Originally Posted by Hedley (Post 3578204)

There are positives and negatives of the Delta style system. It’s a positive in a sense that you can burn more time each year and have it restored annually. It can be a negative during an extended leave. Having just enough to get you to LTD is a great narrative until you actually find yourself on LTD. Having sufficient time in your sick bank to burn 80 hours per month for 6+ months while you recover from an illness or injury is better than LTD since while out on LTD you are on reduced income, not accruing more sick leave or vacation, no B-fund contributions, income is through an insurance policy rather than pay and not eligible for profit sharing, and paying out of pocket for your portion of your insurance. I wouldn’t want to be without LTD if something happened, but maintaining just enough bank to get you to LTD isn’t a great plan either. I’d rather keep what we have, but accrue sick time faster.

Originally Posted by Hedley (Post 3578204)

There are positives and negatives of the Delta style system. It’s a positive in a sense that you can burn more time each year and have it restored annually. It can be a negative during an extended leave. Having just enough to get you to LTD is a great narrative until you actually find yourself on LTD. Having sufficient time in your sick bank to burn 80 hours per month for 6+ months while you recover from an illness or injury is better than LTD since while out on LTD you are on reduced income, not accruing more sick leave or vacation, no B-fund contributions, income is through an insurance policy rather than pay and not eligible for profit sharing, and paying out of pocket for your portion of your insurance. I wouldn’t want to be without LTD if something happened, but maintaining just enough bank to get you to LTD isn’t a great plan either. I’d rather keep what we have, but accrue sick time faster.

Originally Posted by elmetal (Post 3578335)

For the record delta LTD is 65% untaxed, it DOES also include 16% DC and by year 10 you are having 4 full months of sick time every year to use. Read that. 4 full months of sick time EVERY YEAR. (240 currently, 270 post TA)

Originally Posted by JTwift (Post 3578280)

see? Even our own pilots can’t keep track of all these moveable days.

Originally Posted by jdavk (Post 3578265)

Motch,

Flexible Days Off (FDOs) are included in both Global and Basic schedules. Are you thinking about the Regular Days Off (RDO)? Those are only available in Global fleets.

Originally Posted by JTwift (Post 3578280)

see? Even our own pilots can’t keep track of all these moveable days. Our reserve rules need a major overhaul.

Originally Posted by jdavk (Post 3578361)

We only have two different types of movable days off, and only one type is included in Basic schedules. Not sure I’d tell the company that none of us can understand that.

Originally Posted by horrido27 (Post 3578370)

Thanks.. yupe, got it mixed up! My bad for writing something without having the contract out!


Yupe! As I mentioned up top, easy to make a mistake as our reserve rules are kinda nuts.
Again, and this CAN NOT BE STATED ENOUGH-
A Day Off needs to be A F’ing DAY OFF!

Just like Delta just did with their VAS, ya want the flexibility of using a Reserve on their Day Off- they volunteer and they also get some sort of Add Pay wether used or not used!

Thanks both of ya for fixing my bad~
Motch

Originally Posted by johnwick (Post 3579188)

I had a scheduler literally tell me that an HDO isn’t really an HDO until you’re on that day off!! Wrap your head around that one!! 🤣🤦🏼‍♂️🤣

Originally Posted by johnwick (Post 3579188)

I had a scheduler literally tell me that an HDO isn’t really an HDO until you’re on that day off!! Wrap your head around that one!! 🤣🤦🏼‍♂️🤣