terms of DL-DALPA tentative agreement released.

[WorldTraveler]

since PS is a part of total compensation, yes it does matter.

Can you just not be a big boy and admit that DL employees make the most of all legacy carriers and are seeing the largest increases in compensation among all US airline employees?

it's the truth... you just aren't big enough to admit it so have to try to argue every point under the sun.

 

[700UW]

https://www.facebook.com/deltapilots?fref=ts

 

TA 2015
CONsiderations, CONcerns, and CONsequences
All of the following should be viewed in the context of a company enjoying unprecedented profitability.
- projecting profits in the area of $6 billion for 2015
- reduced debt by $10B in past six years, two years ahead of its originally stated goal in 2009.
- bought $1.1 billion in share repurchases in 2014, and BOD recently
announced an additional $5 billion in share repurchase from now through
12/31/17
- total net income of $13B since signing of C2012
- realized $8B windfall in 2013 due to EU carbon tax
thehangar.forumchitchat.com
1. COMPENSATION
*** Useful to keep in mind that historically-accepted average of 2.5% yearly inflation equates to 9% over the life of a 3 1/2 yr contract. Many prefer to ignore this, but if you're trying to fill a bucket, it would be helpful to know how much is leaking out the bottom.
PAYRATES:
- Increases of 8/6/3/3. After "horse-trading" 5.75% for PS adjustment, it becomes 8/ 0.25/ 3/ 3. Corrected for inflation, the net impact to our real income (i.e. purchasing power), is 5.5 / -2.25/ 0.5/ 0.5. In other words, the last three pay increases spanning 1/16 thru 1/18 net a loss in buying power
- There was much discussion about “soft” money increases in this deal, as a means to increase total compensation without adding to pay rates. We are left with three such pay adjustments virtually negated by inflation by the end of proposed contract.
1. Vacation pay: 9.3% increase (3:15 to 3:30) coincides with compounded inflation rate over life of contract ***. Thus, by 12/31/18, rate will be equivalent to present rate in real income. The 15 minute increase is for pay only, no additional credit.
2. CQ Training: Again, 9.4% increase (3:45 to 4:00) coincides with compounded inflation rate over life of contract ***. By 12/31/18, rate will be equivalent to present rate in real income.
3. Per Diem: Step increase to $.10/ hr ($2.35) domestic equates to a 9% adjustment. Corrected for inflation, rate in real income is once again completely negated by end of contract. Additionally, 2004 per diem was $2.40.
- and DC, while Increased from 16 to 17 percent (6% increase), will not be realized one year after the amendable date.
- Preliminary cost analysis of 2015 TA represents a total of $1.1B total value added
over 3 1/2 year term of TA. Coincidentally, DAL also repurchased $1.1B of its stock in 2014 and lost $1.1B in fuel hedging in Q1 2015.
- TA 2015 presents diminished increase in value relative to increase from C2012, despite Company being five times as profitable in 2015 (est.) versus 2012. C2012resulted in a 20% cumulative increase (uncorrected for inflation) in value. 2015 TA
represents only a 13.7% premium (uncorrected for inflation) over C2012.
- We do not reach the May 2004 Delta pay rate 2017 (excluding any adjustment for inflation) until January.
- Executive compensation is now excluded from the profit sharing formula. Pre-tax income, the metric used to determine profit sharing, has been altered to now exclude "ANY employee sharing plan or similar arrangement". A subtle hit to PS with a minor change in language. More to follow with C2019?
2. SICK LEAVE
- A drastic rewrite of Section 14, it is the MOST poorly negotiated section of TA, with potentially dire consequences.
- By moving the medical release requirement from Section 15B (limited for very specific FAA certificate-related issues, NOT to include justifying sick absence) Section 14, it will become commonplace for DAL to request a medical release. You thereby automatically release your entire medical history to DAL.
- When you sign a release under Section 14 G 2, your release for a “specific sickness” gives "Delta Health Services" (DHC) potential access to your entire medical and social history. Your medical history should be between you, your medical doctors and your AME. Delta has absolutely no place in this.
- TA language has been modified from medical “information” to “release.” A medical release, in medical jargon, infers a much broader scope.
- "Medical release threshold” is met following 24 or more work days missed due to sickness during a rolling consecutive 365 day basis (no longer 1 June to 31 May).
