View Poll Results: Minimum Acceptable Contractual Pay Raises
<5% day 1, 15% life of contract
4
3.33%
>5%<10% day 1, 15%
2
1.67%
>5%<10% day 1 20%
1
0.83%
>5%<10% day 1 25%
4
3.33%
>10%<20% day 1 25%
17
14.17%
>10%<20% day 1 30%
17
14.17%
>10%<20% day 1 35%
10
8.33%
>10%<20% day 1 40%
65
54.17%
Voters: 120. You may not vote on this poll
DAL Contract Survey
02-26-2011 | 12:53 PM
#51
Gets Weekends Off
Joined: Nov 2010
Posts: 377
Likes: 0
Having never gone through a contract negotiation, how does the polling get done? Do they send out a paper survey to everyone or just a representative sample? How are the issues or choices presented? Are you limited to what they select or do you write your own priorities?
BTW, I voted in the poll, but unhappily. I think 40% over the life of the contract is way too low.
Last edited by Wilbur Wright; 02-26-2011 at 12:54 PM. Reason: Added BTW
03-07-2011 | 03:47 AM
#53
Thread Starter
Gets Weekends Off
Joined: Dec 2009
Posts: 784
Likes: 0
From: Still in one
03-07-2011 | 05:21 AM
#54
Gets Weekends Off
Joined: Feb 2009
Posts: 2,642
Likes: 0
From: right for a long, long time
No kidding!!!!
Then again, I would accept a 15% payraise!!!
As long as it credit is calculated as follows:
1 hour of pay credit for each 50 minutes of block
1 hour credit for 1 hour of duty
1 hour of credit for each 2 hours of TAFB
Minimum DPA of 9 hours.
The money is in the fine print boys, read the rules first and pay rates last when that TA comes out!
Then again, I would accept a 15% payraise!!!
As long as it credit is calculated as follows:
1 hour of pay credit for each 50 minutes of block
1 hour credit for 1 hour of duty
1 hour of credit for each 2 hours of TAFB
Minimum DPA of 9 hours.
The money is in the fine print boys, read the rules first and pay rates last when that TA comes out!
03-07-2011 | 08:36 PM
#55
Gets Weekends Off
Joined: Dec 2005
Posts: 1,182
Likes: 0
From: M88B
No kidding!!!!
Then again, I would accept a 15% payraise!!!
As long as it credit is calculated as follows:
1 hour of pay credit for each 50 minutes of block
1 hour credit for 1 hour of duty
1 hour of credit for each 2 hours of TAFB
Minimum DPA of 9 hours.
The money is in the fine print boys, read the rules first and pay rates last when that TA comes out!
Then again, I would accept a 15% payraise!!!
As long as it credit is calculated as follows:
1 hour of pay credit for each 50 minutes of block
1 hour credit for 1 hour of duty
1 hour of credit for each 2 hours of TAFB
Minimum DPA of 9 hours.
The money is in the fine print boys, read the rules first and pay rates last when that TA comes out!
03-08-2011 | 03:15 AM
#56
Gets Weekends Off
Joined: Jan 2006
Posts: 946
Likes: 0
From: Right Seat 744
Specifically: 2e., 3., and 4.
ALPA Administrative Manual Section 40 - Collective Bargaining
I. The President shall appoint a subcommittee of the Collective Bargaining Committee dedicated to scope within extended airline families (the “Scope Subcommittee”), subject to Executive Council approval of appointments.
1. The Scope Subcommittee is charged with pursuing the following general goals:
a. Increasing Association knowledge on the function and operation of scope provisions.
b. Enhancing cooperation among ALPA pilot groups within each system of mainline and express carriers in formulation of scope proposals for protection and allocation of flying within that system.
2. In pursuing its assigned general goals, the Scope Subcommittee shall:
a. Comprehensively review and analyze (in conjunction with appropriate Association resources) existing scope clauses of both ALPA and non-ALPA carriers in terms of whether they advance scope goals with respect to the preservation and allocation of flying within extended airline systems.
b. Prepare guidelines with respect to standards and principles concerning scope negotiations, including but not limited to: (i) enhancing career protections and (ii) defending against use of alter egos. Further, the Scope Subcommittee may develop independent approaches to addressing scope language or concepts without necessarily being limited to existing scope language or concepts.
c. Track industry changes in scope clauses.
d. Develop contract models for scope clauses.
e. Consult with Negotiating Committees of ALPA pilot groups within the extended system prior to commencement of negotiations, as provided in subsection 3 below.
f. Communicate with non-ALPA pilot groups within the airline family on scope issues.
g. Be available to consult with Negotiating Committees during negotiations concerning scope, and receive updates on status of scope negotiations as provided in subsection 3 below.
h. Report regularly to the Executive Council, Executive Board and Board of Directors and recommend changes to ALPA policies as it deems necessary.
