Connect and get the inside scoop on Airline Companies

Welcome to Airline Pilot Forums - Connect and get the inside scoop on Airline Companies

If this is your first visit, be sure to check out the FAQ. Join our community today and start interacting with existing members. Registration is fast, simple and absolutely free.


User Tag List

Post Reply
 
Thread Tools Search this Thread Display Modes
Old 04-22-2006, 11:12 AM   #1  
Fun Officer
Thread Starter
 
RockBottom's Avatar
 
Joined APC: Feb 2005
Position: Dallas, Texas
Posts: 515
Default Delta T.A. Details

Scope

• 76-seaters will be allowed at DCI, with strict limitations on numbers, and with
incentives for mainline growth.
• If the Company furloughs a pilot on the current seniority list (Troy Kane and above), DCI
cannot fly any of the 71-76 seat jets with more than 70 seats. In fact, they must then
physically remove the excess seats from ALL such aircraft for the balance of this
contract.
o Beginning January 1, 2007, DCI is allowed to operate fifteen jets
configured with 71-76 seats. They may operate these aircraft prior to this
date, but with a maximum of 70 seats.
o On January 1, 2008, DCI is allowed to operate an additional fifteen 71-76
seat jets.
o Additional 71-76 seaters can be added, but only on the basis of mainline
aircraft growth (three 71-76 seaters for one growth mainline aircraft).

• Delete minimum block hours and planned percentages.
• Delete designated flying block hours.
• Change in control provisions allow flexibility in Chapter 11, but preserve
essential protections in an airline-to-airline transaction during Chapter 11.
• Delete the required recall of all furloughed pilots by August 1, 2008.
• Delete the requirement to be at a 75 hour ALV in certain categories for 3 months
prior to furloughing. Maintain the three month furlough notice requirement.


Compensation

• Composite hourly pay rates will remain at 14% below the LOA 46 rates for the
balance of 2006.
• On January 1, 2007, rates will be increased 1.5%.
• On January 1, 2008, rates will increase by at least 1.5%, and may increase up to
6% based on corporate financial performance.
• On January 1, 2009, rates will increase by at least 1.5% above the minimum 2008
rates, and may increase up to 6% above the actual 2008 rates, based on corporate
financial performance.
• On December 31, 2009 rates will increase another 1%.
• See attached minimum and maximum pay rate tables.
• The 12 year captain rate for the EMB-190/CRJ-900 will be $95.70 on June 1,
2006 and subject to the above adjustments.
• The 12 year captain rate for the EMB-195 will be $112.50 on June 1, 2006 and subject to
the above adjustments.
• Delete night pay.
• International pay is $5.00/hr for captains and $3.00/hr for F/Os.
• Increase profit sharing pool divided among all employees from LOA #46 to a 15% payout
at first dollar of pre-tax income; 20% payout on pre-tax income over $1.5B divided
proportional to W-2 income.
• Domestic per diem is $1.85/hr.
• International per diem is $2.40/hr.


Hotels

• Expanded hotel reviews and a stated preference for nationally branded hotels.


Vacations

• Effective April 1, 2007, reduce the value of a vacation day to 3 hours.
• Effective April 1, 2007, delete the 6th week of vacation and reduce the vacation
accrual rate.


Hours of Service

• Sixty minute report for flight segments to/from Hawaii.
• Increase DBMS displays for flight hour and PWA limitations.


Sick Leave

• The new sick leave year will be from June 1 – May 31 for all pilots.
• Pilots in their 9th year and above will have 240 sick leave hours each year.
• On a rolling 3 year basis, a pilot will have 240 hours at full pay and the rest at 75% pay.
• Pilots returning from disability will have their full pay sick leave credit hours
recharged (once in a career).


Scheduling

• The company must comply with the TLV limits commencing April 1, 2007.
• A Delta jumpseat reservation will now satisfy the commuting policy.


