Originally Posted by
FamilyATM
I think one of the problems is that only two or three of the people they (mgt) want to work the 757 bid it. The rest of those selfish, "senior" LCA and Flexes have not bid the a/c exactly because there is no LOA for pay. They were not looking for the "sweatheart deal", they want it done correctly and by the CBA. Thus a new LOA for passover pay is needed. The vast majority of LCA's and Flexes are good union members and they also are not the most "senior" guys in the company. I guess you hit a nerve and yes I am one of those LCA's or Flexes and I am not in the top half of my bid pack.
Family ATM,
I've got a question, are we talking passover pay or pay protection? I believe passover pay is thoroughly outlined in the contract. I agree with someone making WB pay not wanting to downgrade to NB pay, so don't bid it. The same mantra has been spewed to the average line guy about this LOA. I do think that pay protecting a specific group of individuals is wrong, initial cadre or not. This pay protection would amount to $30,000+ per year for a MEM 757 CA. That's the same amount given to a CA or FO moving to CDG and signing the company agreement. Hardly seems equatable. I realize LCA's and Flex's do a very demanding job and most perform exceptionally. Unless there is a major modification to this LOA I think pay protection should be a low priority. I guarantee the company(mgt) is not getting the people they want to fill the seats at the FDA's either, but they seem perfectly happy getting who the get, the same will be true for the initial cadre of 757 Flex's and LCA's.