Originally Posted by
Excargodog
I’m equally puzzled why you and others like you can’t even address the question of whether or not this supposed tactic is effective. AS has a new contract. I don’t particularly like some of their QOL issues, but their management certainly came to the table and their payscales are far superior to NK. B6 has an attrition problem and their payscales are superior to ours - again without screwing over their newbies. The Big Four all have payscales above ours and are in active negotiations - all without screwing over their newbies. So what evidence is there that we wouldn’t be at the negotiating table if we weren’t screwing over our newbies?
As I have repeated, “How long does this have to not work before you’ll concede it’s not going to work?”
Even more puzzling is this; if you and the others actually believe the path to success in negotiations is screwing over our junior troops, why do you get so upset when I say we are screwing over our junior troops? If indeed the intention is to deter people from coming to NK or to increase first year attrition by treating them like cr@p, I would think you would want someone pointing out to potential new hires on a continuing basis that they will be making sort of minimum wage training pay, have no insurance, and pointing out to new hires how much better newbies are treated elsewhere to deter people from being recruited and to increase first year attrition. If all of you are so damn sure you are doing the right thing, why do you get so upset when I point out exactly what you ARE doing?
If you really believe that’s the way to go, it seems like my efforts could only assist you.
As someone on first year pay, I hate it. But… Alaska was in negotiations for years and had to vote on a strike authorization to finally get their increase. JetBlue gets paid more but lacks QOL provisions that we have (I bet management would raise pay if we agreed to give them full control of the reserve grid!). We have been in negotiations for… two months. These things take some time, and we will not know if you are correct or not for several more months. But I tend to agree with everyone else. The crazy low training pay and first year pay is likely a major factor forcing management to the table. We can’t provide “proof” other than the fact that their initial proposal was to just raise first year pay.