You can dress a chicken in a skirt and call it a Pary Fowl if you want, but it's still a chicken.

If the raise is based on 83 hours, but they only pay us 75 hours, then it's a pay cut, period. Heck, since you are willing to work more hours, why not base it on 95 hours min guarantee?

"prop up the minority making close to guarantee at the expense of those working more." I LOL'd. If I work 75 hours, then I expect to get paid for 75 hours. If I work 85, then 85. If you choose to work 130, fine. But if you work 130 hours for $50 an hour vice working 130 hours for $55 an hour, you'll be making less money. If you are so keen on getting paid less money per hour, Mesa will take you in a heartbeat, I suspect.

Yes - You can non-rev on any Delta carrier. JS can only be done if there are no seats in the back on anyone but EDV.

I believe most of these deviations are on the 200. So do you really believe that senior 900 drivers that have been doing ATL RNAV departures for years are suddenly screwing up now?

Ever heard of status quo? What you're suggesting could easily be construed as a job action. Look at what happened to Spirit pilots recently. The temporary restraining order filed and granted against them included APC posts.

Any dollar amount that is added to your hourly rate is a pay raise.

Bonus' are not pay, especially ones scheduled to expire.

Dude, hold on.... It's your choice to fly more than 75. Just like it's our choice to spend time with our families, children, spouses, babys, etc. You were hired at 75 hours with the option to work more and you take it, awesome for you! You essentially agreed to pick up extra shifts to earn overtime pay. Sweet!

Basing it off anything other than 75 is saying now you HAVE to work more whether you want to or not or else suffer a pay cut. What happens when the economy turns and there's less open time to pick up? What happens during recurrent months when you barely clear 75. What happens when your wife gets sick and needs you home more? What happens when............? You get the point.

I cannot fathom how you people are suggesting it's ok to accept a scenario where you have to work more than you've agreed to in order to make the same amount of money, and lose money when you can't. If this was any other industry there would be protests in the streets. You agreeing to work more does not debase or devalue those of us who simply work what we've agreed to in our offer letter. And for those of us who do occasionally make less than 83 hours, we'll be taking a pay cut in the largest period of pay growth in pilot history. How does that statement alone not turn your stomach?





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False.......

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This .......100% agree!

It is absolutely not my choice to work more than 75 hours. The company can push any lineholder up to 90 hours a month. And they can use any reserve pilot up to the FAR limits each month. Which has been happening, particularly for 200 captains. We have always been paid based off an hourly rate. Going to any kind of salary-based system means that people who are working more, whether by choice or not, are being compensated less for each hour of work. Even if I do choose to pick up an extra shift, it doesn't make your time more valuable than mine. The conversion at 83 hours is status quo or a raise for the vast majority of our pilots.

I can't believe I'm even responding to a comment so mind-blowingly stupid, but here goes:

According to Merriam-Webster, pay is defined as: "something paid for a purpose and especially as a salary or wage"

So if the bonus is not pay, how come the IRS taxes it as pay (salary or wage), how come the union takes dues out of it as pay (salary or wage)?

This April, when you file your taxes, why don't you try telling the IRS the bonus isn't pay, and because it's going to expire, it shouldn't be taxed. Tell us how that works out for you.

Anyone that thinks we should accept anything less than $25.56 per hour across the board (bonus conversion at min guarantee) needs a shrink.