Meet Tim Caplinger; Founder, Delta Pilots Association

I sat down with Tim Caplinger, the founder of the Delta Pilots Association (DPA) near his home in Tampa last week. Caplinger began the interview by showing me a letter he had sent earlier in the day to Delta’s CEO Richard Anderson seeking DPA access to pilot lounges. Displaying the same candor, determination, and desire for transparency he put in his correspondence to Mr. Anderson, I found Caplinger to be an enthusiastic and upbeat individual; a necessity when trying to sell the idea of unseating a powerful and well-entrenched Air Line Pilots Association (ALPA). Where I had expected an angry and bitter anti-ALPA pilot, I found instead a positive, hopeful and visionary organizer.

My goal in speaking to Mr. Caplinger was to find out what motivated him to undertake this path, what he saw as the greatest reasons for creating an alternative to ALPA and what experience he brought to the formation of DPA. I was also interested in learning more about pilots who were supporting DPA. Was this the work of a special interest group or a broad coalition of Delta Pilots?

Caplinger was hired at Northwest Airlines (NWA) in 1999. In 2003, he experienced his first of two furloughs. Lasting 2 years, this furlough forced him to personally experience how ALPA worked for its members. He participated in a highly disappointing grievance process as he sought contractual furlough pay that had been denied to a large group of NWA pilots. It took 5 years and a second furlough before ALPA settled the grievance for 35 cents on the dollar. This settlement was nearly 3 times lower than a very similar settlement completed in half that time at another carrier. It was negotiated only one day prior to the scheduled grievance hearing between NWA management and the NWA Master Executive Council (MEC).

Furlough number two came a year after Caplinger’s return to NWA. This second furlough occurred despite a clause in the recently concluded NWA pilot contract clearly stating that no furlough would take place within 2 years of the contract signing. In utter frustration, he watched as ALPA sided with NWA management insisting that the ink that had barely dried on the new contract was a misprint; that he and his fellow furloughed pilots had no case. Caplinger eventually returned to work, understanding clearly NWA management’s primary role in his layoff, yet having seen from ALPA how political maneuvering and a simple typographical error cost hundreds of pilots their jobs unexpectedly.

Following the poorly handled settlement of the furlough pay grievance from five years prior, Caplinger filed 36 NASAP reports (NWA’s and the FAA’s joint safety reporting system) over an eight month period regarding various maintenance and ground safety lapses. This was his way of holding management accountable to their own standards while, at the same time, demanding his union’s full attention in representing him. This led to several meetings with both management and union leaders. Eventually, a satisfactory resolution was forged that suited everyone. Caplinger had replaced his disappointment and anger with a determination to improve both the company he worked for and the union that represented him. Through out this event, Caplinger still served the pilot group on the Negotiating Committee by completing the Scope Card each month. The furloughs and failed grievances had produced a positive outcome, both personally and in his approach toward his career.

During his first furlough, Caplinger’s responsibility to support a growing family forced him to immediately put his job loss aside and focus on survival. He embarked on an entrepreneurial venture with his brother; leading to the formation of what is now the largest fence company in Tampa. It was through the creation of a small business that Caplinger learned more about tenacity, innovation, leadership and believing in yourself. During his second furlough which began one year after returning to work from the first, Caplinger did not want to displace those who had taken over for him at the fence company. He found a sales position at a BMW dealership where he again excelled on a successful third career that ended only because of a return to his first love, aviation.

It was after his return to flying that Caplinger began seeing many reasons to explore the idea of an independent union. He watched as pilots worked in frustration to alter the bureaucratic behemoth ALPA had become. Local ALPA council resolutions were ignored and line-pilot initiated grievances were avoided. As a national union, he saw what he perceived to be serious conflicts of interest and a lack of financial accountability.

I asked Caplinger what he thought were the three biggest reasons for Delta Pilots to embrace an independent union. Without hesitation, he gave me his list:
• Conflicts of interest. ALPA represents Major, Regional, Low Cost and International carriers, all with significantly diverging interests.
• Finances. More than $35 million Delta pilot yearly dues dollars go to ALPA National with only approximately $9 million directly returning to the Delta Master Executive Council. Many of these dues dollars directly support competing ALPA carriers. Financial transparency is needed as well.
• Professional services. Caplinger thinks the Delta pilots would be best served by contracting critical services (such as negotiators and contract lawyers) to a highly skilled team of professionals and keeping the DPA union payroll lean.