- 100-hour trigger for verification is now triggered following 15 missed work days. This will reduce the amount of sick leave without verification to approximately 76 hrs.
- It is in a rolling 365-day period, not the sick leave year (1 June to 31 May)
- Your doctor’s note now goes to a “Delta Health Services”, not CPO.
- There is no voluntary verification (i.e. you cannot get a note for a 7-day sinus infection and turn it in to push your 15-day limit out into the future).
- Volunteer verification will no longer be allowed. Verification will only be allowed
once a pilot hits the trigger.
- Company is no longer required to pay doctor fees or reasonable expenses when verification is required.
- “Other proof” of illness will be no longer be allowed.
- “Virtual” doctors (Clinics, etc) will no longer be allowed for verification.
3. SCOPE
JV SCOPE:
- Change from the metric of Seat Miles (Equivalent Air Seat Kilometers) to Block Hours benefits the Company. We would only fly 50% of the BLOCK HOURS in our trans-atlantic agreement, instead of 50% of the SEAT. In other words, Delta could fly one 757/767 or A330 while AF is flying their A380, where presently we would have to fly four 757s or nearly three 767s or two A330s on the same route to match the A380’s capacity! Do we like wide body flying? This is the largest grab at Delta Mainline flying since the invention of the regional jet. Is there a chance the new 737-900ER order is to replace some aging 767s operated on overseas routes? You bet there is, and yes, the -900’s are ETOPS capable. Higher pay but a lack of movement due to reduced requirement for wide body aircraft may end up resulting in similar or worse W-2 than lower pay but good movement. The cost/benefit analysis of this section is crucial in weighing your
future career earnings.
- The new language also puts the current amount of flying (which is in violation today) in compliance with a 2.5% buffer. So today the company is in violation of the KLM/AF Joint Venture, while passage of this TA will automatically get the company in compliance without any additional flying, with another 2.5% buffer. What is the point of having contract language, if we are just going to adjust the restrictions when the company fails to live up on their end?
RJ SCOPE:
- Elimination of Sections 1.D.4 - 1.D.6 eliminates the requirement for RJs to have 85% of their ops limited to 900 statute miles.
- Also eliminates RJ requirement to have 90% of their ops per month to or from ATL, CVG, DTW, FLL, LAX, MEM, MSP, JFK, LGA, MCO, SLC, SEA, TPA. It eliminates their 6% cap on ops per month BETWEEN the airports listed (i.e. no nub-hub restrictions). The elimination of these mileage and route restrictions is replaced with a requirement to have a fixed ratio of flying relative to Mainline.
- This will eliminate the benefit of Delta moving all that flying to mainline and allow DCI carriers to fly hub to hub.
4. SCHEDULING
- Withholding LCA trips from FO's:
- The Company will now be allowed to withhold from the PBS award pool up to 75% of OE block hours needed for the month. This will have a negative affect throughout the First Officer categories.
- Not only will it limit the ability of a First Officer to be bought off a LCA/OE rotation, it will also limit the amount of trips FO’s can bid. The more senior FO’s will be required to have additional bids in case trips that he could usually hold are held back.
- Green slips will be vastly reduced.
- Under the TA, the FO will still be required to be in the category due to the presence of LCP trip. However, that trip will not be awarded, so reserve staffing is now one trip's worth greater than required under the staffing formula. Multiply that by the total amount of LCP trips withheld from PBS award, and you have some amount of excess reserves in that category. The greater the amount of training in a category, the greater the excess reserves in that category.
- So, on a monthly basis a vast majority of the LCA's trips get no first officer assigned and every FO suffers a QOL penalty because of it. And that is before the Manpower hit that will ultimately result across the entire system.
- TLV to 81 hours ..... "Work, work, work, work..."
- "Mechanical" removed from language describing "circumstances over which the Company does not have control" during a reroute. This will now preclude any rerouted pilot not scheduled to release at his base within time limitation from receiving premium pay if it was caused by a mechanical.
5. MISCELLANEOUS
- Deletion of the $1 million AD&D insurance for training or test flights. Another stark reminder of the gap between Company rhetoric proclaiming respect for its employees and the reality of its actions.
- Increase in new hire freeze to 24 months.
 
