DAL Tentative Agreement $$$$$$

[usav8r11]

Joined: Thu Jan 27, 2011 9:28 pm
Posts: 2212Contrails 19
June 9, 2015

Highlights of the 2015 Tentative Agreement

These are the highlights of the recent tentative agreement with Delta Air Lines, now under discussion by your MEC. The MEC will vote in open session tomorrow whether to pass this agreement on to the membership for your ratification.

Compensation
The following are twelve-year rates:

Captain
Current
2015
2016
2017
2018
B747/B777/A350
$ 271.74
$ 293.48
$ 311.09
$ 320.42
$ 330.03
B787
$ 260.32
$ 281.15
$ 298.02
$ 306.96
$ 316.17
B767-400/A330
$ 256.68
$ 277.21
$ 293.84
$ 302.66
$ 311.74
B767/B757
$ 227.45
$ 245.65
$ 260.39
$ 268.20
$ 276.25
B737-900/A321
$ 219.25
$ 236.79
$ 251.00
$ 258.53
$ 266.29
B737-700/800
$ 218.11
$ 235.56
$ 249.69
$ 257.18
$ 264.90
A319/320
$ 210.46
$ 227.30
$ 240.94
$ 248.17
$ 255.62
MD-88/90
$ 206.69
$ 223.23
$ 236.62
$ 243.72
$ 251.03
B717
$ 196.26
$ 211.96
$ 224.68
$ 231.42
$ 238.36
E190/E195
$ 140.19
$ 177.96
$ 188.64
$ 194.30
$ 200.13
First Officer
Current
2015
2016
2017
2018
B747/B777/A350
$ 185.61
$ 200.46
$ 212.49
$ 218.86
$ 225.43
B787
$ 177.80
$ 192.02
$ 203.54
$ 209.65
$ 215.94
B767-400/A330
$ 175.31
$ 189.33
$ 200.69
$ 206.71
$ 212.91
B767/B757
$ 155.35
$ 167.78
$ 177.85
$ 183.19
$ 188.69
B737-900/A321
$ 149.75
$ 161.73
$ 171.43
$ 176.57
$ 181.87
B737-700/800
$ 148.97
$ 160.89
$ 170.54
$ 175.66
$ 180.93
A319/320
$ 143.75
$ 155.25
$ 164.57
$ 169.51
$ 174.60
MD-88/90
$ 141.17
$ 152.46
$ 161.61
$ 166.46
$ 171.45
B717
$ 134.03
$ 144.75
$ 153.44
$ 158.04
$ 162.78
E190/E195
$ 95.73
$ 121.56
$ 128.85
$ 132.72
$ 136.70

Industry leading hourly pay rates by the amendable date. Rate increases of:
8% on date of signing
6% on 1/1/16 (14.48% compounded on the amendable date)
3% on 1/1/17
3% on 1/1/18
· Hourly rates average 3.5% above American and 13.5% above United on 1/1/16 not including profit sharing
· Average $3,500 increase in monthly pay per pilot, $42,000 per year per pilot by 1/1/18
· DC increased from 15 to 16 percent on 1/1/2017
· Per diem increased $0.05 on date of signing, $0.05 on 1/1/2016 and 1/1/2017
· Per diem paid for deviation from deadhead with front or back end deviation
· Vacation pay increased from 3:15 to 3:30 per day (0:15 pay/no credit) on 4/1/16
· CQ training pay increased to 4:00 per day (from 3:45)
· A350 pay rate equal to B-777 rate
· A330-900 pay rate equal to A330-200/300
· A321 pay rate equal to B-737-900ER
· E190 pay rate equal to E195 rate
o Exceeds JetBlue E190 rate by:
§ $6.39/hour (3.5%) in 2016
§ $17.88/hour (9.8%) in 2018
· Company commits to adding a new small 100-seat narrow-body at Mainline by the second half of 2016
· Section 3 B. 4. “me-too” provision modified to include profit sharing at Delta, American, and United
· Entry-level pilot pay increases to mirror pay rate table increases
· Minimum pay increased to ALV for pilots in training
· Two hours of suit-up pay for pilots (off probation) meeting with Company representatives

