Originally Posted by
MickeyFlies
First off, nothing ever HAS to be voted yes. The content of the TA or LOA should be voted on by it’s merits. Also, there is a mediation period that follows the negotiations. It only results in “suggestion” by the mediator but it could lead to more negotiations. Next, ready reserve (in the right form) is not a bad thing. Some would love it and others would dislike it. Also, what pay increases are coming?! 1%? 50%? 100%? Will captains make out better than first officers? Or vice versa?
Most importantly, what host of QOL improvements are coming? Will we get three days off between trips? Will we get a guaranteed mix of 1, 2, 3, and 4 day trips? Will MMD be converted to a true minimum day and be increased? Are there reserve improvements such as a defined trip assignment hierarchy or automatic release on your last day? Does the interface period get eliminated? Is there a contractual obligation for the company to make better trips? Is there an electronic trip trade/pickup/drop provision?
Finally, what are the give backs for all these improvements your birdie mentioned? You’ve already said ready reserve but what about PBS? If so, what kind of system is it? Do we get better vacation blocks to make up for the potential to go down to a 5 day “vacation?” Does the Union have input into the bid? Can the company take a trip off of a senior pilot and put it on a junior pilot to make more efficient schedules?
Critically, was the person who told you that this MUST be passed in the Union? If so, we’re completely hosed. I’m sorry to jump on you. I’ve heard a ton of ridiculous rumors and opinions in the last few weeks. Silly speculation is only hurting the employee group at this point.
Well, of course it doens't "NEED" to be a yes vote. My information was second hand from a captain I was flying with who had just freshly talked to someone on the negotiating committee. That being said, according to the way our current contract is written, the negotiation could just end without any changes. Therefore, it could be an undetermined amount of time before the company decides they need to incentivize hiring vs. attrition, or our contract expires. This was the way it was explained to me. All I have to say is our current attrition is about 10 per month, and our hiring is about 22. Do the math.
I didn't hear the specifics about pay increases, other than something was coming. Same with QOL. PBS was NOT on the table. I was told the interface problem would be "fixed" and our 48 hour period would become much more useful.
Vote no if you want to. If it's ****ty I will vote no on the merit of it being ****ty. But if it's any increase I will take it. This "mid contract" negotiation is not a real contract negotiation.