Caplinger is a Detroit (DTW) based Boeing 767-ER copilot. In looking over the demographics of current DPA members, there is a wide and diverse group of pilots. DPA supporters are fairly evenly split between Captains and First Officers. There are a slightly higher percentage of pilots from Caplinger’s own DTW base, as is to be expected in the early stages of an organizing effort. Every Delta hub is represented and Atlanta, Delta’s largest hub, will soon supplant DTW with the largest number of supporters.

The selection of DPA union representatives is envisioned to become a seniority block system of representation. Equitably spreading the leadership among the entire Delta Pilot seniority list with one representative for each seniority grouping; this arrangement attempts to preclude any special interest group from dominating DPA leadership. The final say in the system of representation will be determined by the pilot membership.

In looking at the DPA website and speaking to Caplinger, potential supporters are attracted by his strategy of seeking collaboration among all interested Delta Pilots. Every pilot with an idea is welcome, including current ALPA volunteers. A system to work out differences and find mutually agreeable solutions is being developed. Caplinger does not claim to have all of the knowledge and experience needed to form a viable alternative to ALPA. He readily admits the need for a broad coalition of interested pilots working together to form an organization that meets an evolving pilot group and industry. The final product (the Constitution and By-laws – CBL) will be formulated during the authorization card drive and will be in place prior to a final decertification vote he hopes to see conducted by next May. Voting in May will provide a year and a half for DPA to prepare financially and organizationally for the next scheduled contract negotiation with Delta management.

Caplinger is eager to work for a strong and prosperous Delta Air Lines. He supports maintaining a positive, solutions-based approach to working with Delta management. He understands that well paid and respected pilots are more likely to be happy and productive pilots. He would like to help facilitate a return to the atmosphere of mutual respect between pilots and fellow employees. Caplinger thinks that a reinvigorated pilot workforce is a valuable asset to the success and prosperity of Delta Air Lines. He also sees a role for DPA in restoring a more enjoyable work environment for Delta pilots.

Finally, I asked Caplinger about pilots hoping DPA will act as a catalyst for dramatic change within ALPA. His response was emphatic, “ALPA can not be repaired. I do not want to encourage DPA support merely as a means to change ALPA. We need a new, independent union.” To his credit, Caplinger very intentionally stated he has no ill will toward ALPA and does not intend a point-by-point anti-ALPA campaign. He simply believes that an entirely new approach is needed to free Delta Pilots of conflicts of interest, install transparency for financial transactions, return greater value from a lower dues requirement and hire highly skilled professional help for Delta Pilots.

Union decertification is a difficult and challenging undertaking. Caplinger is well aware of the potential hazards of this often-emotional process. He has the full support of his family and closest friends. He recognizes the need to bring broad experience to DPA. That experience has come through the help of many Delta pilots, as well as the knowledge and support of retired pilots, pilots from other airlines and seasoned professionals. Caplinger sees himself as an entrepreneur and facilitator for the new union. He does not have all of the answers, but sees the Delta Pilots Association as a work in progress; “a new beginning in representation for all Delta Pilots.”

Transform ALPA - Delta Air Lines Pilots Association: The Summer of Our Discontent; fertile ground for an in-house Delta Pilots Union?

Transform ALPA - Delta Air Lines Pilots Association: The Summer of Our Discontent; fertile ground for an in-house Delta Pilots Union?

The Summer of Our Discontent; fertile ground for an in-house Delta Pilots Union?

It has been a long, hot, frustrating summer here in ATL. Quite a bit of time was spent in unsuccessful pursuit of two grievances (combining International and Domestic Categories and the use of new scheduling practices). A lack of transparency and the restrictive control of information by the MEC Administration and its Committee Chairman greatly inhibit the opportunity to pursue seemingly valid grievances. In the process, good ideas and experience from pilot members (many whom are previous ALPA volunteers) is resisted and ignored. While the Delta MEC pursues a policy whose underlying theme is having a great working relationship with management, their relationship with those they represent continues to deteriorate. Incredibly, the MEC’s new mission statement mentions neither service nor representation of the Delta Line Pilot as objectives!

Captain Lee Moak, our Master Chairman, is now running for ALPA National President. His campaign letter to members of the ALPA Board of Directors states,
• "I will work to unify our members through open and direct communications, and I will work to increase our ranks through inclusion."
• "We must also work tirelessly to ensure that we listen to dissenting views with an open mind and understand that none of us have a monopoly on the good ideas."
While Captain Moak tells Delta Pilots in his recent communiqué,
• “There is no question that we continue to operate as a bottom-up organization …”

What do Delta Pilots experience from Capt. Moak’s Administration?
• The inability to obtain information from MEC Committees to support grievances,
• Numerous LEC Resolutions “Received” by the MEC without comment or action,
• A Pilot Working Agreement that has been altered by LOA numerous times before the wording/content is shown to Delta Pilots for comment, and
• Being governed by a strategy for recovery that has never been fully explained will not state specific goals, nor has the broad support of Delta Line Pilots who wish to be focused on restoration of losses.

