Originally Posted by Kellwolf

It'll all come down to the fine print and wording in the contract. God knows, that's what the 99 agreement is built on. Loopholes left and right, and scheduling will use every last one of them. Got junior manned down to 8 days off and want to use your 2 comp days within the first 6 days of the month? Tough. They'll get denied due to "interface," even though that went away when paper bidding went away. No limit on the number of ready reserves in a month, so you could actually be escalated every damn day if they wanted to. Or, like one poor soul actually got, awarded 21 days of ready reserve from PBS. Fatigue and sick policies aren't in the fine print, so they can change at the whim of the company.

The main problem I had with TA1 was the lack of loopholes being sewn up with the reserve language. Too many "to the extent possible" or "to the best of the company's ability" clauses still there. Might as well translate those as "no."

With the current negotiations, I'm willing to let it take its course, read the contract from a DW perspective (trying to find any loophole they can to get what they need) and vote accordingly.....assuming we ever see anything to vote on.