Delta - 'Now THAT'S a contract....!
 

Gentlemen.....take the time to read the details of the new Delta Contract as listed below. Once you have, contemplate the situation here at CX...and resolve to stand up for what we know we are worth....

The Road to Contract 2000: The Next Chapter
ALPA Summary of the Delta Air Lines/ Pilots Tentative Agreement

Editor's Note: This week, we bring you the summary that was distributed on Monday of the tentative agreement between Delta Air Lines and its pilots' union. We stress that this is the summary that was provided by the ALPA negotiating team to its members.

April 23, 200 -- In an attempt to update you as quickly as possible, we have put together the following highlights of the final issues settled on Sunday afternoon in Washington, D.C., at the National Mediation Board's offices. Contractual language for these sections will be posted on the www.dalpa.com MEC web site as soon as possible.Once you receive that language, you will have all 28 sections to review.

This agreement is the product of twenty months of long, and at times contentious, negotiations. During the last several weeks tremendous pressure was applied from the federal government, and the agreement was reached in the final week of the cooling off period after the company finally put money on the table in Express, retro and retirement.

The MEC will begin meeting on Saturday, April 28, to review the tentative agreement. When your elected representatives ratify the TA, we will be conducting road shows prior to the membership vote and will provide you with a schedule. We anticipate they will begin in early May.

Scope

* Delta Connection Permitted Small Jets

* Limited to 50 certificated seats/65,000 pounds Exception for up to 57 RJ-70s (current orders), plus one RJ-70, up to a maximum of 75, for each 10,000 Delta block hours above the contractual block hour plan in the contract (10,000 hours are equivalent to approximately three mainline jets)

* Delta Connection Operations

* At least 85% of Delta Connection flight segments under 900 statute miles

* At least 90% of Delta Connection flight segments to operate to or from hubs

* No more than 6% of Delta Connection flight segments between hubs (exception in certain Florida operations)

* New limits on size of aircraft operated by non-affiliate Delta Connection carriers for non-Delta Connection operations

* Delta Connection Growth Limits

* Delta Connection flying, as percentage of combined Delta Connection and Company flying, may not be planned to exceed 34% (2002), 36% (2003), 37% (2004 and after)

* Penalty for noncompliance on Delta Connection percentage: reduction in planned percentage in following year; applicable percentage may not be exceeded for any two consecutive years. Example: If the actual percentage of Delta Connection flying in 2002 exceeds the planned 34% level by one percentage point, then in 2003 the percentage limit of 36% is reduced to 35%.

* Permitted reset to increase permitted percentages if financial performance tests or U.S. growth rate tests are not met. The reset would increase the planned Delta Connection percentage to 35% in 2002, 37% in 2003, and 39% in 2004 and after. These tests are: Company's operating margin for any two consecutive quarters falls below 95% of the combined operating margin in the same two quarters for United, American, Northwest, and Continental; or the Company has an operating loss (excluding the effect of the retroactive costs of the PWA) in any two consecutive quarters commencing with the first full quarter after the date of signing of the PWA; or 3) the United States gross domestic product (GDP) growth rate falls more than 25% below the Company's GDP growth rate assumptions as set forth in the chart below: (see web site for chart)

* Codifies company block hour plans of no less than 2,212,000 block hours(2001), 2,267,000 block hours (2002), 2,346,000 block hours(2003), 2,443,000 block hours (2004 and after). These numbers are Delta Company Flying, not including Delta Connection

* If Company does not achieve block hour plans, there will be a penalty for noncompliance of one, two, or three percent of earnings to each pilot on active payroll status of December 31 of year of noncompliance, depending upon extent of noncompliance from greater than 0 up to 10%

* Permitted reset of block hour planned growth if financial performance tests or U.S. growth rate test not met (same tests as for Delta Connection percentages). The reset reduces the Company's block hour requirements to 2001: 2,099,000; 2002: 2,173,000; 2003: 2,256,000; 2004 and thereafter: 2,313,000

* International Flying

* Growth test for Company International Widebody Flying from 20,000 (present contract: 15,500) monthly block hours (2001) to 24,500 monthly hours (2004)

* Penalties for noncompliance include restrictions on international partner growth and limit on international flex cap

* Growth targets are subject to exception for"force majeure" (circumstances beyond company's control) (same as present contract). Example: grounding of a fleet by government agency. Force majeure specifically does not include economic or financial circumstances, state of the economy, Company profitability or unprofitability.