Meanwhile, a drive to decertify ALPA and replace it with a stand-alone union, the Delta Pilots Association (DPA) is underway. They seem to be focused on the above issues plus conflicts of interest and inefficient use of pilot dues money at ALPA National. While still in early stages of organizing and writing by-laws, their competitive effort may serve as a wakeup call to ALPA’s leadership. Time will tell if this group can offer a worthy alternative. The upcoming year may prove very interesting if DPA can get enough Authorization Cards for a NMB election.

Next month the ALPA Board of Directors (of which our LEC Officers are members) meets to elect a National President. The Delta MEC elects a new Delta MEC Chairman in November. At the lovsl Council level many good candidates are also stepping forward to run for the one-third of LEC offices up for election this fall. The time to welcome a change towards transparency, openness, valuing of differing viewpoints and Union leadership focused on serving its members is long overdue. This will not happen unless you make your wishes known to your LEC Officers.

MEC Update 10-01 SSDD

Line Pilot input is still an afterthought to the Delta MEC. Why do I say this? Consider MEC Update 10-01 issued yesterday. The Negotiating Process was described in that update. The course of action is to: Receive, Analyze, Direct, Negotiate, and Ratify. Nowhere in the process do they deliberately seek pilot input! Implicit in this bulletin is the MEC’s message; this is the process, we have no intent to change. This is why we still receive surprise LOA’s with no notice and with no innovative ideas sought from the line.

Notice how the Negotiator’s Analysis and Direction is conducted; with no changes to past practice. “The proposal is analyzed by the Negotiating Committee, professional staff and subject matter experts ... after which direction is given by the MEC.” Line pilot input is haphazard at best and frequently non-existent. Our contract is then changed without seeking the ideas, innovation and insight of those most familiar with how it feels to live with the contract the MEC is changing – The Line Pilot.

Through Council Resolutions Delta Pilots have formally called on the MEC to seek input prior to making decisions impacting our work life (Transparency and Communication Resolution). Councils representing almost half of the pilot membership passed this resolution. Yet it was rubber stamped “Received” and NO feedback has been given to the Delta Pilots by the MEC since these resolutions were passed back in March!

In addition, it has been two weeks since the conclusion of the June MEC meeting with no MEC Meeting Highlights published. We know next to nothing about what transpired in a four-day meeting two weeks ago and there is very little time for comment and input prior to next weeks Special MEC Meeting.

MEC Update 10-01 ends with the statement; “Your MEC will continue its policy of proactive engagement, interacting with … management, government agencies, industry officials, Wall Street and other{s}…who…effect…the careers and professional lives of the Delta pilots.” When will our union’s proactive engagement include the Delta Line Pilot?

Contact your LEC Representative and ask them to notify the membership of proposals that impact our lives and to formally include Line Pilot input into their deliberations.

Good Scheduling Equals Quality of Life

Good Scheduling Equals Quality of Life

Without a doubt your work schedule is the most important factor affecting your quality of life on the Line. Imagine a scenario where major improvements are made to our scheduling rules using the vast experience and best ideas of the Line Pilots. Visualize the power of Line Pilots collaborating with the MEC who then takes these innovative ideas to management. That possibility exists today if you will take a moment to ask your Representatives to the MEC to ensure your input is heard.

DALPA and Management have agreed to create a Scheduling Optimization Team (SOT) to “meet, discuss, and craft recommendations on PWA changes.” The SOT will work to find common sense solutions to various scheduling issues, to include, but not limited to:

•Seniority on reserve trip assignments.
•Bidding for CQ training.
•Assignment to short call.
•Calculation of reserve requirements.
•Reserve unstacking parameters.
•Enhanced communications technology.*

The SOT is an ideal opportunity for the MEC to work more collaboratively with the Line Pilots. It would be a real travesty if a handful of pilots worked with management without broad input from the pilot group. At a minimum, several controlled access web pages should be created that have a comment section for every subject that the SOT would potentially discuss with management. Pilots could then post helpful ideas for the committee to consider. A more collaborative approach would be to create an interactive web presence that is moderated, allowing pilots to propose and then build on the ideas of one another (with unhelpful or politically motivated comments being removed by the moderator).

