Originally Posted by
dosbo
SP
It isn't only the pay at the J for J program. It is also the longevity, if the longevity accrued at the J for J carrier transferred back to UCAL when called back from furlough I might consider it.
It is BS that my job is eleminated, moved to a regional, then I am offered a job at that regional were I may be for many years with pay that lags way behind mainline in subsequent years (I was looking beyond the second year pay as well). Then when several years down the road I am recalled and my longevity at UCAL would return to my furlough point after I have been flying the same airlines customers?
What I find insulting is; having my work outsourced, being offered a job at that outsourced company (essentially replacing myself) and having people expect me to be happy about it, being whipsawed against myself, and finally the fact that ALPA thinks it is acceptable to have us outsurce ourselves.
Dosbo,
I could not agree more with your points. At a minimum the Jets for Jobs offer should have been RJ left seat with pay set at greater of years of service at UAL applied, or pay at UAL adjusted each year for longevity credit. Best would be our old scope clause. UAL jets = UAL pilots.
Here is the point I made. We need to consider the same principle when it comes to UAL new hire pay. Why would we permit our own new hires to be paid the welfare wages we despise. In this industry it is safe to say that many future UAL new hires may be veteran pilots on refugee status from other carriers. Lets vote NO on any JCBA that does not correct this airline pilot profession degrading "entry level" pay scale.
SP