3. Prior to commencement of any bargaining for any ALPA pilot group within a mainline/express system, the applicable Negotiating Committee will meet with the Negotiating Committees of other ALPA pilot groups in the mainline/express system to review opening scope proposals and how they advance ALPA’s scope goals and guidelines. The committees will work with each other to develop a consensus on proposals; if, however, they are unable to do so, subsection 3a below will apply.
a. Following consultation as specified above, and prior to submission of the scope proposal to the airline, the applicable Negotiating Committee will report to the Scope Subcommittee that ALPA pilot groups have consulted with one another and have or have not reached consensus that the planned scope proposal meets ALPA’s scope goals and guidelines; if the latter, Negotiating Committees of other ALPA pilot groups in the system can submit statements of agreement or disagreement to the Scope Subcommittee, which can recommend changes following consultation with the Negotiating Committees involved.
b. The applicable Negotiating Committee and ALPA pilot groups within the mainline/express system will develop in conjunction with the opening proposal agreed reporting benchmarks with respect to developments in on-going scope negotiations which will require that the Negotiating Committee provide updates on the status of scope negotiations to the Scope Subcommittee. In the absence of consensual agreements concerning benchmarks, the Scope Subcommittee will determine reporting benchmarks.
4. During the period that final approval of a collective bargaining agreement is subject to Presidential review under the Constitution and By-Laws, MEC designated representatives of all ALPA pilot groups within the mainline/express system may submit comments prior to the Presidential signature concerning conformity of negotiated scope provisions with recommendations of the Scope Subcommittee and Association policy.
IT IS UNACCEPTABLE FOR ANY REGIONAL CARRIER TO HAVE A SAY IN OUR CONTRACT!
03-08-2011 | 05:23 AM
#57
Thread Starter
Gets Weekends Off
Joined: Dec 2009
Posts: 784
Likes: 0
From: Still in one
Not gonna happen with ALPA!
Specifically: 2e., 3., and 4.
ALPA Administrative Manual Section 40 - Collective Bargaining
I. The President shall appoint a subcommittee of the Collective Bargaining Committee dedicated to scope within extended airline families (the “Scope Subcommittee”), subject to Executive Council approval of appointments.
1. The Scope Subcommittee is charged with pursuing the following general goals:
a. Increasing Association knowledge on the function and operation of scope provisions.
b. Enhancing cooperation among ALPA pilot groups within each system of mainline and express carriers in formulation of scope proposals for protection and allocation of flying within that system.
2. In pursuing its assigned general goals, the Scope Subcommittee shall:
a. Comprehensively review and analyze (in conjunction with appropriate Association resources) existing scope clauses of both ALPA and non-ALPA carriers in terms of whether they advance scope goals with respect to the preservation and allocation of flying within extended airline systems.
b. Prepare guidelines with respect to standards and principles concerning scope negotiations, including but not limited to: (i) enhancing career protections and (ii) defending against use of alter egos. Further, the Scope Subcommittee may develop independent approaches to addressing scope language or concepts without necessarily being limited to existing scope language or concepts.
c. Track industry changes in scope clauses.
d. Develop contract models for scope clauses.
e. Consult with Negotiating Committees of ALPA pilot groups within the extended system prior to commencement of negotiations, as provided in subsection 3 below.
f. Communicate with non-ALPA pilot groups within the airline family on scope issues.
g. Be available to consult with Negotiating Committees during negotiations concerning scope, and receive updates on status of scope negotiations as provided in subsection 3 below.
h. Report regularly to the Executive Council, Executive Board and Board of Directors and recommend changes to ALPA policies as it deems necessary.