An effort of this nature will only occur if you ask for it. Send your ideas, comments and a request for a dedicated effort by the DALPA MEC to seek out our best ideas for scheduling. Please do it today; the SOT is scheduled to conclude in November.

Contact info for members of the DALPA MEC:

* From the Council 44 May 17 code-a-phone

How well does DALPA represent us? You decide.

Our DALPA leaders often say, “If you don’t like how we govern, either run for office or pass a resolution.”  Nice sound bite.  Since 99% of us have neither the time nor interest to run for office, we pass resolutions.  We hope they are taken seriously, but what we see only fosters doubt and raises suspicion.

Last month, ALPA’s two largest councils passed two identical resolutions calling for better union communication, more transparency from our leadership and a public accounting of the losses we have suffered at the hands of management.  How well did our Master Chairman communicate the way these resolutions were addressed by the MEC?  You decide:

Resolution receiving AI 10-39: Fair Pay for Pilots. Resolution that the Delta MEC commit to more timely and robust communications with regards to TAs and LOAs.

Resolution receiving AI 10-45: Transparency and Communication 2.0.

Resolution receiving AI 10-46: Pilot Working Agreement Restoration.

These resolutions were “received” meaning the MEC “acknowledges and understands the meaning and intent” of the resolutions.  This is a totally inadequate response and shows a lack of respect for our time and effort in passing these resolutions.  Pilots from many councils worked together to travel to LEC Meetings, craft resolutions, debate their merits and pass them unanimously.  The Delta pilots as a whole have a significant interest in their outcome as well.  Yet we know next to nothing about how our leaders honor the expressed will of their members. 

This no-response communication cannot continue.  This is our union and it is not serving our needs.  Please, step up and serve us better, or step aside!

Pilot to Pilot

Dear DALPA Leader,

Keep us informed, Don’t negotiate without input. Be inclusive. Listen well. Be more transparent; it fosters trust.

Most any Delta Pilot would agree with these things. Discontent and strife is growing in our union. I feel discouraged myself and hear daily from a broad cross section of pilots who expect more from their union.

As someone who believes in collaborative efforts and values the possibilities of helpful models of conflict resolution, this growing discontent could be either helpful or harmful. As leaders of our union, your actions will help guide the outcome.

I had planned attending the MCO MEC Meeting to take the 10 minutes of the MEC’s time that is made available to the membership via the MEC Policy Manual. Let me take 2 minutes here instead and offer a few thoughts:

• Please quit surprising us! If you negotiate with management or make decisions that impact line pilots, let us know and seek our input first. Communication technology makes this very easy. If this is not done, expect consequences.
• The Delta Pilots are a vast resource of ideas and knowledge. Please, tap into that rich resource by collaborating with us. Communication technology can facilitate this.
• The two largest councils representing 50% of Delta Pilots passed two identical resolutions about communication and pay. Both councils just elected reps that promised to vastly improve communication. It might be a good idea to pay attention to that.
• Listening is difficult. Here is a suggestion. When pilots speak to you, we may frequently express inaccuracies. Initially ignore these mistakes and listen to what is really being asked for. Let us know you hear us before you tell us why we are wrong. Pilots are tired of the ALPA guy who misses the bigger message.
• Please, set an example. You must come together as a body before you can expect to unify line pilots.
• Don’t be afraid of conflict. There is a respectful way to remind management how they coerced unreasonable concessions from us through bankruptcy law. You can be respectful and direct by letting them know we will seek restorations at every opportunity. Respect and forceful are not mutually exclusive.
• There are ways for our union to have internal conflicts that strengthen us. Please seek them out.

I increasingly speak with pilots who would like to de-certify ALPA. I am not one of those pilots. But I do understand why they think this way and see how our present difficulties make efforts like that more probable. Help prevent that. Please, keep us informed, Don’t negotiate without input. Be inclusive. Listen well. And one last thing: please be more transparent; it fosters trust.

Resolution Course Correction

The Atlanta Council Meeting is one week away (click here for the meeting notice).  We have new Reps taking office March 1st who have pledged to try and improve communication and accessibility.  Having met with them this past week I am encouraged and hopeful about their leadership of our council.  This same possibility exists with new officers at our Detroit and Salt Lake City councils as well.  I think we all wish them well as they embark on new terms in office, I know I do!