* Company to oppose change in cabotage laws

* Company cannot place its code on foreign carrier picking up passengers or cargo within U.S. with U.S. destination

* Profit/loss sharing agreement with international partners

* Limited to carriers whose home countries are also served by Company

* No reduction in Company flying between the two countries compared to period before profit/loss sharing agreement, subject to existing force majeure

* Pilot base outside U.S. must be covered by contract Railway Labor Act without regard to visa or immigration requirements

* Furlough Protection

* Protects all pilots on seniority list as of Date of Signing of contract (subject to existing force majeure clause, same as above under International Flying)

* Fragmentation Protection

* Applies in transaction in which company disposes of aircraft, route authority or slots (net of acquisitions) that produce at least 22.5% of operating revenue, block hours or ASMs

* Transfer opportunity for Delta pilots to acquiring carrier, with seniority integration rights

* Change in Control/Successor/Affiliate

* Control level reduced to 30 percent ownership (increased to 49% for company interest in a foreign carrier)

* Delta pilot block hours not subject to reduction during period between acquisition and operational merger, subject to force majeure or government requirement

* In case of acquisition of control over Company, ALPA can serve a Section 6 notice or extend agreement for up to three years with 3% increases each year

* Maintain seniority integration rights under present contract

* Labor dispute involving code-sharing partner

* Company and affiliates cannot train pilots to scab the partner's operations, except affiliate can train for its own operation

* Pilot Board member:

* Remains at status quo

* Remedies

* Timetable for expedited system board decisions under Section One Compensation (see link below)

http://www.dalpa.com/pilots/mec/payrates.htm

* Rates represent 1% more than United Airlines on all aircraft for the entire duration of the contract

* Rates on 5/1/04 vary from 24% to 39% over present book on the mainline and 63% at Express (note: 4/22/01 code-a-phone message contained typo regarding pay rates; incorrectly stated range was 24% to 34% rather than 39%)

* Increased first year pay from $36.03 to $48 ($50/52/54/56 in 01/02/03/04 respectively)

* Increase new-hire pilots training pay from $2000 to $2,750 per month

*Retroactivity

* Full retroactivity on wages back to 5/1/00 * Mainline B-737-200 retro pay based on B-737-300 pay rate

* Full retroactivity on International override back to 5/1/00

* ALL RETRO PAY IS PENSIONABLE ( any pilot who retired on or after May 2, 2000 or later will receive a retro check and have his retirement pay recomputed)

* B-757, B-767-200 and B-767-300 combined at B-767-300ER rates

* MD90 rate matches B-727 rate

* International override increased from $6.50 to $8.00. Override applied IAW present rules

* Night pay of $15/$10/$5 per hour for Capt/FO/SO for all ops between 2300 and 0559 airport of last departure time Section 3F (New Aircraft Models)

* Company to notify ALPA of intent to acquire new aircraft model

* Meetings to negotiate pay and work rules to start within 15 days, to last no more than 90 days

* If no agreement, either side may submit issues to five-member system board of adjustment

* Board must render decision within 60 days

* Board to give controlling weight to aircraft mission, rates of pay and work rules of most closely comparable aircraft models in terms of speed, passenger capacity, range, fuel economy and gross weight and at the three other largest domestic air carriers

* Company can establish pay and work rules for training and flying pending outcome of negotiations or arbitration

* Agreement or award retroactive to date of first conversion Delta Express

* Some differences from the mainline still exist but are now reflected in each contract section where appropriate. To compensate for the pay differential, there is a five hour thirty minute duty period average for Delta Express enabling a pilot to be credited with more flying per duty day.

* Provide 62.9% pay raise over three years for pilots in Delta Express categories as follows: Current Rate 5/1/00 5/1/01 5/1/02 5/1/03 5/1/04 126.95 148.19 161.08 175.27 190.42 206.79

* Allow the introduction of B-737-700 aircraft to be used on Delta Express system with pay as follows: Current Rate 5/1/00 5/1/01 5/1/02 5/1/03 5/1/04 N/A N/A 178.89 194.65 211.47 229.67

* Establish Designated Monthly Maximum (Cap) of 75-85 hours

* Pay guarantees as follows: o 75:00 reserve guarantee o 5:30 Duty Period Average for rotation and line construction resulting in:

* 15 days max for 85 hour cap

* 13 days max for 75 hour cap o 5:30 DPA "look back" for regular line holders raised from 4:30 o 5:30 DPA "look back" for reserve line holders