General

• Flow back jumpseat to be negotiated with Alaska, Northwest and Continental
immediately and with US Airways and United beginning January 1, 2007.
• A flight attendant jumpseat may be occupied by a pilot, but only if it is the only
seat available on the aircraft and no flight attendant (working or not) has
requested the jumpseat.
• Yearly non-rev pass fee of 50 dollars maximum, and no more than other
employees.
• Pilots on the FOQA monitoring team will be covered under Section 24 J. 2. and
not subject to GS charges to ALPA.
• LOA #52 establishes the Civil Reserve Air Fleet procedures.
• Financial advisory fees and major ALPA costs paid by Company.


Retirement, Insurance, and Disability and Survivor Benefits

• Money Purchase Pension Plan accounts will be distributed to individual pilots for
self-directed investment.
• Defined Contribution (DC) Plan contribution of a flat 9% to all pilots after Pilot
Defined Benefit (DB) Plan termination.
• Maintain company 2% 401(k) cash contribution.
• ALPA will not oppose DB Plan termination.
• Implement Roth 401(k) accounts and permit contributions up to the IRS limits for
all plans.
• Disabled pilots receive disability income until mandatory FAA retirement age.
• Disabled pilots will continue to receive DC Plan and 401(k) contributions at two
times their disability benefit. This provides a retirement benefit for a disabled
pilot for the years of service while disabled.
• Income offset once a pilot on long-term disability (LTD) achieves outside income
that equals LTD income.
• Limited neutral medical examiner process for continued LTD eligibility.
• $500,000 life insurance (with guaranteed insurability) replaces current survivor
annuity beginning 1/1/08.
• Life insurance decreases to $250,000 on retirement, and then steps down in
$50,000 segments during first five years of retirement, ending with the current
$10,000 benefit.
• Company authorized to expend up to $60 million per year from the D&S Trust to
pay legally permissible pilot expenses. Establish D&S Trust re-funding
mechanism.
• Amend D&S Plan to assure that only persons who are or have been on the
seniority list (and their survivors and beneficiaries) are eligible to be beneficiaries
of the D&S Trust.
• Amend D&S Plan to clarify that in the event of DB Plan termination, disability
benefits are offset by calculated (not actual) retirement benefits.
• Clarify MPPP offset in the event of DB Plan termination.


Bankruptcy Protection Covenant, ALPA Claim, and Notes


• The Bankruptcy Protection Covenant is an extensive legal document that
supersedes the LOA #46 Bankruptcy Protection Letter.
• The company cannot file another Section 1113 motion to reject the PWA during
this bankruptcy unless in imminent danger of losing its DIP financing and
satisfaction of other tests.
• Legal protections for ALPA and its representatives.
• The company must propose and may only support a Plan of Reorganization
(POR) that contains the ALPA Notes, the ALPA Claim (equity), and other terms,
including assumption of the PWA as modified.
• If the company's POR does not comply with the ALPA terms, procedures are
established to return to the PWA in its entirety as it existed prior to LOA #50.
• $650 million note or cash (at company option) in consideration of contract
concessions if the DB plan terminates. MEC to determine allocation.
• $2.1 billion bankruptcy claim in consideration of contract concessions. In a
bankruptcy, a claim is usually paid in equity (stock in the reorganized company
when it exits bankruptcy). The value of equity resulting from a claim will depend
on the value of the company at exit from bankruptcy and the size of the total
claim pool. The value of the stock is usually much less than the nominal value of
the claim itself. For example, in the United Airlines bankruptcy, at the time of
exit from bankruptcy, the newly-issued United stock traded at about 24% of the
nominal value of the claim; today the stock is trading at about 16% of the nominal
value of the claim.
• The MEC may be able to decide that the notes, cash and equity described above
may be allocated to qualified retirement plans, up to Section 415(c) limits.


Recovery Compact

• Process established to repair and improve employee-management relations.

