Because we're sitting reserve for every one in the DCI system unfortunately.

 

This is dumb.... we should not be penalized for somebody else's lack of ability to staff there airline. I agree our rsv rules are terrible.

 

How is being able to hire pilots, best pay, being Delta's preferred regional being punished?

 

We should not be required to sit rsv for other airlines we don't work for other said airlines.....if I wanted to work there I would have applied there...nice devils advocate though.... I am also not saying this place sucks. I actually enjoy working here and have for the last 8.5 years! But doesn't mean we shouldn't have better rsv rules or we should have our guys sitting rsv for other company's!

 

That's just the hourly rates, that doesn't factor in the increased retirement compensation, work rules, and further benefits. I sat down one day, and figured out mainline is approx 2.5-3.5 times the pay depending on where you sit just with their 900 pay. It balloons up to 6 times the pay when you reach the widebodies.

 

Yes, that is the worst part about it, you look on the reserve list, and see you will have the day off, then bam, a Skywest sick call, and you're flying.

 

Not disagreeing that it would be nice to see pay raises but you also have to think about long term viability. If we substantially increase our costs why would they send us airplanes if Skywest can do it at half price? We can't totally price ourselves into extinction.

Now in a few years if the pilot shortage is really starting to hurt then it won't matter.

 

It's a trade off between cost and value returned honestly. If we're going to cost more, we have to have a substantially better product than any other regional provides, and it appears we do that in NYC.

 

Endeavor is basically in house flying, and Delta has full control over everything. Delta is a bit particular about their image.

 

Mesabah is right, love the avatar btw. DL knows how this game works and is covering the bases with the small payroll cost. Is it right? Doesn't matter. DL is an airline and a bigger business. It makes sense, proven by performance, so they can and will do what is needed to ensure the product label. As a shareholder, it makes complete sense, as a passenger, it would show commitment (if they knew), as an employee, it can be frustrating but is at least understood. For another DCI, it's only an expense that may or may not be covered in the ASA/CPA agreement.

Until you look at the "big picture" nothing makes sense. DL owns endeavor and it's a very cheap insurance policy to cover anything falling through the cracks... in that scenario there will always be some who feel screwed, but that's business. DL is in the game to make money. As soon as that is forgotten everything will collapse on all 3 levels (business, shareholder, employee).

The only saving grace is movement, which has been happening rather quickly. A guy I trained earlier this year is bidding #1 in a NY base. That used to be many years on the job and I guarantee he isn't complaining, other than the fact that upgrade is still "just a couple" months away. Take a step back and look at the big picture. Our contract could be amazing for QOL on reserve, and all aspects of the seniority range, but it would take out the last minute coverage of a number of issues impacting DL's performance. We are the end options if/when things go south. Cheap to insure.

I could say "pay your dues" but someone will always be able to claim a hardship... and here we are full circle. I can affirmatively say that it could always be worse.