http://www.ajc.com/o/content/business/delt...yout_offer.html
Just curious as to how many of you that post here would consider this deal.
Just curious as to how many of you that post here would consider this deal.
Most of Delta's 75,000 employees to get buyout offer
- Thread starter RobertD
- Start date
Kev3188
Veteran
I'm thinking about it, but highly doubt I could make the numbers work (specifically with regards to insurance)...
If I had to guess-and it's only a guess- I'd say 5-6 ESE's here take it, and maybe 1 or 2 CSA's...
If I had to guess-and it's only a guess- I'd say 5-6 ESE's here take it, and maybe 1 or 2 CSA's...
I'm not considering it. I miss the early retirement by about 5 years. I also don't have my sight set on another career. Some of the people I work with are the prime canidates for this program. In Tech Ops there was a big hiring binge that was around 87-91. Most of these mechanics are in their mid 40's. Most also were just short of the last package. I know quite a few mechanics that have already begun second careers while they are still working at DL. Popular in ATL was HVAC or other building trades. This may be the chance to leave and go full time in that second career.
The biggest stumbling blocks to this are of course the economy. I don't think there will be many that jump this time that don't have something already going. Also that group I talked about typically has high school or college age kids to support. Tough to give up a good paying job while having to pay for college.
I wonder what the targets are for this program. Even last time the targets they gave were company wide and not division specific. I know some parts of Tech Ops are short staffed. We are hiring off the street for a few stations right now. Those new hires will replace some of those from the last package or will be new slots required to staff the station after the NW planes come under our care. A few of the NW mtc stations were staffed by contractors and the work will now be done by DL mechanics.
The biggest stumbling blocks to this are of course the economy. I don't think there will be many that jump this time that don't have something already going. Also that group I talked about typically has high school or college age kids to support. Tough to give up a good paying job while having to pay for college.
I wonder what the targets are for this program. Even last time the targets they gave were company wide and not division specific. I know some parts of Tech Ops are short staffed. We are hiring off the street for a few stations right now. Those new hires will replace some of those from the last package or will be new slots required to staff the station after the NW planes come under our care. A few of the NW mtc stations were staffed by contractors and the work will now be done by DL mechanics.
Kev3188
Veteran
I hear you, but I think the fact that all accrued time is to be paid out may make a lot of people on the NW side finally make the leap (we've never had that before). I myself have ~1800 hours, and that's nowhere near the max in my city; some guys I know have more than 2000 total... Add the severance weeks to that, and you're looking at a lot of time to figure out what the next step might be-for me, it'd be roughly 16 months.
For those that can transition straight to retirement, it's that much more tempting (I don't qualify for the 55 point plan, BTW).
If the insurance was for more than 3 mos., I think there'd be a stampede for the exits.
For those that can transition straight to retirement, it's that much more tempting (I don't qualify for the 55 point plan, BTW).
If the insurance was for more than 3 mos., I think there'd be a stampede for the exits.
With Richard Anderson as CEO...?
I would not bet my career on that.
I would bet that more go out to contract...even some that are now DAL.
Harry Callahan
Veteran
I really wish they would offer us something at US.
wings396
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While the offer may sound attractive at first, you need to have a SOLID place to be when the ride stops. All of the payouts and severence are great, but unless you have a better job lined up it's not worth ending your career. Even if the medical benefits lasted for a year, what happens after that? If you are put in a position to start all over again elsewhere at the BOTTOM of the heap, it will suck bigtime. If you still need to work, you may as well stay where you are at this point given the current economy. The only people who can possibly benefit from this are those that are near retirement anyway.
Come Fly with Me
Member
I'm with most of you guys, I think this new package is much like the first one they offered not giving much. The people that took the package here in LAX this year got screw with paying taxes from their lump sum pay outs. I decided to stay, where am I going to find a part-time that pays me 18.79 an hour not including shif diff.. The economy is crap good paying job are limited and if you can find one you'll be competing with people with higher skills. No thanks Delta, but thanks anyways..........
Also remember, at $582.10 per month just for medical insurance how far will that money really go? If Delta would have competitive retiree insurance rates like all the other unionized carriers with premiums of $100-$200 per month, perhaps some people might take it.
first of all it is appreciated a buyout is offered(it may work to some advantage and personal situation)
however, the concern I am hearing is the insurance. insurance is a huge part of compensation(and many people look at that benefit just as equal or important regarding level of pay rates, the priority) increasing a rate equals a pay concession to a current employee, not offering an adequate amount(number of months) equals more money from an offset to go to premiums to one who takes a buyout.
sorta see jalbalpa point and agree, whats the advantage if majority of severance goes to insurance rates(high rates).
TrvltheWorld
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As I look at the package details it says "Vacation/PTO" payout of unused earned and accrued. I'm pretty sure that PTO=Personal Time Off not sick time.......
As I see it we only get the severence and unused vacation time...not worth it to me! :down:
Word on the street is that Delta is planning to park some more planes and furlough even in the pilot ranks, more information will come out during the 1st quarter of 2009.
The advantage the pilots have is that they have a flowdown agreement in their contract, they dont get put on the street...they go down and fly E175's for Compass until they are recalled. Delta flight attendants don't have anything. Northwest flight attendants could receive preferential hiring at other AFA carriers.
Scary world out there.
The advantage the pilots have is that they have a flowdown agreement in their contract, they dont get put on the street...they go down and fly E175's for Compass until they are recalled. Delta flight attendants don't have anything. Northwest flight attendants could receive preferential hiring at other AFA carriers.
Scary world out there.
Kev3188
Veteran
You may be right, however, as a NW employee, to me PTO means vacation/sick/oji.
If you're correct, then I think you'll see enthusiasm for this program tank; we already get double severance under an equivalent program annually that's in the ramp CBA.
By the way, no one in HR has been able to specify what this includes yet...
Come Fly with Me
Member
Sounds like Delta HR is running NW now. Now you know how things are ran at Delta. The most famous line is I don't know or we'll get back to you. Get use to those liners Kev cause they'll be more to come.