Profit Sharing:
· 20% trigger modified from $2.5B to $6.0B for profit sharing distribution for year 2016 and onward (paid on 2/15/2017)
· 5.74% of variable compensation converted to fixed compensation in the form of hourly pay rates, assuming the Company achieves PTIX of $6.0+ billion every year
o This impact is reduced if PTIX is less than $6 billion
· No cap on profit sharing (no change)
· Change in PTIX definition:
o Treat management compensation same as other employees compensation
o Remove stock volatility from profit sharing calculation by removing gains/losses on equity securities
· Changes would not become effective until 2017 profit sharing payout
· Base pay rates increase 17.9% prior to first profit sharing payout under the new profit sharing formula

Scope
· Retains the limit of 76 seats at DCI
· DCI fleet shrinks to 425 from 450
· Total number of RJs is reduced by 5.6 percent, RJ seat count reduced by 2 percent
· With current limits of 223 76-seaters and 102 total 70-seaters, allows 25 additional 70 or 76-seat jets, but tied to deliveries of a 100-seat small narrow-body aircraft(1 70/76-seat RJ for every 2 100-seaters delivered to Delta)
· Enhances mainline to DCI block hour ratio from current 1.35 to 1.81 end-state
· Restrictions in Section 1 D. 4.–1 D. 6. eliminated due to the fact that DCI aircraft are held at a fixed amount of flying
· Trans-Atlantic Joint Venture scope modified to a 50 percent block hour capacity baseline.
o No longer using EASK metric, this includes a carve-out for flights between U.S. and U.K. due to the Virgin Atlantic Joint Venture.
o One-percent buffer, with a one-year measurement period and one year cure period
· Improves fragmentation language and improves control definition

Reroute:
· Pays premium pay if rerouted and not released within 4 hours of originally scheduled block-in (domestic) or 25 hours (international)
· Reroute limited to one calendar day (formerly limited to duty period)
· Removed “mechanical” from circumstances beyond Company control language related to reroute pay
o The only non-premium pay reroute is for WX on pilot’s routing and closure of origin/destination airport

Sick Leave, Disability and Retirement:
No change to hourly benefit, still max of 270 hours based on longevity
Voluntary verification and 100-hour verification replaced with a verification threshold trigger of 15 work days missed due to sickness per rolling 365-day period
Equates to approximately 80 hours for most pilots
2/3’s of pilots will never need to verify
Verified sick leave absence in excess of 20 consecutive calendar days does not count towards verification/medical release thresholds if:
due to surgery, hospitalization, or fractured bone prohibiting the exercise of your first class medical
Other serious medical condition at pilots option
· Rolling 365-day verification trigger is reset to zero for pilots who go on disability
Company to pay for verification only if requested on “good faith basis”
· 50% of unused sick leave credit hours below 80 hours each year will be used to fund a disability account for top off if a pilot goes on disability
· Increase disability benefit:
o Eliminated earned income offset after 36 months
· Increased LTD benefit duration for pilots diagnosed with psychiatric conditions
· Establish FAA leave for a pilot awaiting approval of his FAA medical certificate.
Will not count towards verification trigger
· Provides that a vacation payout at retirement is contributed to DPSP to the maximum extent permissible

