Originally Posted by
fcoolaiddrinker
You’re not wrong with this paragraph but you’re looking at one side of the coin with respect to vacation.
more credit=more days off. Specifically 2 when compared to other agreements last round. So right there I’m getting 2 more days off. If you want to make equivalent compensation pick up 2 days. You’re now at the same days off and same compensation as others. I’ll take the two days off. We’re both happy. I don’t really want to be forced to work two more days in an vac month no matter what the rate is.That’s what was celebrated. Options.
The ability to add flying over vacation was a provision that didn’t change last round.
Outside of vacation months the over 82 plus the fact multiple other agreements had credit caps allowed for making equivalent compensation. This is where I agree with removing that provision for higher rates in the next agreement. Unfortunately that polled high as something nobody wanted to give up last time.
let’s call it good on debating any non status quo strategies.
Yeah, I'm good with it. But there are still portions which you mentioned are incorrect.
More credit does not necessarily equate to more days off. More credit means higher pay. Days off is days off - they are related when it comes to vacation but the options you mention didn't equate to more pay for less work. Using a vacation day - whether its 4 hrs of credit, 5 hours of credit or 6 hours of credit - had a relationship to where credit values meant different # of days working but also a different paycheck in the end. It is a great option I will agree - as mentioned, our vacation flexibility is the one thing I think we have that is industry leading.
Despite the above, we are still arguing different points. You just explained why the last contract is the way it is. I'm actually AGREEING w/ you on that. I'm also arguing that many of those options which helped w/ the equivalency have been countered by the company to make our pay (and some QoL issues) less than. I hope you don't think we are still being equivalently compensated.
I'm addressing those who think that "flying the contract" (ie. not picking up OT or premium) will get us a new contract faster. That is just preposterous to me. For one, at this point, we've already discussed how this would be viewed as illegal. Second, we are BOTH AGREEING that picking up OT is part of the OPTION we all voted for in the last contract. The pilot group voted to keep the over 82+ specifically with picking up and vacation in mind and to not utilize it would be voluntarily reducing our already shrinking equivalency. And to boot, the move would be easily countered by the company.
We just think different.
All I know is, another contract w/ subpar rates - no matter how much supposed equivalent compensation is built in - and I think there will be a mass exodus (me included). Too many issues w/ it to include ability to recruit and retain. We're the only major w/ a training contract...Simply put, the equivalent compensation contract of ours was a failure in more ways than it wasn't.
I suppose that's great news for your seniority since you'll be staying.