Any broad strokes on how the two compare?

How much did the company move since their last best offer?

Was the vote of No Confidence the game changer?

How in the world did you get so many pilots to picket?

So many questions from a Delta guy.

Thanks in advance.

 

1) my memory is fuzzy but the run rate on ta1 was about $1 billion and ta2 run rate should come out to $2.8ish billion or so. Big hang ups were a ratification "bonus" that was worth about 1.2%/2.5% vs ta2 3/4/4. Pay is obviously higher and the big win is 15% B fund vs 10% retirement match. Section 1 language was weak as well in ta1.

2) I think they met us at around 92-95% of our platform asks. It looks like they added about $800 million in value from last month.

3) I believe it was a game changer. It created national news, along with several other stories relating to labor discord, the IT meltdown etc. They were on their heels and having multiple work groups on board was key along with the biggest picket ever shortly after. They were getting clobbered in the media.

4) the company actually gets most of the credit here. SWAPA has been shining a light on the company's poor negotiating tactics of delay, low balling, and misleading us. It ****ed the pilot group off greatly and there was real leadership and unity at swapa this year to harness all the angst.

 

Thanks for that.

Am I reading it correctly that there's a 15% raise plus a 5% bump in retirement contributions??

 

The pay raise if ratified is 15% DOS and four 3% raises every year from 2017-2020. It compounds to 29.46% in total.

The retirement went from a 9.3% 401K dollar for dollar matching to a 15% B fund where we don't have to put in a penny of our own money.

Based on these two factors alone this TA will easily pass IF Section 1 scope language is strong.

 

Yes, 15% pay snap up. Retirement goes from current 9.3% match to 12% B fund for '16, 14% In '17 and tops at 15% in 2018.

 

So, an additional 5.7% from the company by 2018 in comparison to what they are contributing now?

What I'm getting at is the 15% will be viewed by some at Delta to not be a clear win for those demanding more than current company offer. The extra bump in retirement funding tamps that down a bit from my view.

I'm not trying to judge what you guys should do or not do.

Thanks for responding.

Also - What concessions were made? You stated an extra $800 Million since last month. I assume that's counting retro and through the term.

Also, nice work on the 3% at the end. Not sure ice ever seen that anywhere else.

 

It's not just an extra 5 percent for retirement. The 401k match is great, but I essentially take a 10 percent pay cut now to pay myself later. Guess what? I need that money now. I have bills to pay. I just suck it up and put it in retirement though because to do otherwise would be foolish. I don't have the choice to invest or spend it.
There are plenty of guys on first, second, and tenth year pay that are not contributing to their 401k because they can't afford it due to whatever their circumstances are. The company knows this and that is how they were saving money. Retirement at SWA is a shell game and pilots and flight attendants and rampers are all on the same plan.
A B fund is industry standard for major airline pilots. It is a huge gain in my opinion.

 

We still have VERY limited info so we can't really answer all those questions.

 

This ^^^^^^^^^

 

In a nutshell, here is the comparison of the failed TA to the current AIP:

PAY: TA1=17.6% AIP=29.43% over the life of the contract
RETIREMENT: TA1: 10% 401K AIP: 15% B-Fund by 2018, 14% in 2017
RETRO: TA1: approx 40% of actual retro pay. AIP: 100% retro on pay, 401K and PS

Those are the big pieces regarding pay. We avoided PBS, still have our awesome line-bidding system with the ability to turn every week of vacation into 18+ days off minimum. No paid parking -- BS, but oh well. Devil is in the details --- waiting to see the Section 1 language.
Cautiously optimistic.....