Originally Posted by
Softpayman
Pretty good analysis.
Yeah, it is . . . sadly. I hope that our group can see the career-long implications of going to a pref-bid system.
While anything is on the table, we need to be getting something truly industry leading for giving concessions at a profitable carrier with below industry average hourly rates. A 25% raise alone - that doesn't even equal what Delta was paying 13 years ago!
- 19.4% B Plan or 'no match 401k' (Hawaiian)
- 5.5 min day, not averaged (Southwest)
- .61/hour duty rig (Southwest)
- min 15 days off/month (Southwest)
- International pay for any destination outside CONUS($6.50 for CA's, $4.50 for FO's - Delta, United)
- 5 days off between pairings (we already are supposed to have this!)
- Downtown layover if longer than 12 hours (Delta)
- Global Entry reimbursement (United)
- 6 months furlough pay (Delta)
- 50% override for DH in middle seat (United)
Those are just some areas that we need to look at improving upon before we even begin to talk concessions like PBS. And we need hats, of course.
PBS is a concession.
Agreed with all, but why are you mad?, we haven't even starting to get a team ready to negotiate the next commandments. I think we should start gathering some data, opinion and show a strong commitment to a not better but leading contract.
Look, I really doubt anyone prior to June 2010 really wants pbs. I think we all hate the idea, at any cost. Loosing premium pay it's an example. Even a good number of us YES voters were upset about it. But you pick up and keep going.
We all want more efficiency, (higher line cdt) vs this 72-76 avrg cr9p we are seeing, and 5 days off. PBS isn't one of the things nor should even be part of our negotiations. After 5.5 years, I'm yet to hear a Spirit pilot wanting PBS.
And if a new hire, after contract 2010 even entertains the idea, it needs to be questioned why, then lead pipe (jk), NK style.
But getting mad about it isn't gonna help us at all. We all pull together, learn from the last negotiations and make it even better.
Getting a team together, asking our reps "how are we getting rdy for this next contract" and getting involve it's the most important thing. Two reasons, we want them (neg committee) to know that they have our support and with our participation there is little room for unwanted decisions or surprises.
All together. It's easy to seat on the sidelines, and wait for a great contract or bad and then point fingers (4 point back).
But I agree with you 100%, and Ram hat idea (I want a pineapple with Xmas lights on mine).
Cheers