, considerably quicker in pretty much every other base. Is my logic there flawed?
Yes, your logic is flawed because basing it off 83, means your first 100 hours over guarantee is paid at the old bankruptcy rates. You don't start making more until after that, and then if you drop a trip, or call in sick, you are immediately put behind, requiring double time to make it up. Then for every 100 hrs over 1000, you make an additional $2300.



If you want to commit to a long duration contract that is equivalent to $2.09hr raise, when Delta just signed a contract for a 20%+ raise....
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Old 06-10-2017, 10:09 AM
  #13870  
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I think the vast majority of people credit more than 75 hours a month. I know for myself my worst month was 80 hours of credit and that was when I was in upgrade. People who don't fly extra on reserve of who highspeeds would have their T overall compensation remain roughly the same due to increased 401k matching and sick time acrewal. Everyone has their own bias and none of us have hard numbers on what the average credit per pilot is. The company says the average credit per pilot is 89. I think basing the payrates on 83 is a fair compromise as it would benefit most pilots, especially the ones that credit 100+ a month which a lot do. I know last year I would have made over 10k extra as a 2nd year Fo if we had had pay rates instead of retention bonuses.
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