My goal in proposing resolutions was to speak to the frustrations and dissatisfaction I experience, hear from copilots I fly with and in listened to in conversations in my previous role on the Communication Committee.  In trying to put those frustrations into doable actions, my overriding goal was to find common ground, take a positive approach and suggest solutions most Delta Pilots would agree with.

Collaboration is rewarding, time consuming, at times messy, and fraught with the possibilities of not reaching agreement.  Collaborators come and go depending on their interests, available time, ability to tolerate frustration, and degree of feeling listened to and included.  With that in mind, I have made some changes to my resolutions.

Communication and Transparency.  I made some minor adjustments here.  No big changes.  Our council officers need guidance on how often the council wants to hear from them.

Pay.  The original resolution was very similar to one passed by Council 44 more than 2 years ago.  Since it was the basis of a resolution at the MEC level, the concern was expressed that it may be ignored as a repeat.  Instead I have written the kind of wording I think pilots would like our LEC and MEC use to confront our management on the circumstances of our harsh contractual cuts, our expression of the intent to restore our losses and the expectations on our union leaders.  A possible second pay resolution is in the works by another C44 member.  It may use some of this wording, may end up as a substitute resolution or may stand alone.  The goal is to collaborate and prevent the meeting from being a two day affair.

Conflict of Interest Resolution.  This resolution has created controversy for numerous reasons.  There are some misstatements of fact in the resolution.  Their are a wide variety of viewpoints among very knowledgeable line pilots, former reps and legal resources.  This one may take time to find more of a consensus.  There are two parts that there is general agreement with pilots have spoken to:

• Having one legal council for all of ALPA does not provide the innovation and airline specific solutions we seek.  We need our own Delta-Pilot-specific lawyers for negotiations. 
• We all want to know who is running for ALPA National President before our MEC supports a candidate.  This relates back to Communication and Transparency, "Tell us before you decide for us."

Since the second bullet point impacts us this fall, I will have a short resolution asking the MEC to only support declared candidates for National so that we can comment to them before they decide who to support.  The Atlanta Council intends to hold more frequent Council Meetings, the discussion of Scope, conflicts and strategy will continue in future meetings and between meetings.  Hopefully this will be true in other councils as well.

There are currently 9 Resolutions on the ATL Agenda.  Here is a link to 1, 2, 3 and a Proxy.  Here's the link to 5-9 and a Proxy.  My attached proxy (revised) is good for any of the 9.  Please find someone who plans to attend to carry it for you.  They can carry up to 3 proxies.

My hope is that this effort initiates more involvement in our Union.  If any of these resolutions speak to you, please take your own "personalized" version to your council meeting.  Our union only listens when they hear the call for better communication loud and clear from through out our membership.

Delta ALPA; Self Protection Trumps Membership Interests

Resolution 3, Ending the Conflict of Interest at ALPA National is the start of an effort to change our by-laws.  This proposal is an effort to make our union structure more appealing to the members. This resolution is not advocating “the certification of a different collective bargaining representative.”

The Delta Communication Chairman posted an excerpt from the Landrum Griffin Act, calling for “refraining from conduct that would interfere with its performance of its legal or contractual obligations.” It is his interpretation of the resolution's wording that convince him (or whomever is behind the effort to censure it) that this resolution violates the act. The wording was chosen carefully.  It represents a concept; that ALPA serve as an umbrella for two groups that whose differences both groups find restrictive (they sue, we hold back on negotiating what we really want to suit their lawyers.) If better wording can be found to achieve this goal, let's use it.

There is no-decertification involved. It is entirely possible that Regional Carriers will find a better strategy to attain their goals. Delta Pilots can proceed into 2012 negotiations unrestrained. Regional and Legacy Pilots all work together on those areas where we have common interests.  We are permitted unrestrained competition when it comes to improving pay and growth.

Proxy Form

Proxy

Proxies will only be valid for the business listed on the published agenda – even if there are other resolutions presented, proxies may not be used since they were not submitted with the advanced agenda.

Being unable to attend the DAL Council 44 Meeting on March 4, 2010,

I designate ___________________________________as my proxy to represent me at the above local council meeting and no other to vote on the specific subjects listed on the published agenda for this meeting,

a. Resolution 1 - Thanks to Leaving Reps
b. Resolution 2 - Transparency and Communication
c. Resolution 3 - Pay
d. Resolution 4 - Conflict of Interest
e. Resolution 5 - Membership Ratification
f. Resolution 6 - Web Conferencing
g. Resolution 7 - Ballpoint Proxy Voting
h. Resolution 8 - Professional Negotiators
i. Resolution 9 - RLA vs. NLRA

Strike out and initial any resolution you do not want carried by your proxy.