Scheduling, Work Rules, and Quality Of Life:
· Section 23 G. 5. (trip drops for OE) modified
o 25% of block time awarded and 75% of projected OE block time held from line award
o Does not affect staffing requirements
· As part of a one-year test basis Letter of Agreement, the Targeted Line Value (TLV) will increase by 1 hour to 75-81
o Rotation Construction Committee rotation improvements tied to TLV as part of the test period
· “Reserves required” formula improved
o Enhances pilot ability to modify schedule
· Improved leveling for involuntary short call assignments
· Night period duty rig increased from 1 for 1.75 to 1 for 1.5
· Seniority List Instructor line guarantee of up to 22 hours including current recovery rules for duty periods removed by Company (except for sickness)
· Modifications for Seniority List Instructors to ensure pay for SLI duty periods missed due to sickness
· Surface deadhead pay doubled
· Provide New York-based pilots with up to 50% travel reimbursement ($50 max) when assigned a rotation from short call
· Includes language providing for consultation with ALPA related to ab initio training
· Increased LCA/AQFO pay to receive 15% override for entire duty period in which they perform any duties, rather than the individual legs
· Provides for a pilot to “Forget CQ Golden Days” in PBS
· Increases ALPA involvement in training-related matters
· Provides for Company option to implement virtual bases (likely) in MCO (run as a test via LOA) with restrictions and ALPA approval
· Option to be unavailable for first two hours of short call for all pilots
· Provided for premium pay on end of month asterisk trips, when the trip is extended:
o Regular pilots – paid single pay and credit for rotation and single pay, no credit for any duty day extension past the original rotation
o Reserve pilots – if flown into regular line by more than 1-day domestic or 3-day international, paid single pay and credit plus single pay, no credit for any duty periods past the threshold above
· Adds reserve short call pay: 1 hour pay and credit towards guarantee for each short call where the pilot was not used
· Utilize “crawler” to determine run-times for distance learning pay
· Vacation improvements (in addition to pay increase per day):
o Improve transparency in vacation move-up process
o Company will post estimated move-up weeks available by 25th of month, two months prior
o Establishes up to four Individual Vacation Days (IVDs) so pilots can get paid time off
§ May be used on two separate occasions
§ Taken from an existing vacation week selected by pilot
§ Same reserve requirements as APD for trip drop under IVD
· Improves crew meal language:
o Block hour trigger reduced to 5 hours (from 5+30)
o Caribbean turns – codifies current practice
o Early morning departure considerations
· FRMS (per Company) to address short call
· FRMS (per Company) to address 10-hour break after cancellation
· New hire training freeze increased to 24 months
o May be awarded an AE/VD after 12 months if initial qualification training required to change bases
o Remaining freeze added to new freeze from AE/VD award
· Training freeze for “short” courses reduced
o 12 month freeze for training courses with fewer than 12 curriculum days
· Furlough protection for all pilots on the seniority list as of date of signing
· Improves hotel language:
o Hotel for recency training in base for pilots living outside 50 miles
o Hotel Committee coordination to adjust pick up times based on time of day and/or day of week
· Establish “warm up” module if break in training is greater than 6 days
· MV/LOE re-check days no longer count as extra curriculum days
· Automates deadhead block times on non-Delta aircraft
· Scheduling to cover trips with report times between 0000-0400 two days prior

_________________

[Alconguin Crusader]

I just got off the phone with the EPU, the Emirates Pilots Union and they are going to tigger the Me Too clause of our contract to get everything Delta just got plus 1%.
This provision will make Emirates pilots Industry Leading in every regard. Retention will cease to be a problem and the union says with this new contract the company anticipates a flood of qualified pilot applicants who now want to work for Emirates.
Isn't it funny what money and conditions do to solve a problem?
Are you listening management?

[SOPS]

Why would they listen. TCAS had his money and conditions in BA negotiated by BALPA. He has great conditions and huge amounts of money in EK, he has achieved this by constantly screwing everyone of his peers. He will leave soon to enjoy all of his ill gotten gains, and will not even think for a second about the mess he has left behind.

[harry the cod]

usva8r11

Perhaps better posted on the North America forum? Pointless here, just an opportunity for another moan and complain from the usual suspects. EK has never placed it's package as an industry leader, merely 'competitive'. While it continues to recruit, they achieve that goal.

Compare like with like. United and American should be your target, not EK. There will be very few, if any, coming from the US now that the market has picked up over there.

Harry

[Neptune Spear]

You are probably right about no Yanks wanting to come to the Middle East but there are a Boat Load of Emirates pilots wanting to leave Emirates to go work for the Majors especially with this new TA. I have received so many PMs from Emirates pilots wanting to leave.
As a point of interest this TA is 6 months from being due but the company decided to take care of the people that take care of the company. We all know that is a foreign concept here but let me tell the management that concept works wonders.
Even better T&Cs and money at Delta. Any Emirates pilot who doesn't have his application in now is a fool especially what happened to us in May.
It is 12:30am on April 15, 1912. In my metaphorical example there are enough Lifeboats for everyone. Who is going to stay on the Titanic?

[Wizofoz]

any Emirates pilot who doesn't have his application in now is a fool

You understand the concept of "Not American" don't you?

