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- - Tumi 4.0? (https://www.airlinepilotforums.com/united/144397-tumi-4-0-a.html)

Quote:

Originally Posted by dailyops (Post 3692436)

Direct-ish Entry Captains. Forced Upgrades.

Better?

To reiterate, my post is about how this removes any motivation to increase pay or QOL for NB CAs. The only reason regionals are now seeing massive pay and QOL increases is because they physically don't have enough pilots to force upgrade.

This contract allows forced upgrades ,??

I’ll be surprised if we’re still able to attract new hires with this contract. It lacks in so many areas I think people will begin to see it and choose elsewhere. I could be wrong though

Quote:

Originally Posted by Buck Rogers (Post 3693652)

Andy, I went round and round with Sunvox regarding Delta's profit sharing and receiving a DC on top . It took a couple of months for him to see the light about Delta's PS. I am glad you got a Delta match on that

I hope that eventually you'll understand that Delta's work rules, reserve, "rolling thunder", PB days, sick leave, vacation and a whole host of other work rules allow the Delta pilots to credit huge months of pay. Yes, sometimes it is by working 16 or 17 day, sometimes way less, as Fangs and Hockeypilot said.

Other than PPU, is there any way for United pilots to credit 120 hrs/month?

BTW...we all understand that "not everyone" can do it, but guess what? A lot of pilots don't want to do it therefore, it is fairly common up and down the seniority list depending on the niche that one is in. But there are a lot of different avenues to max out pay. Additionally, that increased "productivity" also reduces the number of pilots required. It doesn't do any good for you to understand the in's and out's, you'll just have to trust Fangs that it is very commonplace.

The DAL system benefits from the rather rigid coverage ladder with a fixed premium value, and that is “blind” to regular or reserve pilots.

Quote:

Originally Posted by DownSideUp (Post 3692421)

They say life is all about perspective. Man, they weren’t kidding.

Where you all see DEC as a bad thing, I would have given my left nut for the opportunity. I had to wait 20 years.

Where you see reserve rules as being onerous or untenable, I see a job that pays you a massive salary to simply be on call (and, god forbid, have to actually work).

Don’t get me started on the other items.

Solid yes vote on this one.

And I say it again, perspective.

I agree
I would have taken a street captain no question asked if I had the chance during initial indoc

Quote:

Originally Posted by 744ButtonPusher (Post 3693246)

so for the outlier high earning wide body captain, the delta plan would be a better take home deal, but I would venture to say that the average pilot would be better off under the UA plan, especially if they have other outside income that’s taxable.

There is no offset to outside income at Delta until you reach 100% of your FAE. If I pilot at Delta is pulling in that kind of money on a side job disability is probably not an issue.

Quote:

Originally Posted by sailingfun (Post 3694251)

There is no offset to outside income at Delta until you reach 100% of your FAE. If I pilot at Delta is pulling in that kind of money on a side job disability is probably not an issue.

I was more referring to the amount of taxable income one has. The delta pilots LTD payments are taxable and if they have outside income, those add to the taxable income.

under the UA plan, your LTD payments are not taxable, so having a separate source of income while on LTD does kill you as bad on taxes.

Quote:

Originally Posted by sailingfun (Post 3694251)

There is no offset to outside income at Delta until you reach 100% of your FAE. If I pilot at Delta is pulling in that kind of money on a side job disability is probably not an issue.

Like I said, I’ve done the math with the DAL info from Fangs and from our TA, I’m better off with the UAL plan and will be for likely my entire career.

My only point is that one of these plans does equal the better option for each individual (obviously we don’t get a choice), but a single plan is not the best for all of us.

Quote:

Originally Posted by PipeMan (Post 3693711)

I’ll be surprised if we’re still able to attract new hires with this contract. It lacks in so many areas I think people will begin to see it and choose elsewhere. I could be wrong though

Applicants don’t read agreements prior to employment; moreover, none of the ones coming from outside of 121 will have any idea what they’re reading.

Quote:

Originally Posted by PipeMan (Post 3693711)

I’ll be surprised if we’re still able to attract new hires with this contract. It lacks in so many areas I think people will begin to see it and choose elsewhere. I could be wrong though

I disagree. I think there will be people jumping over each other for a chance at near instantaneous Captain upgrade at a Legacy airline. Most military guys will probably see it as a continuation of their aircraft commander status and most young people will see it for what it is. It’s a chance to make $300,000ish a year to be on call in your early to mid 20s. I would absolutely still apply here.

Quote:

Originally Posted by PipeMan (Post 3693711)

I’ll be surprised if we’re still able to attract new hires with this contract. It lacks in so many areas I think people will begin to see it and choose elsewhere. I could be wrong though

You are wrong. But, let's imagine for a moment you are right. Sounds like a great deal of leverage in our next negotiation.