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???
United has about 140 high paying jets- which pays 777 pay or higher. We at Delta have 25. A second year United pilot has the opportunity to get 777 FO pay. I am year 10 and can't even touch 777 FO seat. Not even on reserve. And our equivalent of ER captains are making $300+ an hour at United.
So for us to have similar pay scales fleet wide- we must be paid much much higher. Or let's pay band and stick all the 767-300s to 777 pay. If UPS can do it, we can too. Nothing less. Enough give backs.
Ed had his chance to accept our TA offer. He screwed up. The last offer is no longer on the table. It just went up. (Refer UPS and Allegiant).