Signed _______________________________________Date____________

Print name ____________________________________________________

ALPA Number ___________________________________

Constitution and By-Laws Article III, Section 3G, Proxies: "Proxies for a Local Council meeting must be in writing, from an Active member in good standing, and for the specific subjects listed on the published agenda. Stated on the proxy must be the name of the person issuing the proxy, the person to whom issued, and the subjects covered by the proxy. No member shall be able to vote more than three (3) proxies. Proxies may be used in any vote by secret ballot in a Local Council meeting except those votes enumerated in Section 3E of this Article." Article III, Section 3E, Voting: At all meetings of a Local Council, all questions coming before such Council shall be decided by a majority vote of the Local Council members in attendance (including valid proxies except as provided in the following sentence), and each Active Local Council member in good standing shall have one (1) vote. Proxies may not be used for secret ballots required in Article III, Section 2E(3) (Interim Status Representatives); Article III, Section 7A(1) (Nomination of Representatives); Article IV, Section 2B (Strike Votes); Article IX, Section 7B (Assessments), and ALPA's contract ratification procedures. Interpretation of the Executive Council: The Executive Council, at its December 2000 meeting, interpreted Article III, Section 3G as follows: “Proxy forms under Article III, Section 3G of the Constitution and By-Laws must be completed in their entirety and signed by the member giving the proxy, including the name of the proxy holder, when the form is signed.”

Transform ALPA - Delta Air Lines Pilots Association: Banned from the DALPA Forum

Transform ALPA - Delta Air Lines Pilots Association: Banned from the DALPA Forum

Banned from the DALPA Forum

 This is the post that is not permitted on ALPA's webboards.
  Tuesday, February 09, 2010

09 Feb 2010 08:24 AM

Ending the Conflict of Interest at ALPA National Whereas having Major and Regional Airlines in ALPA has created a conflict of interest with respect to scope clauses leading to lawsuits, insufficient protections and ultimately reduced pay and growth for the Delta Pilots and Whereas our Union has not found an adequate nor acceptable solution to this problem, Whereas despite this conflict of interest we recognize the many areas of common interest between Major and Regional Airlines including safety, security, government affairs, etc., Be it resolved that the pilots of Council 44 direct their LEC make every effort to split ALPA into two distinct unions, one for Major Airlines and one for Regional Carriers while forming a Federation for both of these unions to pursue common interests and Be if further resolved that the Pilots of Council 44 direct their LEC Officers to present a similar resolution to the MEC including the stated goals of: Identifying the position of every candidate for ALPA President on this issue and Support only candidates for all ALPA National Office that take aggressive action to end this conflict of interest within their first year in office and To only support and vote for candidates that declare their intent to run for office with publicly stated positions before August 2010

Resolutions for Change

Resolution 1: Transparency and Communication (Revised)

Whereas the Pilots of Council 44 are highly interested in the manner and substance of business conducted by the Delta MEC,

Whereas Trust, Unity and Collaboration between the pilots of Council 44 and their LEC and MEC leadership is enhanced by timely, informative and open communication,

Whereas the pilots of Council 44 were not given notice of ongoing negotiations and talks with respect to LOA 19 - No Fly Lines, LOA 20 - MAC Charter Operations nor ALPA’s support of the JAL Joint Venture; therefore preventing direct, timely input to these and other ALPA-Management negotiations,

Be it resolved that the pilots of Council 44 direct its Officers to communicate the subject of all negotiations and union business that impacts the majority of Delta Pilots as early as possible to the Council, seeking input and guidance from council members and subsequently using that input when directing the MEC Administration and Negotiating Committee.

Be it further resolved that the Pilots of Council 44 direct their LEC Officers to pursue at minimum bi-monthly communication utilizing technology that facilitates timely, informative, worldwide contact with its members including but not limited to a council website, instant messaging, video or teleconferencing, and that

The Officers of Council 44 commit to using their influence to establish these standards, through out the Delta MEC.

Resolution 2: Pay (Revised)

Whereas the Delta Pilots have sustained an unprecedented assault on our contract by the management of Delta Air Lines resulting in draconian changes to nearly every section of our contract,

Whereas management utilized every means available including threats of dire consequences, company liquidation, and the stringent provisions of bankruptcy law to impose pay cuts in excess of 40%, divestiture of the contractual and moral obligations of the Delta Pilot Pension Plan and the drastic alteration of long established work rules,

Whereas no other employee group at Delta Air Lines sustained pay cuts in any way comparable to those imposed on the Delta Pilots, nor did any other Delta employee group endure the default of their pension and subsequent transfer of pension liabilities to the Pension Benefit Guarantee Corporation resulting in a drastic reduction of pension payouts,

Be it resolved that the pilots of Atlanta Council 44 will seek full restoration of wages, pensions and work rules at every opportunity.  We further direct the Officers of Council 44 and the Delta MEC to vigorously pursue this restoration with each and every negotiation with Delta Management and to state this intent in all communications regarding any negotiation.