 
 

 

[WorldTraveler]

and the pilots will vote on it and decide if it is worth it to become the highest paid pilots among US passenger carriers and growing the mainline operation further in return for giving the company some of what it wants.

 

[700UW]

Those are from DL pilots.

 

[WeAAsles]

So now he's backing off and talking down the PS after touting it up for so long? Jeez Louise.

So lets start a pool? I'll bet the non union workers get the same PS formula as the Pilots if they pass the TA and the exchange will be for a 4% max only pay raise on the date the Pilots contract goes into effect?

Does anyone out there think the other groups will receive a comparable wage increase for the exchange? Eric you out there? Thoughts?

 

[Kev3188]

and the pilots will vote on it and decide if it is worth it...

Must be nice

I can't wait for my workgroup to have that same freedom of choice.

 

[WorldTraveler]

You DO have freedom of choice, Kev. in the context of majority rule of your workgroup.

If you recall, there was a representation vote after the merger.

The majority of your coworkers said NO.

The vote was no less valid because it didn't result in the choice you wanted.



and again all of this hysteria about PS comes from OUTSIDE DL from those who don't have it at their own airline and somehow want to diminish what DL people have which is higher total compensation and faster and larger increases in compensation.

 

[jcw]

Have we received an answer how much profit the pilots will get the next time DL has a full year loss?

 

[WorldTraveler]

have you told us how AA managed to get pay concessions not only in BK but also even outside of BK.

the notion that anything is secure even by a contract is a myth.

 

[700UW]

As did DL with Leadership 7.5.
 
And at AA back in 2003, yes 12 years ago, when everyone else was going to chapter 11, which is not a good thing for workers, kept more than any other airline until AA filed Chapter 11.
 
And DL can do what ever they want when ever they want to the non-union employees, and they already have.

Ask Kevin about the latest changes to the non-union workforce.

 

[jcw]

Once again how much will pilots be paid in profit sharing when DL has its next annual loss? Why can't this question be answered?

 

[WeAAsles]

Once again how much will pilots be paid in profit sharing when DL has its next annual loss? Why can't this question be answered?

If in a few years an economic downturn causes DL to show a loss for a particular year or years, Pilots will be paid ZERO in PS. Have to make a profit to share a profit. 

"Current" industry forecasts for the future do not see any losses on the horizon though. BUT things have been known to change.

 

[jcw]

Wait why can't the expert in profit sharing answer the question

 

[WorldTraveler]

because your question is flawed.

Why haven't you posed that question of WN for 4 decades?

You can't accept because you have been brainwashed to believe otherwise that legacy carriers lose money.

At DL, the paradigm has shifted.

DL knows how to adapt to changing market conditions for the benefit of all involved.

DL has also said that it expects to be profitable for at least several years down the road.

There are lots of reasons why DL has the highest market capitalization of airlines in the western hemisphere if not the world. Wall Street sees DL as a stable company with long-term profit potential.

You have been brainwashed to believe that airline employees shouldn't gain more money if it includes profit sharing and yet DL people like their WN peers make more than AA and UA employees.

 

[metopower]

Those are from DL pilots.

No THAT is probably a former NW pilot ,in the top 10 in category that is an FO that is gaming system by BIDDing to fly with a lca so he can be bought off the trip and double dip. Also probably a NW pilot that is also abusing sick leave thus why they are changing the policy. Feather bedding and sick leave abuse those are his main complaints .A minority view. But I just work here.What would I know your the expert on DL.