3. Prior to commencement of any bargaining for any ALPA pilot group within a mainline/express system, the applicable Negotiating Committee will meet with the Negotiating Committees of other ALPA pilot groups in the mainline/express system to review opening scope proposals and how they advance ALPA’s scope goals and guidelines. The committees will work with each other to develop a consensus on proposals; if, however, they are unable to do so, subsection 3a below will apply.
a. Following consultation as specified above, and prior to submission of the scope proposal to the airline, the applicable Negotiating Committee will report to the Scope Subcommittee that ALPA pilot groups have consulted with one another and have or have not reached consensus that the planned scope proposal meets ALPA’s scope goals and guidelines; if the latter, Negotiating Committees of other ALPA pilot groups in the system can submit statements of agreement or disagreement to the Scope Subcommittee, which can recommend changes following consultation with the Negotiating Committees involved.
b. The applicable Negotiating Committee and ALPA pilot groups within the mainline/express system will develop in conjunction with the opening proposal agreed reporting benchmarks with respect to developments in on-going scope negotiations which will require that the Negotiating Committee provide updates on the status of scope negotiations to the Scope Subcommittee. In the absence of consensual agreements concerning benchmarks, the Scope Subcommittee will determine reporting benchmarks.
4. During the period that final approval of a collective bargaining agreement is subject to Presidential review under the Constitution and By-Laws, MEC designated representatives of all ALPA pilot groups within the mainline/express system may submit comments prior to the Presidential signature concerning conformity of negotiated scope provisions with recommendations of the Scope Subcommittee and Association policy.
IT IS UNACCEPTABLE FOR ANY REGIONAL CARRIER TO HAVE A SAY IN OUR CONTRACT!
Specifically: 2e., 3., and 4.
ALPA Administrative Manual Section 40 - Collective Bargaining
I. The President shall appoint a subcommittee of the Collective Bargaining Committee dedicated to scope within extended airline families (the “Scope Subcommittee”), subject to Executive Council approval of appointments.
1. The Scope Subcommittee is charged with pursuing the following general goals:
a. Increasing Association knowledge on the function and operation of scope provisions.
b. Enhancing cooperation among ALPA pilot groups within each system of mainline and express carriers in formulation of scope proposals for protection and allocation of flying within that system.
2. In pursuing its assigned general goals, the Scope Subcommittee shall:
a. Comprehensively review and analyze (in conjunction with appropriate Association resources) existing scope clauses of both ALPA and non-ALPA carriers in terms of whether they advance scope goals with respect to the preservation and allocation of flying within extended airline systems.
b. Prepare guidelines with respect to standards and principles concerning scope negotiations, including but not limited to: (i) enhancing career protections and (ii) defending against use of alter egos. Further, the Scope Subcommittee may develop independent approaches to addressing scope language or concepts without necessarily being limited to existing scope language or concepts.
c. Track industry changes in scope clauses.
d. Develop contract models for scope clauses.
e. Consult with Negotiating Committees of ALPA pilot groups within the extended system prior to commencement of negotiations, as provided in subsection 3 below.
f. Communicate with non-ALPA pilot groups within the airline family on scope issues.
g. Be available to consult with Negotiating Committees during negotiations concerning scope, and receive updates on status of scope negotiations as provided in subsection 3 below.
h. Report regularly to the Executive Council, Executive Board and Board of Directors and recommend changes to ALPA policies as it deems necessary.
3. Prior to commencement of any bargaining for any ALPA pilot group within a mainline/express system, the applicable Negotiating Committee will meet with the Negotiating Committees of other ALPA pilot groups in the mainline/express system to review opening scope proposals and how they advance ALPA’s scope goals and guidelines. The committees will work with each other to develop a consensus on proposals; if, however, they are unable to do so, subsection 3a below will apply.
a. Following consultation as specified above, and prior to submission of the scope proposal to the airline, the applicable Negotiating Committee will report to the Scope Subcommittee that ALPA pilot groups have consulted with one another and have or have not reached consensus that the planned scope proposal meets ALPA’s scope goals and guidelines; if the latter, Negotiating Committees of other ALPA pilot groups in the system can submit statements of agreement or disagreement to the Scope Subcommittee, which can recommend changes following consultation with the Negotiating Committees involved.
b. The applicable Negotiating Committee and ALPA pilot groups within the mainline/express system will develop in conjunction with the opening proposal agreed reporting benchmarks with respect to developments in on-going scope negotiations which will require that the Negotiating Committee provide updates on the status of scope negotiations to the Scope Subcommittee. In the absence of consensual agreements concerning benchmarks, the Scope Subcommittee will determine reporting benchmarks.
