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DAL/NWA 3: The PWA REQUIRED in 2012

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DAL/NWA 3: The PWA REQUIRED in 2012

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Old 02-02-2010 | 01:23 PM
  #71  
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Originally Posted by Check Essential
Apparently you weren't militant enough to get your 3 months.

I follow DAL/NWA current events pretty closely and I've never heard of this issue before.
Did you raise it when the JCBA was being negotiated?

I agree with you though and I welcome you to Delta.
We need all the militant no voters we can get.
This is an issue and it was grieved and resolutions filed only to get shot down by the MEC. We basically got, tough, there arent that many people effected by this... The NWA side said they had it in the original PWA but when the DAL side shifted on their own with mgmt and then fuel skyrocketed they said they couldnt get it in the final PWA.

the problem is that IF we hired newb pilots those pilots would get their pay longevity at DOH making those of us senior to them on a substandard longevity pay. Not to mention that a new hire tomorrow would have 12% starting right away while the rest of the NWA pilots are on substandard % as well.

ALL of this was grieved and resolutions passed but the MEC threw it out as no action taken! It needs to be fixed so that we're all paid equally.
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Old 02-02-2010 | 01:27 PM
  #72  
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Switching gears a little bit...

One thing I would rate as a 10 is solving a general problem with our contract: it's not enforceable or favorable enough, because it isn't simple enough. Every section carries exceptions that invalidate the "meat" of the preceding text.

I would like to see a contract that is cut in half, by taking an axe to all the "to the extent possibles", and "excepts"... I've been furloughed by one of those. And by Joe Kolshack (hardest decision he ever made).

I think arguing for "a simpler contract" sounds a lot better than "a more expensive contract". Tell everyone who will listen we only want a simpler, cleaner contract. Scope, for example, can be made A LOT simpler and easier to understand...

Last edited by Sink r8; 02-02-2010 at 01:35 PM. Reason: aesthetics...
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Old 02-02-2010 | 01:27 PM
  #73  
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Originally Posted by finis72
Volav8r1, My pay seniority date was the same as yours and used basically the same start date of the first in our class to hit the line. I don't know when that changed at the big D but I agree it should be the same for all.
Finis
the problem is that for those of yall that have reached your 12th year mark this issue doesnt effect you anymore.

This effects all NWA pilots that havent hit the 12th year mark fwiw
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Old 02-02-2010 | 02:00 PM
  #74  
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Sorry to be uniformed.

Can summarize this conversation for me?

Did the furloughed NWA guys not get longevity?

Im assuming this same group also has a different DC contribution? If so, how much?

Just wondering
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Old 02-02-2010 | 02:04 PM
  #75  
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From: Douglas Aerospace post production Flight Test & Work Around Engineering bulletin dissembler
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Originally Posted by volav8r1
I will vote no to any TA that doesn't fix the anniversary pay date for FNWA guys.
There are a lot of "unfair" deals out there on anniversary dates. I kinda doubt they'll negotiate a carve out to fix a case for a handful of pilots. After the merger a guy hired after me at the same airline is almost 100 numbers more senior because of class assignment. Others transferred over from subsidiary divisions of Delta.

At the time we accepted the deal we were given and at our levels of seniority no one really gives two hoots about our anniversary dates. Further, fixing some of these issues sets a precedent that others might try to "me too" on.

Not that I'm against fixing a special case, I just don't see those who are not effected getting behind it and some would be jealous if your issue was fixed and theirs was not.
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Old 02-02-2010 | 02:10 PM
  #76  
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Originally Posted by Bucking Bar
There are a lot of "unfair" deals out there on anniversary dates. I kinda doubt they'll negotiate a carve out...
Objection: asked and answered.
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Old 02-02-2010 | 02:11 PM
  #77  
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From: Douglas Aerospace post production Flight Test & Work Around Engineering bulletin dissembler
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Originally Posted by Sink r8
Switching gears a little bit...

One thing I would rate as a 10 is solving a general problem with our contract: it's not enforceable or favorable enough, because it isn't simple enough. Every section carries exceptions that invalidate the "meat" of the preceding text.

I would like to see a contract that is cut in half, by taking an axe to all the "to the extent possibles", and "excepts"... I've been furloughed by one of those. And by Joe Kolshack (hardest decision he ever made).

I think arguing for "a simpler contract" sounds a lot better than "a more expensive contract". Tell everyone who will listen we only want a simpler, cleaner contract. Scope, for example, can be made A LOT simpler and easier to understand...
Along those lines, I like "inclusive" wording, as in the Company "will," the pilot "will." Inclusive language is simpler and more easily understood than exceptions and exclusions are.

I also like the idea of specific penalties stipulated in the Contract. The grievance process is too long, time consuming and convoluted. If the Company errs they should fix the breach and be held accountable. By the same token, they could attach some levy for our non compliance if that is ever an issue.
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Old 02-02-2010 | 02:13 PM
  #78  
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From: Douglas Aerospace post production Flight Test & Work Around Engineering bulletin dissembler
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Originally Posted by Sink r8
Objection: asked and answered.
At least I got past the motion to dismiss for failure to state a claim for which relief could be granted
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Old 02-02-2010 | 02:27 PM
  #79  
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Originally Posted by Bucking Bar
At least I got past the motion to dismiss for failure to state a claim for which relief could be granted
It is so noted, counselor.

I was just afraid of a repeat of this terrible scene:

YouTube - Calm Down
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Old 02-02-2010 | 04:58 PM
  #80  
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From a fellow scope hawk- what about scope restoration on the contract?

There's a lot of large replacement jets out there flying around with "operated by" on them... and that puts a TREMENDOUS downward pressure on potential wages as well as is a constant threat to our jobs.
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