[glofish]

Just dreaming, but wouldn't that be a gig:

The big US3 holding roadshows in Dubai, Abu Dhabi and Doha for US pilots and eventually a carrot of green cards for highly qualified applicants of other nations.
This would be way more efficient than whinging to US politicians: It would disrupt daily flight operations of the ugly ME3 competition, at least for those days, it would cause traffic jams in these big cities, albeit boost their hotel occupancy. It would have the potential for the first time to expose the dismal mismanagement of AAB, AAR and other local clowns and might even give a moment's scare to their arrogant bosses and eventually make them rethink some T&C proposals .........

Now back to fatigue mitigation and fighting depression. ;)

[Metro man]

Stephen Corley: Is the UAE just getting a bit too expensive? « ArabianMoney (http://www.arabianmoney.net/gcc-economics/2015/05/27/stephen-corley-is-the-uae-just-getting-a-bit-too-expensive/)

Stephen Corley: Is the UAE just getting a bit too expensive?
Posted on 27 May 2015 with no comments from readers

Hard evidence abounds that life is not very tolerable for many in the UAE at present. A fact to which we will all bear increasing witness in the months to come, as real income, for the majority of inhabitants continues to fall against a backdrop of rising rents, stifling bureaucracy and static salaries.

But this is Vegas and the stuff of dime novels; a cross between Fritz Lang’s Metropolis, Dodge City and the Klondike. Life in the ivory towers continues, with the dream merchants oblivious to the crushing pressures further down the scale.

Monitoring economic activity by the never ceasing sales of top end Range Rovers may have its uses but in the real world one needs to be as rich as Croesus or simply insentient not to have noticed that once again costs are running away with personal and commercial budgets.

Cutbacks coming?

My calculation is that contrary to popular opinion, the Utopian dream will go into reverse and the authorities will have to take action to stem the imbalances. Why?

Because as we reach the midway point of another year of rising costs, individuals and institutions should begin to vote with their feet as Dubai increasingly becomes an unattractive place from which to conduct a life or a business. Runaway costs killed many a goose that laid the golden eggs and there is no such thing as a special case, despite what the shiny suited property agent tells you.

For every tax escapee, launderer or lotus eater, there are fifty more individuals who are here for work and family and simply striving to achieve some sort of balance. Each unlived in property on the Palm is counterbalanced by hordes of others crammed to the gills with minimum wage earners fighting to the next pay packet.

The banner headlines state all is well in tinsel town; we are the happiest and most content of societies, business is booming and everyone is looking forward to the next frenetic burst of asset inflation with the coming of Expo 2020. Really?

Loads of money

Things don’t add up. At a recent round table economic summit, delegates were asked to consider the cost of expatriate life here. This included renting or buying a three-to-four bed house in an established residential area. The annual outlay for this was deemed to be in the region of $65,000.

There’s no advantage to moving further from the centre because frequently real estate in the new build areas is more expensive because of perceived lifestyle advantages. School fees for two children will come in at $38,000 without obligatory trips.

Throw in food bills, which are now conservatively double what they were seven or eight years ago, a vehicle (everyone has at least two) and then open a separate chapter on the endless charges for bureaucracy, ranging across everything from visas and housing taxes to good conduct and no objection certificates.

The staggering verdict was that this costs $156,000 per annum. That’s net costs, without savings or pension or holidays. It ranks alongside 2014 GDP per capita of $63,000 in the UAE. According to the 2015 Hays Salary Guide to the UAE, with marginal exceptions, only C Suite executives earn over that amount.

Can this stack up?

The simple question it poses is how will the city survive without large salary hikes, a regular supply of new tax exiles or another property boom?

The last seems inconceivable. Bear markets in Dubai property are historically correlated with bull trends in the US currency. Both massive downturns in 2008 onwards and 1997-99, coincided with the dollar’s headlong rush northwards. Primary responsibility falls at the feet of the inverse correlation between oil prices and the US dollar.

In the last year, the US dollar index has risen nowhere near the collapse in oil prices, which has provoked a staggering reduction in oil revenues estimated at over $400 billion. Every $10 drop in oil prices shaves off 4.2 per cent of GDP from GCC current account balances. Whilst the UAE is better protected than some, nobody escapes this storm.

* Stephen Corley first worked for the Rothschild family in his long City career and now runs a company doctor consultancy Oryx Projects from Dubai. He writes exclusively for ArabianMoney.

