2015 Fleet Service Discussion

[WeAAsles]

From a friend in regards to Delta's payscales.

Step Current Hourly Rate Effective 04/01/14 New Hourly Rate Effective 04/01/15 Start $10.89 $11.22 After 6 months $11.30 $11.64 After 1 year $11.54 $11.89 After 1-1/2 years $12.00 $12.36 After 2-1/2 years $12.79 $13.18 After 3-1/2 years $13.65 $14.06 After 4-1/2 years $16.46 $16.96 After 5-1/2 years $20.34 $20.96 After 6-1/2 years $20.34 $20.96 After 7-1/2 years $20.34 $20.96 After 8-1/2 years $20.34 $20.96 After 9-1/2 years $20.76 $21.39 After 10-1/2 years $23.86 $24.82 Ramp AgentsOnly ACS (Below Wing) hired on/after 01Jan09 Step Current Hourly Rate Effective 04/01/14 New Hourly Rate Effective 04/01/15 Start $10.89 $11.22 After 6 months $11.30 $11.64 After 1 year $11.54 $11.89 After 1-1/2 years $12.00 $12.36 After 2-1/2 years $12.79 $13.18 After 3-1/2 years $13.65 $14.06 After 4-1/2 years $14.76 $15.21 After 5-1/2 years $15.88 $16.36 After 6-1/2 years $17.16 $17.68 After 7-1/2 years $18.12 $18.67 After 8-1/2 years $19.22 $19.80 After 9-1/2 years $20.76 $21.39 After 10-1/2 years $23.86 $24.82

This is a fairly awful cut-n-paste, but for each year, the first number is the old rate, and the 2nd is the current rate, which went into effect on 4/1... For example our current top out is $24.82/hr. I've included both pre & post '09 scales since I thought you might find the mid-table disparity between the two interesting. Bot top out at the same, but the post '09 hire takes MUCH longer to get there. Also, lead override is $1.59/hr. Tower agents are on this same scale and get the override as well. Shift diff. is .45 for 2nd shift and .52 for 3rd. No longevity...

 

[WeAAsles]

Oh and now to point out to our friendly neighborhood negotiators who may be reading. UAL has contractual shift differential language and Delta also provides shift differential.

The TWU contract remains 1, 2 and 3 cents shift differential. For our US readers we had a larger number but it was lost in the 03 concessions but the language was kept for any future negotiators to one day hopefully improve upon. 

 

[bob@las-AA]

Oh and now to point out to our friendly neighborhood negotiators who may be reading. UAL has contractual shift differential language and Delta also provides shift differential.

The TWU contract remains 1, 2 and 3 cents shift differential. For our US readers we had a larger number but it was lost in the 03 concessions but the language was kept for any future negotiators to one day hopefully improve upon. 

Soup to nuts it all adds up to the same, some get more according to the the importance to the membership. 
If I could get a little bit more money and a better company match, I'd give them some scope and a few more stations. 
But to those stations, is totally different. The would enhance the scope and give money back.
Think of it this way, and I have said this time and time again, get better hourly and company match will suffer, get diff pay and hourly will suffer,
get better match, hourly and diff will suffer. IMO
 
I cleaned up your DL numbers
 
View attachment 10761

 

[WeAAsles]

Soup to nuts it all adds up to the same, some get more according to the the importance to the membership. 
If I could get a little bit more money and a better company match, I'd give them some scope and a few more stations. 
But to those stations, is totally different. The would enhance the scope and give money back.
Think of it this way, and I have said this time and time again, get better hourly and company match will suffer, get diff pay and hourly will suffer,
get better match, hourly and diff will suffer. IMO
 
I cleaned up your DL numbers
 

Capture.JPG

Thanks Bob that does look much cleaner.

Oh I'm sure that conversation will fire up here again soon enough. It was really full bore in the past when this thread was over on the old US page.

 

[Kev3188]

Soup to nuts it all adds up to the same, some get more according to the the importance to the membership. 
If I could get a little bit more money and a better company match, I'd give them some scope and a few more stations. 
But to those stations, is totally different. The would enhance the scope and give money back.
Think of it this way, and I have said this time and time again, get better hourly and company match will suffer, get diff pay and hourly will suffer,
get better match, hourly and diff will suffer. IMO
 
I cleaned up your DL numbers
 
Capture.JPG

Not for nothing, the numbers in column "B" are the old rates. Column "C" reflects the current rates that just went into effect...

 

[MetalMover]

Oh and now to point out to our friendly neighborhood negotiators who may be reading. UAL has contractual shift differential language and Delta also provides shift differential.

The TWU contract remains 1, 2 and 3 cents shift differential. For our US readers we had a larger number but it was lost in the 03 concessions but the language was kept for any future negotiators to one day hopefully improve upon. 

It's pretty sad that we had $.51 for afts and .$58 for mids shift differential t. That goes back to the 70's. Pathetic that airlines think these amounts are sufficient for working these hours which affect quality of life.

 

[bob@las-AA]

Not for nothing, the numbers in column "B" are the old rates. Column "C" reflects the current rates that just went into effect...

