Originally Posted by 2xPW123

Implement a trip RIG of 1:3.5 (Works out to about 20-22 hrs credit per commutable four day trip). Ditch the (modified) min day all together, it's an obsolete concept. Our inefficient schedules are entirely controllable by AAG/PDT. There's no reason our pilot group should be penalized for something we have no control over by way of inefficient, low-credit lines. A strong trip RIG provides a financial incentive to improve our schedule, and removes the financial penalty the pilots pay if it doesn't happen. (This would also remedy the fact that, even if they raise our pay rates, we'll still be making far less than our counterparts due to crediting so few hours.)

Implement a duty RIG of 1:2, to disincentive pairings that run you ragged one day and make you sit all day on another.

No more abuse of the interface. All flying during the interface must fit within the footprint (to the minute) of at least one of the two trips that are in conflict.

Put a reasonable limit on extensions of less than four hours, they shouldn't have an unlimited amount to work with. As a matter of principle, extensions and junior manning should be for unforeseen circumstances, not a standard method for covering open flying.

All open flying should be covered by volunteers, in order of seniority, no later than 2-3 days in advance. If the volunteers don't materialize, financial and scheduling incentives should be increased until volunteers are found. Some mechanism should be put in place to force (or heavily incentivize) the company to have all open time covered and reserve staffing in place several days in advance.

Not one penny less than PSA pay rates. We're willing to, and more than capable of, flying 76 seat airplanes. That fact that we're not flying 76 seat airplanes is, again, entirely the doing of PDT/AAG.

No less than 13 days off. Thirteen off is for the very bottom of the seniority list, with the number of guaranteed days off increasing as seniority grows. Guys who have been here for 20 years are working more days than new hire FO's at other airlines. That should not be the case.

There's plenty more to fix, but these are reasonable, simple, and fair methods to fix some of the larger items that detract from quality of life, and would move our compensation closer to where it should be.

Thoughts? What contract/policy suggestions do you guys/girls have?