[bafanguy]

Just to educate those of us not personally familiar with life/work in your part of the world, would an EK WB captain, even if he could, really want to leave that post to be a DL new-hire FO on reserve (probably) in NYC...on an MD88 or maybe even an E190...working for peanuts compared to the EK pay ?

And the agreement is a "tentative" agreement, subject to membership ratification so some tweaking (maybe even "twerking") may occur.

Just as a point of interest, IIRC, the MD88 CA pay in 2003 was $229/hr. If you put that in an inflation calculator just for a ballpark howgozit, it becomes $294. The TA's end-rate for the same airplane is $251, still well below the inflation-adjusted 2003 pay rate. If this same holds true for other equipment, the pay is sorta OK but not all that great. I don't consider profit sharing, or the promise thereof, a legit part of pay rates.

[Neptune Spear]

Wizofoz I get that not everyone or every pilot has a Green Card or the right to work in the states. Who among us pilots would not want Delta's T&Cs and their hourly rate though? Their contract is Industry Leading in almost every regard.
I am only a lowly FO at EK but I know of at least 6 Emirates captains that have left for the U.S. Majors. Yes a few years back some old Delta pilots took their pension and came to the Middle East. Almost every single one of them would love to go back to their old seniority at Delta. They realize their rush to judgement was a huge financial mistake as well as lifestyle disaster.
At least you got a pay raise Banufly. Emirates gave us half of our deserved Profit Share this year and essentially a pay cut. A double whammy in a period of 10 days. That really hurt.
The lifeboats still have lots of room for anyone wanting to abandon the HMS Emirates.

[donpizmeov]

Common Bafanguy,


Delta have 786 aeroplanes. They have 158 widebodies. Of which only 127 are 767/330. So if you could be in the top 3% of the 12430 pilot body, you could be a 777 skipper on good pay and be able to fly one of their 18 777s. Or even in the top 10% and be a 767/330 skipper on a decent salary.


I think this is why the older fellas are looking but not jumping. Good opportunity for the younger fellas though.


Salaries here are a bit hard to work out. Recent conversation showed two capts with same year in rank. One with TRE allowance and housing allowance, the other in company accommodation and line pilot. The take home of the TRE and housing allowance pilot divided by 88 was $255. The take home of the other was $173. Could cause a different opinion of how things are.

[Wizofoz]

Wizofoz I get that not everyone or every pilot has a Green Card or the right to work in the states. Who among us pilots would not want Delta's T&Cs and their hourly rate though?

That's the point, Neptune!

These pay and conditions are NOT available to the vast majority of pilots in Emirates or anywhere else on the globe. It's great you have this opportunity and I wish you well, but after the first few times you start to come off as a braggart.

Yes, I'd love those T&Cs. As a non-American, how do you suggest I obtain them?

If you don't actually know, then it qualifies this-

The lifeboats still have lots of room for anyone wanting to abandon the HMS Emirates.

as a pretty stupid statement.

[bafanguy]

Neptune Spear,

At the risk of serious thread drift, for which I apologize and promise not to do again, I didn't get any pay raise from the TA; I've been retired since 2003; my days of pay raises are over via my own choices. I'm in the category of "...some old Delta pilots took their pension...". Never flew again...long story...too boring.

Like my fellow widgetheads you might know over there at EK, I'm sure we'd all have liked to get our original seniority back (or to have continued on with it in the first place without interruption). However, the decision to leave was complex, gut-wrenching and entirely individual...beyond the judgement/criticism of observers.

We'd all simply run out of people to trust and, I'm sure, made the decision we each felt best under the circumstances. It was one of those things a person just doesn't know until he lives it.

If I had the choice to make again, I'd make the same one again because I have people who depend on me to make proper long term decisions...no do-overs granted. For me, it wasn't a "...huge financial mistake..." and I'm sorry my former cohorts feel that way.

I was glad to see some of my fellows land on their feet at EK...they're likely better men than I.

I now return you to your originally scheduled programming:

How 'bout that TA, huh ?!

[TangoUniform]

What Spear may be trying to say is, that Delta is once again on the verge of being the highest paid pax pilots in the world. Emirates brags all the time they are the best around. It just seems a dichotomy that we are very arguably the best or so in so many areas yet we as employees lag so far behind in basic compensation, work rules, and engagement with upper managers. We should be comparing the work we do with the t/c's of leading airlines. Especially working conditions. I guarantee that these majors are not requiring their pilots to fly over 90 hard hours a month over up to 12 time zones.