That was the data that WeAAsles provided from a cut n paste

 

[WeAAsles]

MIA recently posted the need for 17 Crew Chief positions to be filled. So far there have only been a very small hand full of people showing interest in filling the positions. We've had an ongoing problem for months now that as they post those jobs people are not interested in filling them. There seems to be a micromanagement problem where the CSM's are on the backs of CC's for everything and CC's are dumping or putting in to dump their wings in record numbers.

I was wondering if this situation is unique to MIA or if some of you in other Stations or on the US side (Leads) have been experiencing the same problems? 

The other day a CSM told me that if a certain CC did not make sure his guys put the chocks on the jetveyors he was going to write him up because he's told him multiple times. My response: " Great idea, harass the CC's some more and you'll never get anyone to fill those open positions"  

 

[Kev3188]

Well if it's any consolation, that sounds very much like life at a certain ATL-based carrier...

 

[WeAAsles]

Well if it's any consolation, that sounds very much like life at a certain ATL-based carrier...

They nit puck like a bunch of grade school hall monitors ready to give out demerits. Psychological control BS.

 

[ChockJockey]

MIA recently posted the need for 17 Crew Chief positions to be filled. So far there have only been a very small hand full of people showing interest in filling the positions. We've had an ongoing problem for months now that as they post those jobs people are not interested in filling them. There seems to be a micromanagement problem where the CSM's are on the backs of CC's for everything and CC's are dumping or putting in to dump their wings in record numbers.

I was wondering if this situation is unique to MIA or if some of you in other Stations or on the US side (Leads) have been experiencing the same problems?

 
PHX has always been like this.  At ten minutes to departure on a tight flight expect a CSM (or swarm of them) trying to crawl up your arse, or standing there with arms folded, interrupting you to tell you what you already know, introducing an element of stress and confusion, and generally being impotent to effect what's happening.  It honestly looks like the crappiest job in the airline.
 

The other day a CSM told me that if a certain CC did not make sure his guys put the chocks on the jetveyors he was going to write him up because he's told him multiple times. My response: " Great idea, harass the CC's some more and you'll never get anyone to fill those open positions"  

 
I understand where you're coming from, but do or don't CC's have the responsibility to ensure mandatory safety equipment is being used properly at their gate?
 
As far as I know, PHX is still the only place that uses "lead qualified" agents that can be upgraded at management discretion, and that's probably how they're able to staff the ramp while always having open positions for leads.  It might be a better job once we have Ramplink fully implemented and once there's a higher differential but as of right now being a lead in PHX still basically sucks.

 

[bob@las-AA]

MIA recently posted the need for 17 Crew Chief positions to be filled. So far there have only been a very small hand full of people showing interest in filling the positions. We've had an ongoing problem for months now that as they post those jobs people are not interested in filling them. There seems to be a micromanagement problem where the CSM's are on the backs of CC's for everything and CC's are dumping or putting in to dump their wings in record numbers.

I was wondering if this situation is unique to MIA or if some of you in other Stations or on the US side (Leads) have been experiencing the same problems? 

The other day a CSM told me that if a certain CC did not make sure his guys put the chocks on the jetveyors he was going to write him up because he's told him multiple times. My response: " Great idea, harass the CC's some more and you'll never get anyone to fill those open positions"  

As well he should, this is not harassment, this is a CSM forcing the CC to do his job, as we force the CSM to do theirs.
I learned at a early age that your employer sets the rules witch is their job and our job is to follow them without question.
I still govern myself this way today. 

 

[WeAAsles]

As well he should, this is not harassment, this is a CSM forcing the CC to do his job, as we force the CSM to do theirs.
I learned at a early age that your employer sets the rules witch is their job and our job is to follow them without question.
I still govern myself this way today.

I agree to a point. But more and more responsibility is being heaped on them here and the clerks get away with murder sometimes at their expense. I don't think CC's should be baby sitters and I don't think they should be held entirely responsible for the actions of people on their crew.

And I'm not a CC.

 

[saywhat]

PHX has always been like this.  At ten minutes to departure on a tight flight expect a CSM (or swarm of them) trying to crawl up your arse, or standing there with arms folded, interrupting you to tell you what you already know, introducing an element of stress and confusion, and generally being impotent to effect what's happening.  It honestly looks like the crappiest job in the airline.
 

 
I understand where you're coming from, but do or don't CC's have the responsibility to ensure mandatory safety equipment is being used properly at their gate?
 
As far as I know, PHX is still the only place that uses "lead qualified" agents that can be upgraded at management discretion, and that's probably how they're able to staff the ramp while always having open positions for leads.  It might be a better job once we have Ramplink fully implemented and once there's a higher differential but as of right now being a lead in PHX still basically sucks.

Not quite accurate on lead qualifieds, east US cities have many more qualifieds. I do hear management is more active in PHX though. Old AWA mentality.

 

[robbedagain]

here its the AA way  or the highway    working with say 10 peeps doing 5 planes that come in close together  makes for an interesting time period    needless to say  delays have and continue to occur     of course it doesnt help matters that our injury list looks similar to a depleted football team  and got at least 2 mgmt clowns who love to violate our contract to which i love having grievances filed bec of their incompetency to get us more help  or worse  when our sta mgr knew we would need the experienced folks from ENVOY out of 35  she only kept about 7 or 8 total    dont know bout other cities but we adhere to the contract   if no 3 peeps  then the plane waits  mgmt hates it   oh well