Originally Posted by
tsquare
I am not saying that we don't have any leverage. Well, I am saying that at this particular point in time, it is limited, but you know that. You talk about a "long protracted battle with pilots". When could that start? Today? Tomorrow? Next week? I think that is when our perception of leverage differs. Personally, and this is not "managing expectation", I think it would be pretty futile to go out and start a FUPM campaign right now because our contract isn't even amendable for another year and a half, but maybe you can convince me otherwise. Like gzsg says... baby steps. But let's say that I misunderstand what it is that you are looking for at this point in time. A goal statement? Is that it? Or are you ready to go nuclear tomorrow? I think that you have to "manage" the pilots fervor wrt (for lack of a better word) anger over current conditions. You and gzsg are perpetually angry over what you perceive as our lot wrt the current state of the company. I get that. I understand it. I don't necessarily agree with it, but I understand it. So how do you rally the troops to follow your lead? There are a ton of guys out there that won't give a rat's tail about this until it comes time to negotiate the contract, and that isn't for awhile. Which then leads me to think you believe we can negotiate a brand spanking new contract, right now, based solely on the company's most recent quarterly statements. Again, I challenge you to make the business case for that.`Remember, our contract is much better than any one else's in the industry as a whole. So make the case other than community organizing. Hopey Changey sucks as a strategy.
Not angry. Frustrated with the seeming lack of strategy and execution at the top of our union, yes.
Somehow I knew you would use the hopey changey label.
To answer your question on timing:
Put together the numbers and start educating right now. Keep it positive. Pretend RA was running this campaign as someone earlier mentioned. He doesn't get all hot under the collar but he does state his goals, he does communicate those goals clearly and he does find ways to execute and achieve.
Right now is the time to reach out and get every member of our pilot union on board in advance of C2015. Get them excited that their hard work on the line every day has paid off. The company is finally in a position (consolidation, record profits, reduced debt, etc) to make true restoration possible. Surveys we can't see and secret ops behind closed doors do not qualify as the educational campaign I am talking about. As I said in my earlier comments, perform a symbolic vote that can achieve in the high 90 percentile that demonstrates our solidarity and resolve to achieve the goal.
Let management see the solidarity. Remind them that the pilots are critical to achieving managements goals including a well run, investment grade company. No shouting down or other nonsense. Just simply let them know that a very public campaign with 12000 pilots on board is in the wings. Show the company with current numbers, that restoration is possible while remaining profitable as a company.
If the company says not interested, begin step 1 of 100 of a public informational campaign. Managements of yesteryear might have not cared. I think this management will care. Being labeled the airline with the worst labor relations kills one of their favorite investor promotions and isn't the way they want this company to be perceived. The pilots don't either. Somethings gotta give though. Perception is everything and the company knows this as well as anyone.