* 14 duty periods breaks guarantee

* 15 duty periods = 82:30

* Pilots rerouted to mainline paid as follows and mainline work rules apply: o B-737-200 pilots paid mainline B-737-300 rates o B-737-700 pilots paid B-737-800 rates Premium pay increased from 1.5 to 2 times hourly rate

* Eliminate reserve system differences (DEX same as new mainline rules)

* Elimination of X-day pror


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Well, there you have it. Doesn't read like any contract highlight's I've ever seen in my working life. Cathay wouldn't know a real contract if they were hit in the face with it. Sort of makes our requests for adequate rostering practices and reward seem so small.

It's like we are struggling to learn how to read and the Delta pilots are writing the complete works of William Shakespeare.

Roll on the EGM.

Glad the Delta guys look after their junior guys and the new hires as well. There's something to be learned here.

most of the US carriers have the theory that the union will negotiate for new joiners conditions to be much better than the most senior pilot. it is trickle up economics. if a guy who joins today has great conditions then everyone above him will only end up with better

Hope most other airlines can learn something from this. Thanks for the detailed posting The Resistance.
Cheers

If anyone thinks Cathay Pacific Airways is going to give one more hour or one more cent without us threatening industrial action they are very much mistaken.
As long as we are not prepared to approve a strike ballot which could ultimately lead to EVERYONE out on a picket line, we will get absolutely no concessions from the owners and managers of Cathay Pacific Airways. If Delta have to have a vote for a strike and then wait till the eleventh hour for a settlement, can you imagine what we are going to get from this lot if we don't even have a strike ballot?

If you want a workable roster and all the salary concessions taken from you in the last few years returned and then some, then you are going to have to vote to strike. End of story.

More from Delta. Boy do those union boys (AKA all the pilots) know how to deal with their management.

http://public.wsj.com/sn/y/SB988926591206548068.html

You had all better start thinking very seriously about what action you are prepared to take to protect your livelyhood,your family and your profession.




[This message has been edited by Herb (edited 06 May 2001).]

This sounds real good! We all go on strike and get a contract like Delta's!

I must have missed the posting which describes what we do during the strike when the entire union leadership is jailed and the rest of us are fired (as there is no way in HELL the Chinese government will permit a message to be sent to the other 1,300,000,000 people in the vicinity that strikes are the way to get that new TV; they'll close Cathay down completely before that ever happens).

But I'm sure some bright chappie has figured that out.

Dropp the pilot
That's the whole point!
The threat of a strike and the airline being shut down might just cause a stirring in London HQ.

It has been pointed out elsewhere on this forum that Cathay Pacific Airways is the biggest contributor of pennies into the swires coffers.

We are perfectly entitled to have a strike ballot. In the event of a yes vote for the strike the swire group has a lot more to lose than us. You HAVE to believe this.I know it's hard to believe when you look at the house, the mortgage,the kids school fees, but they do.

The management at Delta had a lot more to lose than the pilots. Those pilots all had the same concerns for their jobs and family that we do ,but the pilots showed unity and integrity and eventually management settled. There is absolutely no difference in our situation. In fact we hold the better card because as you point out the chaps across the border might close the airline down if a strike were to eventuate.In other words the stakes are much higher for our management.

We are dealing with a greedy bunch of b#st#rds in London and if the choice comes down to
1/Settle with the workforce.
2/Close the cash cow down.
which do you think they will choose?

The only way we can get this company to deal with us is to show unity. That is all I am saying.
I am afraid your attitude is not going to help anyone. But that is your opinion and you are certainly entitled to it.

Please note that during times of conflict Cathay Pacific Airways management show ABSOLUTE unity and resolve. This is why they have been and continue to be so succesful in their efforts to destroy our COS. They are doing exactly what they are paid to do. We have to learn from our past mistakes and from others experiences such as Delta.

I use Delta merely as an example because it is topical and the result was tremendously successful and stands a good chance of being accepted by Deltas' pilots.

You can bet on one sure thing if nothing else. If we continue to bend over everytime our COS is threatened, management will do their job supremely well whilst showing complete unity.
Our lot in life will surely get worse.

[This message has been edited by Herb (edited 06 May 2001).]

[This message has been edited by Herb (edited 06 May 2001).]

