Originally Posted by
Probe
AND,
If this extension does include a "me too" for DAL pay rates, the leverage in section 6 swings a little bit bit our way. We are no longer under pressure of old pay rates to vote in a new contract. Our next full negotiations should put us in a stronger position than without the extension.
I see pretty much nothing negative about this extension. Voting yes, we get something we are not entitled to at this time, and a "me too" going forward on pay rates.
Voting no gives us zero. It doesn't fix the reserve system, vacation, sick leave. Nothing.
The next time the company wants something from us, we can negotiate some of those. The "me too" on pay rates should mean we don't have to worry about that section for quite a while. We can concentrate on other areas.
I don't post here very often, but I cannot agree more.
This may not be a dream contract, but there is too much money on the table to risk a drawn out negotiation that will likely just rearrange the value of this deal, imho.
The DAL TA had to sell profit sharing, sick leave, JV scope etc. to achieve these rates--we get them, essentially for free (save for the hope of leverage in Section 6). Plus a NSNB that adds mainline jobs.
Once DAL gets a deal, we match those rates going into section 6 in 2 years and we can spend negotiating capital then to fix the woes of the current contract. Meanwhile, it's money in the pocket and a new bar for pattern bargaining.
The value is an industry leading contract today, no matter how you look at it. Maybe not everything we want, but we don't negotiate in a vacuum.
Just my .02