Originally Posted by
JustInFacts
First, let's clear this up. I am not against the 757 paying the same rate that it pays at Delta. My questioning is more along the lines of the argument to get that rate. When we go into negotiations, we have to have justification for our asks. The company asks for that. The NMB asks for that. We ask the same of the company. So, as I cautioned, be careful what you ask for, ie, industry standard rates.
You keep saying that we should have industry standard pay rates. That is one of your justifications for 757 pay. Well, industry standard would make our 767's and Airbuses pay the same as the 757. Is that what you want? How do you convince the mediator that we deserve industry standard on the 757 when we agreed to classify that airframe as a NB in 2006, but say that we don't want that to apply to the 767 and Airbus. You said there are multiple solutions to solve this issue, yet haven't presented any solutions.
The other argument you make is that if we give up the A plan, then every dollar counts. I think that is a more solid argument, however, it requires giving up the A plan for all new hires. Is that what we want, an increased A plan for current pilots, and some other DC/MBCBP for all new hires in exchange for higher 757 rates?
If we get further down the road with the NMB, and get released, these are things we will have the present to the PEB. Things get more dicy after that.
What do you beleive are valid justifications to make to the mediator/nmb? And what exactly would that be justifying?
And from a previous post, it doesnt matter if we have 5 year wb captains and ups doesn't. Just like it doesnt matter that legacies had one or two year nb upgrades. Its all cyclical and can change on a whim. Its irrelavant what aircraft management needs to make their business model work, or the demogrophics of the current pilot force. Pay rates should be industry standard or industry leading regardless of how few pilots are on them.