Resolution 3: Conflict of Interest

Whereas the Delta MEC will be supporting and/or voting for a candidate for President, Air Line Pilots Association, International at the Fall Board of Directors Meeting,

Be it resolved that the Pilots of Council 44 direct their LEC Officers to encourage the Delta MEC to commit to only support and vote for candidates that declare their intent to run for office with publicly stated positions before August 2010.

Be it further resolved that the Pilots of Council 44 request that this be accomplished by the submission of a resolution to the Delta MEC at the next Delta MEC Meeting expressing this commitment.

"I don't want one cent of our dues money to be spent trying to win the un-winnable war of public perception of my salary. I would rather quietly prepare for the future...saving money and getting ready for the real battles ahead."  Lee Moak Supporter.


So this war would be un-winnable and costly?  I used to think that way as well.  That has been conventional thinking for my whole career.  As Vice Chair of Communication under Captain Moak, I said this many, many times and heard it repeated by others often.

But consider this:

Traditional media is a dying industry.  Newspapers will eventually not print newsprint (most young people never read them, many of the rest of us get our news on-line).  TV has been fractured from 3 networks to hundreds.  At the same time electrons have essentially become free (or nearly so).  It costs nothing to post Press Releases, stories on websites, blogs, etc.

Now I would agree that most of the time, people do not seek out pilot pay stories.  Generally they don't care about pay, they care about cheap tickets. 

But there are spikes in interest.  When Sully Sullenberger crash landed in the Hudson and then testified in front of Congress, there was a weeks worth of stories on pilot pay and retirement.  There was lots of free coverage on pilot pay.  It was great coverage for us.  Maybe that lead to these other stories like this (more free publicity). 

We never know when interest in pilot pay and retirement will occur.  Interest is dependent on breaking stories related to airlines.  That is just one reason why we need continual press releases or website stories about pay.  Look at what is out there now.  If a hot story broke and a reporter did a Google Search for background information here is what they would find:

• "Pilot Pay" - a real mix of stuff with Airline Pilot Central at the top
• "Pilot Pay + Delta Air Lines" - The top link is "Will Fly for Food" a pilot job information site.  #2 is the Delta Pilots Website (yeah) but it is the old one and is worthless (boo); There is not one story on page 1 about the travesty of our pay cuts.  Our union is failing when it comes to being internet savvy.
• Our hero, "Sully + Pilot Pay" - Great stuff, we should be so lucky.

There is another reason to be more public.  It involves one of my personal interests, organizational psychology.  We live and die with pilot unity.  Right now, we are asleep, apathetic and beaten down.  Two issues (pay and scope) are like gaping wounds that won't heal.  Addressing them publicly is letting pilots (the members who pay dues) know that the union is painfully aware, it is always thinking about, and will use every opportunity to regain losses of pay and retirement.  Publicly reminding management from time to time is an act of good mental health.  It will keep us together and focused. 

Sadly when I worked for Lee, the MEC Administration did all it could to keep pilots from getting worked up.  It was a conscious decision, one I am sure management loves.  The times they were most responsive was when we perceived a wrong and rung their phones off the hook and posted ad-infinitum on the Forum.  Our union is only truly responsive when we force them to be.

I Like Lee

From the Forum.  A pilot posted, "I like Lee".  Of course that got me thinking.  Here is a response:

Fair enough.  I respect that opinion.

Speaking as someone who worked under him for almost 5 years, I like him too.  He is very personable, handles tough questions well and is an incredible politician.  He surrounds himself with good people.  All likable, all hard working, sometimes innovative.  I would agree, some good things have been accomplished.

At the same time there are several problems with this picture.  First of all we don't see the whole thing.  Lee and his people are deal makers.  Deals are done in secret, promises are made, established policies we think are being followed, are not always.  Pilots expect the highest standards from other pilots.  We are trained to be lead, but as a cohesive, responsive team.  There are former team members who will tell you this is not the case.

