Floyd

In theory, that was in practice on the 777 in DCA. Lines were being built to a low average with little if any open time. Reserve seniority was well into the lineholder range. They tended to make more money with the guarantee plus shortcall counts and rarely worked.

C11DCA

Reserve guarantee is paid higher then lineholder guarantee (73 vs 70)

In slow months a reserve can make more then a lineholder. Case in point this month for me as a senior lineholder. My PBS award is 70:36. Nothing works for Trip trading (either the trips pay less or days don’t work for what I need off) so I’m stuck with my original schedule.

C’est la vie.

Back in the way past (Contract 2000) Reserve and Lineholder guarantee both were 75 hours (77 in a flex month). Lineholder schedules were built to a max of 81 (83 in a flex month). The most a lineholder could make in a month was 85 hours due to any excess going into the bank (which would fill your pay for ensuing months towards that 85 hour Cap)

Bankruptcy sucked a lot of that away, especially for the narrow bodies. Went from 12/13 days off to 10 with 2 moveable. Guarantees dropped as well.

But even post bankruptcy they still built FSB lines (bid on monthly) that paid 90 hours. Those lines went SENIOR. The company can still advertise and build monthly FSB lines under our current contract but has chosen not to.

There are certainly areas in which to improve upon the reserve system but there are also areas the company wants to improve from their perspective (early reports on day 1 ring a bell?). So be careful what you wish for because it may get worse in a different way.

O2pilot

Do whatever you want with reserve. People will always complain about how lousy it is, and then as soon as they can hold a line, will put in a bid to the next highest pay band and then complain about how lousy reserve is!

MiLa

I thought I heard that delta’s reserve pay is based on the LPA for that BES for that month. Anybody know if that’s true. Wouldn’t be bad as long as there was still a minimum that it couldn’t go below.

oldmako

Some will. But the fact is our old reserve system was superior to this one. Not the old old one, the old one. If we simply returned to that it would be a big improvement for most local guys on reserve and a huge one for those who commute.

I'll not waste my time detailing the differences as I've already done it a half a dozen times in the last 6 or 7 years. A simple search ought to display the numerous threads.

High on sky

There are some very simple changes that need to take place that would make reserve life way more tolerable.

1) make it so there is no 6 day silo. If you are good for 6 days you are still in the 5 day silo so you can aggressive pick up a 4 day trip on day 1 instead of being forced to get assigned SC or FSB.

2) NO freebie SC or FSB conversions. Either that or after the 2nd unused assignment, each conversion pays 2 hours add pay. Something of that nature.

3) make it so scheduling can’t target people (and circumvent seniority) by choosing the silo that each SC or FSB assignment gets. There have been numerous times I wanted a certain assignment but couldn’t get it because it wasn’t silo/silo-1 and someone junior got it who may not have even wanted it.

Just these changes alone would make reserve infinitely more palatable.

APC225

In day to day reserve life, a change to this might be one that helps the most.

full of luv

This is what happens at Delta, reserve guarantee is ALV -2 hrs (limit of 72hrs - 80 hrs) for the month so depending on what the ALV is when PBS bid pack comes out, will determine how much reserve pays (and how senior it will go).

What we understand UAL has that we want is if you are called and put on short call for a day, you all get +1 hr added in pay to your guarantee. All Delta gets is 1hr credit towards the month so when you get to ALV you are considered "full" and can't be used any more, so if on a fleet where reserve usage is low, the 1hr credit doesn't mean much.

Varsity

1. It would cost the company more money.

Why would they incentivize people to do something they are already doing for free (because they have no other choice).

Airlines are businesses and have little if any interest in improving pilot QOL. Just dollars and cents.

oldmako

And that is why we are members of a union. Just dollars, cents, and QOL for PILOTS.

2017-
UAL reported full-year net income of $2.1 billion, diluted earnings per share of $7.02, pre-tax earnings of $3.0 billion and pre-tax margin of 7.9 percent. Excluding special charges and income tax adjustments, UAL reported full-year net income of $2.1 billion, diluted earnings per share of $6.76, pre-tax earnings of $3.2 billion and pre-tax margin of 8.4 percent.

2016-
UAL reported full-year net income of $2.3 billion, diluted earnings per share of $6.85, pre-tax earnings of $3.8 billion and pre-tax margin of 10.4 percent. Excluding special items, UAL reported full-year net income of $2.9 billion, diluted earnings per share of $8.65, pre-tax earnings of $4.5 billion and pre-tax margin of 12.2 percent.

2015-
UAL reported full-year net income of $4.5 billion, or $11.88 per diluted share, excluding special items. Including special items, UAL reported full-year net income of $7.3 billion. These results include a nonrecurring $3.1 billion non-cash benefit associated with the reversal of the company's income tax valuation allowance.

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