Originally Posted by
Cogf16
Really just some personal thoughts...
-United rates on ALL jets + a percent or 2. AND NO, NOT PAYING FOR IT WITH PS, OR USING TOTAL COMP AS THE METRIC!!!(Because of their paybanding, will that create "unequal" increases and do you think we are discussing banding also?
-Real improvements in per diem, training/vacation day pay.
-Will accept minor "adjustments" to company "needs" ie sick, bidding, alv etc. Certainly not on the scale of TA15. Our advances must dwarf any company "gets"
-If company wants PS changes, it must be done outside of UA rates and be a real winner for us.
Bottom line is we will never accept a TA that doesn't exceed United BOOKRATES AT SIGNING OR AT ANY POINT IN THE CONTRACT. CERTAINLY THE COMPANY KNOWS THIS AND IS PREPARED TO NEGOTIATE WITH THIS REALITY?!?!? I know we can't cherrypick and we must look at the TA in its totality, but clearly we must be industry leading in most of the important areas of workrules, benefits, etc. Based on my first statement above, we need close to 20% at signing and then 4 to 5% minimum per year. And the other stuff as well. Thoughts???
Your numbers are off a bit. If you only want 1 to 2% above UAL on all equipment the overall cost to the company would be less then the failed TA. The 757 payraise which is still a huge part of our fleet would not even get a double digit raise. The only aircraft that would be at the 20% you mention would be the 767-400 and A330. Overall everything you want is probably doable for the same cost as the failed TA.