Originally Posted by
Noworkallplay
Has anyone seen the AIP TA’d language yet? Has it even passed the MEC at DL yet? Are most just enamored with pay rates because the bullet point document shows a large disconnect with our current work rules (vacation, pay per day, DHD). How about retirement? Is that not important? Seems to be a lot of cheerleading based off a bullet point document. I thought we had learned our lesson on that approach in 2015. I guess not. Carry on.
How much was their contract improved from book? That’s the comparison point, PLUS pay rates. Each pilot group decides how to spend their capital. We chose ours, very few rule improvements and heavily weighted to pay and retirement. Which is precisely why you look at the total economic improvement relative to their revenue.
We should never lower the bar in pay rates no matter anything else. That would not be good for us or the rest of the industry. Even UAL CEO thinks so.
That’s not to downplay the significance work rule improvements they negotiated though:
Me too clause
Per diem tied to government rate
Holiday pay
Improved scope
Increased DC
Reroute 150% day one 200% thereafter
No doctor note
Reduced insurance premiums
Paid maternity/paternity leave