Originally Posted by
gatorbird
Great. We're ****ed. Because of your "principles" I guess I'll have to tell my wife and kids goodbye for an additional 5-6 days a month when I usually get a conflict. Bendo will be loving every line he reads if this kind of thing ever makes it to his desk. By bidding transition conflicts I'm doing absolutely nothing outside of the confines of my CBA and I certainly don't feel like my "principles" are compromised; I'm just working within the rules both sides gave me.
But you're telling me you'll give it away just so you don't feel "bad" about it and you want to work for every penny you earn? Tell me, how does that work out for you when you get paid 4 hours a day for an 8 hour day of recurrent? Or when you sit around a hotel for virtually free (due to trip averaging) away from your family?
***Note: I changed and highlighted your "more money" to reflect more "time off" so I'm not labeled an "overtime wh@re", thereby a threat to myself and others ***
Hopefully you hastily wrote this after a couple of cocktails before going to bed because you obviously didn't understand what I was trying to say. First off- i don't feel "bad" about me or anyone else using transition conflicts. It is part of our contract and the company signed it. We may have slipped that little nugget by the goalie, but such is life. When I said its a "matter of principal" I was talking about how we should not HAVE to bid a conflict to get paid what we deserve. The company should straight up pay us what we deserve.
Now, moving forward... What is the conflict language worth? If you get 5 days off in transition and end up with a 21 day off line that pays you $10k for the month. What difference would it be if you were able to just flat out drop that trip and still have 21 days off and still make $10k for the month? Point is: you CAN put a $ amount on the conflict language, and if ALPA chooses to trade it away I will listen to what the company has to offer in return.