FtB;
Like many things the 1.5 above 80 is good at first pass, but when you get in to the unintended consequences for it in slow times like this, yep it is not the way to go. ALV and max pickups provide much more job protection.

The guys that wrote it were not born yesterday. It may mean less on your W-2 but it means more W-2's attached to Delta Pilots.

 

I completely agree. Not to mention it hoards the wealth for the more senior among us while g-slips and such spread it. More equal opportunity.

I still think IA's should be 2x pay for reserve pilots. I didn't take up any of the IAs offered this past week because frankly they were not financially good deals and enough incentive to give up time at home with family over the weekend to work. 2x pay and I'd more than likely been out the door with my wife pushing from behind.

 

Agreed. I do not generally put in GS or answer IA calls. Double pay may make me think about it as a reservist, but I know for sure triple pay would!

 

Okay! So we are not debating WHAT we are, we're just debating the price???!!!

Denny

 

Denny;
Of course. We provide a service. It is always about what price we are willing to sell that service for.

 

Has to be the most stupid thing I've read.

This isn't about earning what makes you feel good. It's about being compensated for the responsibilities the job entails.

 

How about a preflight and post flight pay rate (maybe half of your flight pay for starters). You start getting paid at your SCHEDULED sign in which stops at block out and starts again at block in and runs until 30 mins after block in.

 

OMG,

He was just trying to spin off multiple topics quickly.

BTW, in understanding the whole compensation continuum, there are certain levels of compensation for said job that have a "feel good" return. It is the job of a labor relations specialist to find the exact point where you get enough work out of said employee for the least amount of compensation. The risk is to tear down too much "feel good" compensation to the point that it will effect the bottom line.

In reality 100% is not needed, and many companies are happy with 80% because it costs a lot less. Just like airspeed on a jet. It costs a lot more to go a little faster and save three minutes. Same goes with compensation. The cost of that last 20% can be great.

As for compensating us for our responsibilities; I agree, but until the qualified entrants in this career field drop, that is going to be very difficult. (constant headwind)
Go see what a person in any other field gets compensated for a 50-300 million dollar asset and the liability to go with it. Lots of money. That is what we need to shoot for. Part of that is raising the bar for entry. That is topic of one of our other threads.

 

Alright, just for fun lets see what our hourly wages would be if we were paid by time away from base (TAFB) which is duty plus overnight. Without having the specific numbers I just took the min guarantee pay salary per year and divided it out by an average TAFB for the month. I figured the TAFB based on a 4 day trip with 23 hours of credit and 75 hours TAFB which gave me 228 TAFB for the month. Its a ball park for dicussion. So divide monthly pay by 228 hours and here ya go:



My bet, if we ever negotiated this then we'd be doing 23.9 hour 3-days and 29.9 hour 4 days. So you'd hit 70 hours in 3 3-day trips. Again, as ACL said, the people who wrote our contract weren't born yesterday but it is an interesting idea. It'd pretty much be saying "stop wasting my time" and give me a salary that makes comparing us to regular folk more fun. Just imagine the reaction if the numbers leaked out that DAL was to start paying 747/777 Captains $80/hour. People would be livid. But that'd work out to be $218K on min pay.

 

FtB;
Try this. Compute it out using duty time avg per trip, not TAFB. It will be more per hr but gives you a better representation of compensation for workers on salary and per diem.

My guess is an average of 11 per day 44 per week.