Originally Posted by Cheddar

As a new hire, I came to AA expecting the MOU rates (parity in 2016) and not much more. Although I did apply at other places, for me AA was number one primarily due to the ability to live in base and the retirement schedule. Even though I was pretty close to the bottom of my class, I got my number one pick, I live in base and I know how incredibly lucky I am to get on when I did. AA as a company is in great shape and I think the company will have incredible opportunity in the short and long term.

All of that being said, the JCBA process has been an incredible disappointment. I drank A LOT of Kool-Aid during indoc and remember the management folks telling us how we were going to be superior to the Deltas in every way, how the 'new team' was very pro culture, etc. In some ways, I still almost believe the mantra, and understand that the last few months have really been hard ball 'business' negotiations. THIS SHOULD COME AS NO SURPRISE - IT'S THEIR JOB!!! Why are we surprised or intimidated about this?

I admittedly don't have all of the facts that the NC or BOD have had, I wasn't there for the MOU agreement that has supposedly hamstrung the NC, etc, but I'm really sick of hearing from some reps and line guys that we aren't in section 6, and therefore we can't negotiate... BS. The company has been acting like they are in section 6 with their asks (demands), and we let them define the fight. Why are we worried about the 'cost neutral' arbitration? It's in black and white that the framework is to put all three contracts into agreement, following the current MTA. They can't just 'get' Int'l/dom or HBT relief because they want it, the company is asking for their concessions because what they want is outside the MTA!

Look, I understand that we (and me included!) stand to lose money if we go to arbitration, and we won't magically get calendar day, LOS or ponies for the kids but we also maintain leverage to enter section 6 early (by 2017 if both parties agree, per the MOU/MTA), if not get an agreement for industry standard items before then. I really want this company to have the leeway to compete, I'm just not willing to sell out so quickly. As someone a bit more learned than I posted on C&R, why settle for what Delta has, we're going to be on track to make close to $7Billion next year, we should have the best contract out there.

There are 'bottom feeder' operations that have QOL rules that put ours to shame.

No brainer things for new hires to send "sound offs" about:

- Reserve in general, but seriously - why don't reserve get 5 hour min day or more than 1 to 2 days off in a row? WTH?
- LOS up till date of first offered recall (doesn't affect me, but it might in the future)
- Calendar day or a 1:2.5 duty rig. THE PAY RAISE MEANS NOTHING if you are gone from home more!

Again, I'm very proud to work here, and no matter what we have a bright future. We just need to fight for what we are worth.