Originally Posted by
FurloughedX2
Wow, this thread has gone all over the place. From, a rumour to yay to it sucks so bad who would want to, to how much pay, etc. I am a 12/99 UAL DOH with 5+ years off for good behavior. I would love to get back to work, and let my wife stay home with the kids like she's wanted to since 12/99. I just need to know exactly what pay I am coming back to, for planning purposes. Should I figure 7th year UAL 320 pay or what? We could use a decent health, dental plan etc. with 3 kids. I know the current work rules at CAL suck, but, it can't be that way for much longer......right? We have to have a contract within the next year. I imagine, the way my career has gone thus far, that I will be stapled well below the CAL guys in the SLI, but, starting in 2012 all the clingons will be leaving, no? So, the hell should only last so long. I am so confused!!! Shed some light on me oh great forum gods.
Just curious if furloughed pilots have access to the T&PA because a lot of the answers can be found there. This is pretty simple and seems to have created a lot of confusion. You get paid the HIGHER of your last UAL pay rate or your longevity pay rate at CAL. With zero YOS (year 1) when you start at CAL, your UAL pay rate when you were furloughed will apply since you were there many years.
Originally Posted by SlickMachine
As for health coverage, I am unsure if you would get it from the start. New hires go 6 months before it coverage begins.
Again, this is all covered in the T&PA. There will be NO wait period for health benefits for a United pilot coming to Continental. All benefits will start immediately.
7-B. Job Opportunities.
(i) If either Continental or United intends to hire new Pilots, it will first offer
employment to fill such positions in seniority order to Pilots on furlough from the other Airline. Acceptance or rejection of such an offer or failure to qualify will not affect a Pilot’s recall rights or placement on the Integrated Seniority List (which shall be based upon his seniority position at the Pilot’s originating Airline). A Pilot accepting an offer under this provision will be subject to the normal background and employment requirements of the employing Airline. The Pilot will be an employee of the employing Airline, within the applicable ALPA council for that Airline, but
will not be required to serve or complete a probation period. Such Pilot will be paid the greater of (1) the actual hourly pay rate he was receiving on the date of his furlough, or (2) the hourly pay rate to which his years of service at the employing Airline otherwise entitles.
(ii) No Pilot shall be entitled to more than two (2) offers of employment pursuant to this Section 7-B. If a Pilot declines the first offer, the employing Airline will not contact him for a second offer until he provides at least thirty (30) days notice to the employing Airline in writing of his desire to re-enter the hiring process. At that time he will be eligible for the next available offer in seniority order.
(iii) Pilots employed pursuant to this Section 7-B will exercise seniority for all purposes at the employing Airline in the seniority order of their originating Airline but junior to all Pilots who were on the seniority list of the employing Airline prior to the Merger Agreement Date. Upon implementation of the ISL Pilots will exercise seniority pursuant to their position on the ISL. All Pilots hired by the employing Airline after the Merger Agreement Date who are not Pilots employed pursuant to this Section 7-B will exercise their seniority for all purposes junior to all Pilots who were on either seniority list prior to the Merger Agreement Date.
(iv) Notwithstanding Section 27, Part 2.A.2, B.2 or C.2 of the Continental CBA, all Pilots on either the United Pilots’ or Continental Pilots’ Seniority List as of the Effective Date of this Agreement employed by Continental
shall be eligible for Medical, Dental and Vision Plan coverage on the Pilot’s first day of Active Service.