[donpizmeov]

I want me a like button.

[BYMONEK]

I don't think Emirates has ever bragged about being the best around. Maybe that was just our perception when we all joined.

Neptune Spear

Oh, the drama of it all.....lifeboats....Titanic.......:rolleyes:

[Neptune Spear]

Wizofoz do you think the American majors have a monopoly on the their very cherished work rules and they and only they can pay their pilots what they do? These work rules are available at Emirates and everywhere else but the management that does such a fantastic job of ruining our lives chooses not to give us those enviable conditions and we as pilots accept these sub par conditions.
How do I propose to get their work rules and salary if one can not work in the states? By demanding what other wodebody airlines have! I know it is a pipe dream at Emirates for a variety of reasons but what about other widebody carriers? Qantas, air France, Lufthansa, Delta and Brittish Airways all have pretty good work rules, salary and Quality of Life especially compared to us. why don't we have what they have? It is a travesty. We seemed to get lumped in with the LCCs narrow body category and that just isn't logical or fair.
There is a worldwide pilot shortage now and the crap airlines are having trouble filling pilot positions. I'm sure you noticed Emirates lowered their requirements again. Can you say Turbo Prop pilots? If you believe what is coming out of Recruitment. I know Delta is not having trouble getting pilots either is Air France or British Airways. There is definitely a pilot pay shortage. An airline has to pay to play and we as Emirates pilots are sorely lacking in every conceivable category.
You might see it as me coming across as a braggart but I have got to tell you knowing there is only 70 plus days of this crap is a tremendous weight lifted off my shoulders. I can't tell you what the last 3-4 weeks have been for me and my family knowing I got my ticket. I wish everyone at Emirates that wants to get out can get out. There are plenty of really good jobs out there and most are not in the states but Emirates would rather lower their requirements than pay money. Me thinks that will bite them in the ass long term.

[fliion]

Neptune

What needs to be grasped but often is not - is that the relationship between Delta and its pilot group is one entity against another as it is for AF, LH etc.

The relationship between EK mgt and its pilots - is EK AGAINST YOU AS AN INDIVIDUAL. There is no pilot group here nor was there when you joined.

We rely on the fairness of our employer, the pitch back then led us all to believe that equanimity was abundant - that changed with GFC and AAR.

We are all big boys and we knew that when we arrived. It doesn't make it right, so complain we will but there is no action that can be taken except electing to stay or go.

On the "all the yanks are leaving" note. Not so. For different reasons - but mainly age of Dads & kids. 42-44 seems to be the vig - exceptions of course - on both sides of the number.

I was burned once in the U.S. as a result of 9-11 - it was a very expensive and painful lesson that left a six year scar. I'm extremely reticent about going to the bottom of a seniority list regardless of the current trend as a result of that life lesson that was a hard graft to overcome.

Remember one very important component : As a Capt; if you leave here and go to the a major you lose the LHS currency of that wide body that is a critical back up for the unexpected twists that can occur. It's not just leaving EK, it's closing off what could potentially be very lucrative 2on 2off - month on month off etc that are monetarily trending higher in Asia.

The older I get the more options I like.

We all live and learn.

f.

[WrldWide]

Funny how all of a sudden all these alpa types say they are leading the industry when they are floating a contract from 15 years ago. I paid dues for almost 20 years and now make more, net, now with a ME3.
Cheers.

[Alconguin Crusader]

It might be a contract from 15 years ago but it is still a pretty good contract compared to what other pilots are flying for today.

[The Outlaw]

WrldWide


Yeah and living in paradise to boot!

Those union dues might come in handy when you take out a runway light someday!

[White Knight]

Those union dues might come in handy when you take out a runway light someday!

The guys who did that are back on the line... Its 'ops normal' in any company to remove people from line after these kind of incidents! I saw that happen back in the UK after one of my then colleagues trashed a couple of runway edge lights in a Shed of all things:{

I don't think there have been any 'silly sackings' for a while now... But heh, better keep those ASRs coming for 260 kts at 4,950' :rolleyes::rolleyes: