Tony C’s message…I have yet to see anyone validly dispute his findings. So please enlighten us…

SCOPE
The first section of the TA is §1. Recognition, Scope, and Successorship. Scope has drawn a great deal of attention lately, and given the communications we have recently received from the highest level of management, it is understandable that many of us are fearful for our future jobs. Our Negotiating Committee Chair addressed scope at length during our April Joint Council Briefing and we can view that address in a YouTube video. While you might have been prepared then for no improvements in our scope language, I doubt you were prepared for a degradation. With more flexibility to wet lease and lower monetary penalties, our scope protection has actually been significantly weakened.
In exchange for that concession, we have what I consider to be symbolic improvements for wet leasing during §4.A.2.c. and during furloughs. While The Company cannot enter into any new wet lease agreements or extend or renew wet lease agreements during §4.A.2.c., they can enter into any number of long-term wet lease agreements on one day and invoke §4.A.2.c. the next day, and continue those wet lease agreements.
Additionally, there is no limit on wet lease agreements while under §4.A.2.c. during the “true” peak weeks of the year. Of grave concern is the price we have established for wet leasing while any pilot is on furlough – as low as ˝ of the cost of a Captain and two First Officers for the same block hours.
It is my belief that most FedEx pilots will find the combination of weaker scope protections offset only by symbolic improvements unacceptable, and many will not need to read any further to determine their vote. Pay rates, retirement benefits, and work rules are irrelevant if jobs are lost.