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ASA finally has a TA. All the details have yet to be released and even though there will be roadshows, posturing and dissection my guess is it will pass by over 75% if only to "get it done."
Mesa, Republic, and Pinnacle are also in contract negotiations right now. This is a golden opportunity to start pattern bargaining back at the regional level. Current contracts and the ASA TA provide a jumping off point for these airlines and all those coming in the next few years. Here are some things I personally think should be fought for...obviously not all will be applicable to all airlines. Please feel free to discuss, elaborate, ridicule, add to and/or expand upon these items!
Three year term, four years max
37-50 seat CA rates exceeding XJT by 1-3%
51-73 seat payrates at least 10% above 50 seat rates
74-86 seat payrates at least 15% above 50 seat rates
87-99 seat payrates at least 25% above 50 seat rates
First year FO rate minimum of $25.00
FO hourly rates 60% of CA rates
3% annual COLA
Per-diem $1.60/hr, increasing a $0.10 yearly
Beyond amendable date, 4% annual COLA until new CBA signed
Min 3.75 hour minimum day credit
Block-or-better on a leg by leg basis
Trip rig 3.75:1, Duty rig 2:1 to 12 hours then 1:1 to duty limit on a scheduled & actual basis (whichever greater)
100% DH pay (scheduled block)
100% CNX pay (scheduled block)
Open time paid 150%
Extension/JM paid 150% min day or actual credit (whichever greater)
Extension/JM also receive compensatory PAID day off
Min 12 days off for lineholders AND reserves
Min 2 hour reserve callout
Maximum scheduled duty day of 14 hours
Maximum actual duty day of 15 hours
Maximum line award built to 90 block hours
No-discipline commuter clause
Automated trip drop/swap/trade program at no expense to pilot group
Transparency on scheduled vs. actual RSV coverage
Last edited by BoilerUP; 09-30-2007 at 08:47 AM.
Reason: Correction to 87-99 seat scale
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I flew with one of the mec guys the other day and it seems like this is the kind of stuff they are shooting for.. they are really pushing for a monthly gaurantee pay.. for example if at the beginning of the month your credit total is 90 hours, then that is what you get (or more if you go over).. so no matter what happens, cancellations, trip removal for 30/7, etc, etc, you are gauranteed the pay you were assigned at the beginning of the month.. they are also as you said going for 100%dh pay. we already have a max duty day of 14 hours. I would also love to see the automated trip drop swap thing. all that sounds like something i could vote for.
They are really pushing for a monthly gaurantee pay.. for example if at the beginning of the month your credit total is 90 hours, then that is what you get (or more if you go over).. so no matter what happens, cancellations, trip removal for 30/7, etc, etc, you are gauranteed the pay you were assigned at the beginning of the month..
That sounds like a great thing to be bargaining for. Good luck. I hope it works out for you and every other regional in negotiations.
Here's a link to a good thread for all the work rules and such for various regionals. I think most of the good regionals listed on that thread (Express Jet, Skywest, AWAC) already have most of these.
Since we're in negotiations, nothing is being made public about what's getting talked about....but I can say a majority of guys at RAH won't vote for anything than roughly what's listed above. Especially the Trip/Duty Rigs plus Min Day. Maintaining no junior manning is also a must.
__________________
"Treat her like a lady and she'll take you home everytime..."
High hourly pay rates are great...but they're only one part of a CBA. Strong work rules and language ensure not only improved QOL, but provide that bigger W2 we all are seeking in exchange for our time away from home and family.
Every airline and every pilot group has a different set of circumstances surrounding it. It is our job and duty as colleagues and professional pilots to understand the unique issues facing each pilot group, and support them 100% as they fight for what they rightfully deserve for their work and sacrifices.
We small jet pilots have the ability in this environment to affect change not only for ourselves, but for all pilots following in our footsteps. In this environment, we as a collective (ALPA, IBT, non-union or otherwise) cannot afford having a single group sell themselves short, accepting worse work rules and less money than they're really worth to fly 50/70/90 seat aircraft in exchange for promised growth or any other carrots dangled out there.
I absolutely don't want, intend or mean to sound preachy...but we have got to keep ourselves informed if we're all to benefit from pattern bargaining in the coming couple years!
Last edited by BoilerUP; 09-30-2007 at 01:00 PM.
Reason: grammar sucked!
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