Delta’s Section 1113 (c) demands that were not achieved:

• 19.5% pay cut with no pay raises
• Delete 401 (k) company contribution
• Five year duration
• Delete all furlough protections
• No financial returns
• $325 million concessions per year and no recognition of DB Plan termination
• 79-seat jet DCI aircraft
• Delete the change of control provisions
• Establish a sick leave reliability program and impose draconian sick leave terms
• Minutes under offset by minutes over
• 15 minute release per duty period
• No captain on relief crew for flights over 12 hours
• Change max scheduled duty time
RockBottom is offline  
Old 04-22-2006, 11:57 AM   #2  
Banned
 
Joined APC: Apr 2006
Position: FO dhc-6
Posts: 523
Default

so there salaries will finally start going back up in 2009 if the airline is profitable again? Man that sucks for all the pilots in their 50's. What a lousy way to end their careers, they spend their last years of flying bringing the company back into the black then they dont get to see any of it
hatetobreakit2u is offline  
Old 04-22-2006, 12:05 PM   #3  
Gets Weekends Off
 
767pilot's Avatar
 
Joined APC: Mar 2005
Position: 767 captain
Posts: 2,489
Default

Quote:
Originally Posted by RockBottom
Scope

• Process established to repair and improve employee-management relations.
We need this at our airline too!
767pilot is offline  
Old 04-22-2006, 01:42 PM   #4  
Need More Callouts
 
757Driver's Avatar
 
Joined APC: Dec 2005
Position: Unbridled Enthusiasm
Posts: 2,100
Default

Quote:
Originally Posted by Rockbottom
• Process established to repair and improve employee-management relations.
We've got it at CAL and its called the "Partnership Accord". What it boils down to is a one-way street that management uses to completely by-pass any chance of the Union protesting their actions.

It sucks and you can have ours if you really want it.
757Driver is offline  
Old 04-22-2006, 04:40 PM   #5  
Gets Weekends Off
 
767pilot's Avatar
 
Joined APC: Mar 2005
Position: 767 captain
Posts: 2,489
Default

Quote:
Originally Posted by 757Driver
We've got it at CAL and its called the "Partnership Accord". What it boils down to is a one-way street that management uses to completely by-pass any chance of the Union protesting their actions.

It sucks and you can have ours if you really want it.
They're all the same, aren't they?
767pilot is offline  
Old 04-22-2006, 04:44 PM   #6  
Gets Weekends Off
 
IXLR8's Avatar
 
Joined APC: Mar 2006
Posts: 138
Default

How does this compare to the NWA TA?
IXLR8 is offline  
Old 04-23-2006, 01:32 AM   #7  
Line Holder
 
Joined APC: Apr 2006
Posts: 26
Default Just as I Assumed

Yes, this TA definitely continues the pattern of TAs since 9-11, i.e., pilot salaries and benefits being systematically reduced to the level of "blue collar professionals" (my term). In other words, pilots are well along a glide slope taking their compensation to levels similar to those paid to experienced big-city policemen, factory foremen, civil servants, successful new-car salesmen, etc. I figure the bleeding will taper off when salaries for mainline captains stabilize in the 100-120K range.

I'm young enough so that I can reconcile myself to that salary level. I mean, it's still six figures. You can raise a family on that. You can send your kids to college (state schools, with financial aid). You can take a good vacation once a year. Might be tough to buy a house these days in any "hot" metropolitan area, but at least in our profession you can live just about anywhere with airline service and commute.

I'm afraid this new reality is going to further stimulate a wall of anger from pilots older than me, however -- say, guys in their late 40s and up. Frankly, I'm not looking forward to cockpit conversations in the years to come with the older guys. There's already a ton of bitterness, as we all know -- but I think it's going to get worse, because I don't see the situation getting "better," just stabilizing for the indefinite future at a new, lower, compensation level.
Seaber is offline  
Old 04-23-2006, 05:38 AM   #8  
Gets Weekends Off
 
Skywriting's Avatar
 
Joined APC: Sep 2005
Position: Retired
Posts: 157
Default

Quote:
Originally Posted by Seaber
Yes, this TA definitely continues the pattern of TAs since 9-11, i.e., pilot salaries and benefits being systematically reduced to the level of "blue collar professionals" (my term). In other words, pilots are well along a glide slope taking their compensation to levels similar to those paid to experienced big-city policemen, factory foremen, civil servants, successful new-car salesmen, etc. I figure the bleeding will taper off when salaries for mainline captains stabilize in the 100-120K range.

