We do not have this ability, fortunately we probably will not need such an ability since the "market" for Pilots will provide our leverage.

Did you notice that AMR just "gave" their Pilots an 8% raise, no strings attached in the middle of a contract? AMR management is not known for being especially altruistic. Why did they do this? Because in the opinion of AMR management it will benefit American Airlines.

We are at the point where a better DH policy, a more generous crew meal policy etc will benefit Delta Air Lines and this is why such items are obtainable.

Yes it would be nice to think that DALPA has wised up and finally realizes that everything management says in section 6 should be taken in the context of a negotiation and not brought down from the mountain via two tablets by a bearded man wearing a robe.

Hopefully DALPA has learned from the mistakes of TA-15 but most future gains will be probably be provided by a rising worldwide market for Pilots.

Scoop

So when you negotiated contracts you had no idea what the total dollar value the cost to your company was going to be when every part was complete? You negotiated without a concept of where you wanted that number to end up?

This thread is amusing. I've worked for both companies. What's good for the goose is good for the gander.
1. Contract surveys. Union can't put it in the request bucket if you don't know what people want. Everyone wants a different piece of pie. The company wants to divide us and we do a nice job all on our own. We don't even get mass turn outs for the surveys
2. Look at DGS instructors working in the training department. How can the union not fight for its own SLI's getting positive space passes to commute in for work when a contract employee gets positive space passes. And part of the reason is the head of line checks whined about his people not getting em. Gotta talk with your feet to get it done.

We all have differences. Pay attention to each airlines contract. Difficult at best when you can't decide on your own contract. Good luck to you all in the next negotiation. Set the bar higher for us all.

We all have differences. Pay attention to each airlines contract. Difficult at best when you can't decide on your own contract. Good luck to you all in the next negotiation. Set the bar higher for us all.[/QUOTE]



We are more unified than this forum would indicate, as was shown in our last contract vote. It's the same few mgmt wanna bees that over load this site. They are known as firemen who try to wash out any gains this group has earned. Too many have lost too much to listen with anything more than apathy.

The interviewee take rate has decreased each year since the data were published, so your statement might be true about 2014, but it is false for 2015, 2016 & 2017.


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Too lazy to look it up, but I saw the same thing Gucci did. Granted, not a huge change, but noteworthy in that the success rate drops year by year

Edit, got curious. Here's the flying Ops numbers from Aug update:

Year: Interview success rate

14: 78%
15: 74%
16: 72%
17: 70%

Sailing,
I have a good deal of respect for your knowledge on Delta Air Lines. I am disappointed in your analysis if the August 2017 Flying Ops Update. You have chosen an irrelevant fact to counter a valid point. Your comment about hiring record numbers is accurate, but not relevant to the fact you are rebutting. I clearly stated we have to filter through more candidates to hire one. Our pilot hiring numbers on the top page in the bright colored table prove this point exactly. I'm not publishing internal company communications, but the August 7th Flight Operations email has the link to the document on Delta Net. Look at the interview success rate in the orange column.

I knew exactly where I wanted to end up and always had a solid cost analysis. When the other party came to the table already conditioned to give something up, I moved my bar a little higher, because I knew their "defeatist attitude" moved the negotiation in my favor.

You are worth what you negotiate. If you don't think you can get our deadhead language (which is cost neutral) without giving something up... defeatists like you have nothing but stagnant wage growth and consessions ahead.

Boy I hope you're never on DALs negotiating committee.

Years ago they used to interview 6 a day and hired 1 or 2. Some days none. Now we hire 70%. I still can't get highly qualified guys interviews. I am talking mil guys with 4000 hours of 121 PIC and check airman positions. They are not hurting in the least! Maybe in a few more years but I doubt even that will come to pass. They are seeing more need to repeat training events so perhaps they are looking harder. I hardly call a take rate dropping from 78 to 70 a crisis.