4. During the period that final approval of a collective bargaining agreement is subject to Presidential review under the Constitution and By-Laws, MEC designated representatives of all ALPA pilot groups within the mainline/express system may submit comments prior to the Presidential signature concerning conformity of negotiated scope provisions with recommendations of the Scope Subcommittee and Association policy.
IT IS UNACCEPTABLE FOR ANY REGIONAL CARRIER TO HAVE A SAY IN OUR CONTRACT!
RTFQ. They don't have a say in anything. They can comment. Duly noted. Thanks for your input
03-08-2011 | 09:18 PM
#59
Gets Weekends Off
Joined: Aug 2010
Posts: 2,530
Likes: 0
Had no idea pay and QOL was so good at southwest...
Shamelessly taken from another board
There are a lot of variables involved so please take this data with a grain of salt. I assume 110 tfp per month, IMHO fairly easy to do when vacation months are included. 16/17 days off on reserve. This doesn't include the company 401k contribution or the pilot 401k contribution. Also doesn't include profit sharing or upcoming (potential) raises:
First Officer 110 TFP/mo
YR1$49.19 $64,933.44
2 $82.99 $109,550.76
3 $92.40 $121,973.28
4 $102.00 $134,633.40
5 $111.73 $147,478.32
6 $116.61 $153,921.24
7 $119.71 $158,014.56
8 $122.85 $162,160.68
9 $124.23 $163,984.92
10 $127.43 $168,209.05
11 $128.84 $170,070.38
12 $130.24 $171,916.80
Shamelessly taken from another board
There are a lot of variables involved so please take this data with a grain of salt. I assume 110 tfp per month, IMHO fairly easy to do when vacation months are included. 16/17 days off on reserve. This doesn't include the company 401k contribution or the pilot 401k contribution. Also doesn't include profit sharing or upcoming (potential) raises:
First Officer 110 TFP/mo
YR1$49.19 $64,933.44
2 $82.99 $109,550.76
3 $92.40 $121,973.28
4 $102.00 $134,633.40
5 $111.73 $147,478.32
6 $116.61 $153,921.24
7 $119.71 $158,014.56
8 $122.85 $162,160.68
9 $124.23 $163,984.92
10 $127.43 $168,209.05
11 $128.84 $170,070.38
12 $130.24 $171,916.80
03-08-2011 | 09:52 PM
#60
veut gagner à la loterie
Joined: Apr 2008
Posts: 23,286
Likes: 0
From: Light Chop
Had no idea pay and QOL was so good at southwest...
Shamelessly taken from another board
There are a lot of variables involved so please take this data with a grain of salt. I assume 110 tfp per month, IMHO fairly easy to do when vacation months are included. 16/17 days off on reserve. This doesn't include the company 401k contribution or the pilot 401k contribution. Also doesn't include profit sharing or upcoming (potential) raises:
First Officer 110 TFP/mo
YR1$49.19 $64,933.44
2 $82.99 $109,550.76
3 $92.40 $121,973.28
4 $102.00 $134,633.40
5 $111.73 $147,478.32
6 $116.61 $153,921.24
7 $119.71 $158,014.56
8 $122.85 $162,160.68
9 $124.23 $163,984.92
10 $127.43 $168,209.05
11 $128.84 $170,070.38
12 $130.24 $171,916.80
Shamelessly taken from another board
There are a lot of variables involved so please take this data with a grain of salt. I assume 110 tfp per month, IMHO fairly easy to do when vacation months are included. 16/17 days off on reserve. This doesn't include the company 401k contribution or the pilot 401k contribution. Also doesn't include profit sharing or upcoming (potential) raises:
First Officer 110 TFP/mo
YR1$49.19 $64,933.44
2 $82.99 $109,550.76
3 $92.40 $121,973.28
4 $102.00 $134,633.40
5 $111.73 $147,478.32
6 $116.61 $153,921.24
7 $119.71 $158,014.56
8 $122.85 $162,160.68
9 $124.23 $163,984.92
10 $127.43 $168,209.05
11 $128.84 $170,070.38
12 $130.24 $171,916.80
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