Your kidding right, someone with a lot of time and a spreadsheet program with colors made up those pay scales... I'm a new hire, I don't know what things were like before the bankruptcies.

 

I hate to tell ya, but those were the rates right up to LOA 46.

 

How do we go from talking about the PA, to talking about priorities? Sure, we want better crew meals, but does it rank the same as payrates?

How about a way to express where something fits within our priorities? How about a 1-10 scale, where ten is most important?

My understanding is that pilots always go for payrates. Off the top of my head, I would want:

10 - Workrules that do not penalize ME for IROPS, OE, etc.

9 - Payrates that
a) restore my pay to an acceptable level upfront, and
b) are indexed for inflation.

8 - A Reserve System that isn't an Unscheduled Line Holder System:
a) Trip Assignment and LC/SC strictly in seniority order, with no Scheduler discretion.
b) No 24-hour SC for Int'l.
c) Includes a "High" and "Low" option, based on seniority.

8 - Zero Scope/JV concessions.

8 - A medical plan that's designed for me, not UHC.

8 - Increased DC contributions, across the board, with no "matrix", and no attempts at social engineering.

These are the staring points, for me.

 

Expand on it. I know you are talking about 23K. I agree.
Agreed, probably not a good idea to talk percentages etc, but how about subpart B:
Indexed to at least two indexes with a backup currency. I know crazy but I think it is a good idea.
That in effect means dumping the entire system. I beleive that a few ppl indicated the issues with some of this. We should discuss the pros and cons in depth of this one
Agreed, or International is international without the domestic option. Make the SC a domestic or international

At a min.
It is self funded by DAL and UHC runs it. I get what you are saying though.
Expand on that one. I am junior and I think a DC catchup in line with the government catchup option should be looked at for our older pilots. Everyone would get it some day.


A good start.

 

I want SC to count towards your RAW score. I think this is important for pilots commuting to reserve as you have to fly in and sit reserve but get no credit.

 

I like the list thing that sink was doing. Maybe we can spin off what was done for the December AE...


I believe we (DALPA) and IT (??) should look at trying to change:

1. Recall rights. 180 days is too short.
2. Reserve Raw Score system. Too confusing for slow folks like me.
3. Jumpseat booking procedure. Let's do the computer thing.
4. Jumpseat booking policy. 5 1/2 , 3 1/2, 1 1/2, is too short.
5. Look into a more solid call in honest policy paywise.
6. Simplify passwords for Phone system
7. Look into ACARS logging of landings
8.
9.

 

I agree 100%. And make sure SCs are done via senority. I've seen a junior guy get a trip when a senior guy gets a SC.

 

new:

I was rating importance of each issue on a scale of 1-10 (just to pick something). I did that because a comprehensive list would always change as things are added in their right spot. I.e., it allows two people to talk about how much something matters, without consulting a long list of their personal preferences. You're not saying ACARS is a seven out of ten, but Reserve is two, right? Becuase for me, ACARS isn't even on the list of things I want in 2012. Something the company can make better on their own dime, sure, but not something I'm going to use torches and pitchforks over.

 

+1. I believe SC should be a choice that comes its' own risk and rewards. You should work less days when you get SC's. They should not count the same as a 12-hour call-out.

Speaking of LC, TWA had (I believe) 9 hours call-out during daytime hours, but 15 hours from evening until morning. That made it a true LC system, friendly to commuters.

As an aside, I don't know why we don't have a very small percentage of Reserves on Ready Reserve, for a given duration, at very high Credit. Maybe I only make that distinction because I'm based in New York, where noone can be promptly available to three airports. Maybe SC and "Ready Reserve" means the same thing in other domiciles?

But I think it wouldn't be difficult to design a comprehensive system where people get rewarded with more time off for being more avialable during SC, and even more time off for a form of Ready-Reserve.

 

You are correct. I am not saying that at all. I'm just lumping everything in one big pot. No order of importance and some are in the same sentiment. If the company can see its way to simplifying those passwords: great. If not, I know we have bigger fish to fry.