Just a thought. Since CX flies to countries, and has basings and working established offices in countries where it is not illegal to strike. Take as many of your pilots to Los Angeles, New York, Chicago, Vancouver and elsewhere and strike. Walk down the streets with your signs. Then you will get the media behind you and the government might not want to act quite so quickly to arrest people. And if you are fired, well hey, war is war and if you aren't willing to take the bullet then raise the white flag and shut up. You just might find being fired is the greatest thing they could have done for you.



[This message has been edited by InUSAandObserving (edited 07 May 2001).]

You lot really are hopeless. Chase away the locals for many years and then don't know what to do. Well, the big boys in the executive suite sure do and they will roll over you like a cement truck! The elite group of CX pilots = HISTORY.

What can you say that hasnt already been said!!!

I've just figured who 411A is...ex EAL sc#b, failed B744F course at ASL, lawyer type. Couldn't have happened to a nicer guy. Not your highest magnitude star.

Yeah that sounds about right. You can tell the difference between legitimate contributors and the bitter, angry, emotionally unstable types with too much time, and probably not too much of a life. Sad. Very sad.

411, your point was noted about 300 posts ago. You know very little about what you preach, yet you ignore any intelligent replies and keep on saying the SAME thing over and over and over and over. Yawn. How boring you are. I hope you're not really this thick in real life!

Sorry guys, wrong AGAIN. Never at EAL and never applied to ASL, would not be the least bit interested. Sad to say your collective eliteist attitudes do not serve you very well with your present problem. You need to get 'down and dirty' with your management to accomplish anything. However suspect that your opportunities faded when Chris Patton slipped out of HKG and the Chinese took over. The sound of that cement truck gets louder every day. Clearly your management has the upper hand and there is not much you can do about it.

I find the people who respond for the CX team very interesting. The original post to this thread is in depth and informative and can be used for planning and real thought provoking aspects to your conditions, however the majority always find ways to side track the real issues by chasing the tail of a person posting their opinion. Opinions like tails...we all have one and are entitled to wag it. But, for the lot that cannot stay focused without attacking another poster's character or thought process is a full example of why this group is unable to get your conditions and contracts in a state to bring you to a better life. It sounds like preteen, prepubescent sophmoric logic. Well, I am better than you so nah!!! Those who have read my post before know I have no relationship to CX, but do have an extensive relationship to public relations, the press media and image creation. Your image gets worse by the day, and your lack of focus on the issues combined with your attacks on others just digs your rut a little deeper and steeper for you to climb out of. The Resistance started a very fine thread which has degenerated to name calling and knit picking just as the thread about the "Massive CX Strike" again there you can follow the same actions of illogic and lack of focus that you seem to advertise as your SOP.

[This message has been edited by InUSAandObserving (edited 07 May 2001).]

You are quite right IntheUSApollutingtheworld..... these post's do degenerate. It's aggrieved CX pilots being sidetracked by posts from people that have nothing to do with our airline. 411A is a classic example. Please forgive us for putting these posters (poser's?) in their place.

[This message has been edited by Thrust (edited 08 May 2001).]

<....preteen, prepubescent, sophmoric logic...>, sure does explain why the guys at CX cannot get resolution to their collective problems. Even Australian steveadors get respect, because they are prepared to back up their demands with ACTION. Something that the CX guys apparently are NOT prepared to do. All they do is whinge......

You make me laugh more than cheesecake used to. One thing is for sure 411A you'll eventually lose interest in us pitiful CX pilots.

Back to the topic. We will never have a Delta contract equivalent because we will never have the solidarity in the union that they have... NEVER. What we WILL achieve is better remuneration and COS through our IMPROVED resolve and unity. The next EGM will tell us where we are heading. I believe it is toward confrontation and eventually a better future.

It does not matter how we get side tracked on pprune, it matters how we deal with the issues that face us in real life.

One other thing is for sure; 411A above won't be at our EGM! though I'm sure he would love to be. Enjoy your fantasy world wannabe.

Thrust--
<....improved resolve and unity....>, hmmm not likely in your lifetime, considering past results. But I suppose miracles do happen. :rolleyes:

As each day passes more pilot's apply to join the "union". We even have some senior Captains asking to come back into the fold. The % of the pilot workforce represented by the HKAOA grows.

More and more pilots are not satisfied with how their lives are effected by CX's lack of "quality management". There is plenty of resolve, 411A, as the company is about to find out to its cost.

Sweet dreams.

[This message has been edited by Thrust (edited 09 May 2001).]