Originally Posted by
BlowinSmoke
Haven't been to a roadshow yet because they haven't reached my base. I will be going, but am curious to the questions being asked?
1)Have they addressed reserve and calling after block in? Do we have to sit around the airport for 1hr? Would that be considered Standby which is prohibited in this TA?
2)401k? Is it I contribute 5% and company 10% or a max contribution from company of 5% with a 2.5% trigger from employee?
3)Has the company agreed to look at different scheduling software? Are we keeping merlot?
4)What's the definition of positive contact?
Many other questions but let's start there.
Consider 117 as the true limit that can't be exceeded. I've been extended by one leg one time on reserve. Typically, we would only have a problem on the LAS/IWA or SFB/PIE reposition flights they do. And they do that now...even the union recognizes that our system has almost no ability to allow widespread use of this issue
401k...you contribute up to 5%, company matches 200%, also a safe haven plan, so, as I understand it, they keep kicking in, even after our max, as that money is returned Q1 of the next year and they true it up
Company and union have to agree on new software and companies are already shopping their stuff. Given the robust language regarding line holders, they'll need much better than merlot to make it work, tho Trent Porter seems to hold the inaccurate impression that the solver would still be viable
Definition should be addressed in the MOU, but from the company's standpoint, positive contact is an actual phone conversation vs a voicemail. Voicemail is ONLY for a delayed departure. How people are unable to show some responsibility for their own schedule is insane.
I'm curious what people consider "good" work rules, nobody has broken this out yet...I see every other pilot group whining about theirs, but no real concrete example of what an ideal would. Except for the expectation of working 8 days a month and being paid 400k to do it.