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To be expected. They want to pay as little as possible and keep all the non QOL items they can. It's their job. Regardless of what SK says to the general public. I wouldn't be surprised if it starts very slowly, then picks up steam as they get past a few big hurdles. No, I have no inside source.

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Originally Posted by LJ Driver (Post 3596521)

Latest email isn’t exactly great news on the negotiation front.

Does anyone honestly expect progress or great news until the Delta vote closes?

Quote:

Originally Posted by Hedley (Post 3596528)

Does anyone honestly expect progress or great news until the Delta vote closes?

Probably nothing until at least after the Delta vote closes. BUT, there was a part of me that thought the company could have earned some huge gains with the pilot group if it had just agreed to most of our requests and said “yeah, sounds good, let’s do it…”

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Originally Posted by LJ Driver (Post 3596543)

I wonder the same thing BUT what is the incentive to the company? When we say they will earn the good will of the pilots does that really translate to anything tangible for them? It’s not like we can strike or have any kind of work action. If we do stop picking up open time then they take us to court. Our hands are tied.

I would like to think our “good will” is worth something but I just don’t see it. What am I missing (I hope I’m missing something)?

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Originally Posted by Mitch Rapp (Post 3596547)

There are several pilots who will say (and probably rightfully so) that one round of goodwill isn't enough to pay back what they've endured from UAL over the years.

Quote:

Originally Posted by LJ Driver (Post 3596543)

BUT, there was a part of me that thought the company could have earned some huge gains with the pilot group if it had just agreed to most of our requests and said “yeah, sounds good, let’s do it…”

Talk like that will get you put into the HIMS program. Even with Delta doing the heavy lifting, the company will never just sign a check. Every word in our next contract will be fought over. Delta raised floor, but we’re going to have to fight for anything above that.

Quote:

Originally Posted by Mitch Rapp (Post 3596547)

I would like to think our “good will” is worth something but I just don’t see it. What am I missing (I hope I’m missing something)?

Good will from an airline management team is like a promise from a politician.

It’s comin’ gents. Hold on tight.

Very good explanation from a Delta guy..

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Originally Posted by DWC CAP10 USAF (Post 3582826)

DL guy here....here's the 411 on our Me Too clause in the TA:

If, during the term of the Delta PWA, either UAL or AA reach a new collective bargaining agreement which establishes a higher hourly rate of pay than Delta, a snap-up will occur. The top Captain rate of the highest paying aircraft that the respective carrier operates at their date of signing, and the top Captain rate then currently in effect for the Delta PWA will be compared. The hourly pay rates are not modified or adjusted in any way (such as by considering profit sharing earnings).

If triggered, on a one-time basis for each of UAL and AA, the percentage difference between the top Delta rate and the higher rate identified above will be determined. All Section 3 B. 2. pay tables will increase by the determined percentage, and will further be increased by an additional 1%.

Example: United signs a new agreement on July 15, 2023. The highest Captain pay rate in their agreement at date of signing is $430.07/hour. This rate will be compared to the highest Captain rate in effect for the Delta PWA at that time, which would be $417.54. The Delta rate would beincreased to match the United rate, and then an additional 1 percent added. This results in a new rate of $434.73, which is an increase of 4.12%. A 4.12% increase will then be applied to all aircraft and all steps of the pay tables.

If American were to sign a new agreement later in the year, this process would be repeated.

The “Me Too” clause will sunset on 12/31/2026

not saying we shouldn’t reach for the stars.. 5%, 6%?!
but I’ll say it again, like a broken record.
Pay Rate is just ONE part of the formula.
Trip & Duty rigs, min pay per day, international override, night override, vacation credit, sick leave accrual, higher Bfund contributions, PS Bfund contributions, better LTD, reserve rule fixes..
All things just as important!
keep in mind, a 1% raise means $417.54 + 4.18 = $421.72.
However, they would then go to $425.93
And then the ball is in American court. Which means we need to push for some snap up clause too.
without doing anything (after what they have already done- taken charge of the industry & profession), they get over an 8k raise.

The latest Union Blastmail gives me faith that we now have strong leadership at the helm of the union.. change is happening. Ball is fully in managements court, let’s see what they do next Thursday ~

Motch

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Originally Posted by Sniper66 (Post 3595814)

yes of course
but let’s be real
we are not going to get everything, but with the new leadership I expect and I believe we will get 80% of our wish list along with the delta plus 6% on rates

I hope you get us plus 6%, that would be awesome.