Secondly, they are great at messaging.  They point to USAir, American and United and say, do you want to be them?  They paint conflict as only only two choices, white or black.  WHITE: We do it Moak's way, a business approach.  Company assertions that we have to make a profit before there is any significant return is accepted as gospel along with company data and business plans based on lower pay (and flexibility for higher oil). Or BLACK: We do it like those carriers that are out there screaming in pain and are taking their companies down in ruin by doing so.  Then there is GRAY: We have all been through negotiations.  They have never been just business without some pushback.  Therefore the negotiators conduct cordial business while the Communication paints a very mixed reality including in our public statements.  IE "We love Delta, we care about getting our passengers safely and happily to their destinations and By the Way our trusted CEO cut wages 42% and broke a solemn promise of a pension.  Why do we avoid conflict?  Why do we accept only 2 choices?  Even big business does not operate this way.  We need to be agressive; publicly and privately.

Our union has managed our expectations.  That is the companies job, not theirs.  Next Tuesday evening there is a Frontline on PBS called, Flying Cheap.   Have you ever seen a reporter make a case for us before we make the case for ourselves?   Our Communication Communication should be saying, "Thank God, finally they get what we have been saying".   But sadly, that is not the case. 

On top of that their is a clear conflict of interest in our union.  Regionals in our union sue us for taking their flying!  What has ALPA not split this union in two?  Does dues income have anything to do with it?  This is a problem screaming for fixing and NO ONE in ALPA has touched it.

It is great to be happy.  Perhaps life is better not paying attention to our union's actions (many of which are done behind closed doors) and not interested in the stories behind the anger you see here on the Forum.  I can understand that.  I just hope when someone inarticulately explains their disdain for ALPA you think, there may be more than just sour grapes behind it.

DVR Alert: FRONTLINE Presents Flying Cheap

FRONTLINE INVESTIGATES SAFETY PROBLEMS OF MAJOR AIRLINES OUTSOURCING FLIGHTS TO SMALLER REGIONAL CARRIERS

FRONTLINE Presents
Flying Cheap
Tuesday, February 9, 2010, at 9 P.M. ET on PBS

http://www.pbs.org/frontline/flyingcheap/

Last February, Continental Flight 3407 crashed outside of Buffalo, N.Y., killing 49 people onboard and one on the ground. Although 3407 was painted in the colors of Continental Connection, it was actually operated by Colgan Air, a regional airline that flies routes under contract for US Airways, United and Continental. The crash and subsequent investigation revealed a little-known trend in the airline industry: Major airlines have outsourced more and more of their flights to obscure regional carriers.

Today, with regional airlines accounting for more than half of all scheduled domestic flights in the United States and responsible for the last six fatal commercial airline accidents, FRONTLINE producer Rick Young and correspondent Miles O’Brien investigate the safety issues associated with outsourcing in Flying Cheap, airing Tuesday, Feb. 9, 2010, at 9 P.M. ET on PBS (check local listings). 

Read more . . .

The Pilot Story You Won't See on TV Tonight

On your next airline flight, as you walk by the cockpit, you now know on average, the coffee you purchased in the terminal cost more than what both pilots will earn from your passenger fare for each hour of flight they accept responsibility for your safety.

Read more ...

Terrorism, Security and ALPA

It has been 2 weeks since a terrorist nearly brought down a planeload of Christmas travelers. Pilots have valuable, insightful ideas to improve aviation security. It is time for ALPA to go beyond the meeting rooms in Washington, and really lead the fight to protect the traveling public. I would like to see the Air Line Pilots Association (ALPA) President, John Prater, publicly addressing this crisis.

Airline pilots know all too well the critical importance of teamwork, yet teamwork is sadly weak and ineffective when it comes to aviation security.

How is it that:
• Many of the reforms called for following 9/11 are either incomplete or ineffective?
• A terrorists’ father talks to the CIA Station Chief in Lagos about the radicalism of his US Visa carrying son, yet that information doesn’t prevent the son from boarding a USA bound passenger jet to attempt the Christmas Day atrocity?
• A one-letter misspelling of a terrorists name prevents an arrest and enables an attack?
• Our political leaders are so partisan that they cannot even vote on a leader or approve a budget for the TSA?
• Pilots are the trusted in-flight security coordinators, yet high tech biometric screening of pilots has not been implemented?

As pilots we are married to this system of aviation security. We understand it. We know the problems. Yet with gaping holes in the “Teamwork” aspects of aviation security our Union Leaders need to lead a massive reform effort. Our passengers trust us. Let’s live up to the trust our passengers place on us by calling out the so-called experts then leading the movement for true Aviation Security reform?