I'm young enough so that I can reconcile myself to that salary level. I mean, it's still six figures. You can raise a family on that. You can send your kids to college (state schools, with financial aid). You can take a good vacation once a year. Might be tough to buy a house these days in any "hot" metropolitan area, but at least in our profession you can live just about anywhere with airline service and commute.

I'm afraid this new reality is going to further stimulate a wall of anger from pilots older than me, however -- say, guys in their late 40s and up. Frankly, I'm not looking forward to cockpit conversations in the years to come with the older guys. There's already a ton of bitterness, as we all know -- but I think it's going to get worse, because I don't see the situation getting "better," just stabilizing for the indefinite future at a new, lower, compensation level.

Judging from this statement you should make a great regiional pilot. Listen to the professionals on this forum and just mabe you will learn that there is a lot more to this job then you have made assumtions about.
If your satisfied with the figures you quoted for salary you will be doomed to that nitch forever. Try having some vision and imagination which is required by the professional in this job. By the way we need ramp people to help bring back this industry to the levels it deserves. There could be a opening there for someone with yur vision.
Skywriting is offline  
Old 04-23-2006, 06:19 AM   #9  
Line Holder
 
Joined APC: Apr 2006
Posts: 26
Default

Quote:
Originally Posted by Skywriting
Judging from this statement you should make a great regiional pilot. Listen to the professionals on this forum and just mabe you will learn that there is a lot more to this job then you have made assumtions about.
If your satisfied with the figures you quoted for salary you will be doomed to that nitch forever. Try having some vision and imagination which is required by the professional in this job. By the way we need ramp people to help bring back this industry to the levels it deserves. There could be a opening there for someone with yur vision.
I don't see how "vision" is going to reverse the market fundamentals that are driving the assault on pilot compensation. Sure, management at practically every major has been marked by absurd management benefits, incredible stupidity, out of control arrogance, etc. But the evidence is overwhelming about how our industry has changed in the last five years due to market fundamentals.

So go ahead and live in your dreamland about "vision" but please don't pretend that we can bring back the past by pretending we're Gen. Washington crossing the Delaware!
Seaber is offline  
Old 04-23-2006, 07:02 AM   #10  
Self Employed.
 
SkyHigh's Avatar
 
Joined APC: May 2005
Position: Self-employed, C-150 CA
Posts: 7,105
Default Seaber

Quote:
Originally Posted by Seaber
I don't see how "vision" is going to reverse the market fundamentals that are driving the assault on pilot compensation. Sure, management at practically every major has been marked by absurd management benefits, incredible stupidity, out of control arrogance, etc. But the evidence is overwhelming about how our industry has changed in the last five years due to market fundamentals.

So go ahead and live in your dreamland about "vision" but please don't pretend that we can bring back the past by pretending we're Gen. Washington crossing the Delaware!

Seaber

You have to get into the union mantra. Chanting ridiculous things over and over again long enough till you begin to believe it.

SkyHigh
SkyHigh is offline  
 
 
 

 
Post Reply
 



Thread Tools Search this Thread
Search this Thread:

Advanced Search
Display Modes


Related Topics
Thread Thread Starter Forum Replies Last Post
Delta Survival Hinge Point RockBottom Major 5 04-13-2006 06:14 AM
Delta MEC Chairman Letter RockBottom Major 10 03-28-2006 12:46 PM
Delta Ready for Pension Battle Sir James Major 0 10-16-2005 10:14 AM
Delta selling ASA to Skywest... geshields Major 2 08-16-2005 04:00 PM
Delta's high price of survival Sir James Major 0 04-13-2005 11:13 AM


All times are GMT -8. The time now is 07:53 AM.