SLI reality check fo VX
01-28-2018 | 07:29 AM
#51
Gets Weekends Off
Joined: Nov 2006
Posts: 492
Likes: 0
Your assumptions are off... But yes some groups at each company are going to cry “foul”. There is a large group at VX that would benefit significantly from a DH integration. VX negotiators are definitely putting putting the career of the top 50-150 in front of the majority. We will see how that works out. Come on you can’t have it both ways. So putting a 79 hire with a 07 is fair but a 2010 hire can’t be near a 2012 hire. Half of the VX pilots will end up in the top 50-58 percent of the new seniority list. That is more then fair. VX pilots seniority in current base will move forward unharmed, in position and status.
A FA walking through the C Concourse gave me the SLI numbers.
>23 percent of VX pilots either have PNW addresses on file or proximity is closer to address on file.
How does this destroy unity. Soon we will all look at numbers and they will be final. So pretending this is not going to happen builds unity?
A FA walking through the C Concourse gave me the SLI numbers.
>23 percent of VX pilots either have PNW addresses on file or proximity is closer to address on file.
How does this destroy unity. Soon we will all look at numbers and they will be final. So pretending this is not going to happen builds unity?
01-28-2018 | 08:20 AM
#52
Works Every Weekend
Joined: Apr 2006
Posts: 1,210
Likes: 0
01-28-2018 | 04:45 PM
#55
Thread Starter
OTZEagle1
Joined: Apr 2016
Posts: 409
Likes: 0
The new policy states that the factors that must be considered in constructing a fair and equitable integrated seniority list, in no particular order and with no particular weight, now include but are not limited to career expectations, longevity, and status and category.
The new merger policy mandates that merger representa- tives, mediators, and arbitrators must consider these factors when constructing a seniority list; however, they are also free to consider other factors as they deem appropriate.
Do you guys realize how ambiguous this language is. How much elasticity exists in this language for an arbiter. Your insistence and utter fixation on one “must” and total obfuscation of another “must”, displays your lack of understanding. The arbiters are not novices. They understand our company’s, our industry, our careers as a whole inside and out. They know what a legacy, and start up are. They know what is a financially strong company and what is a week. They knew UAL and CAL, DAL and NWA were equals, just like you and I. They also know the difference between AS and VX as much as you may pretend not too. That’s why an arbiter asks, “what did your company bring to this merger?” Well sir 65 plus air buses, and a really hip vibe.... Ok but you brought a tone of debt, no real assets, a company just starting to creat black balance sheets, low yield, bottom of the industry compensation package.
You guys can act surprised, tell us how great Virgin was, but deep down each of you knew before the ink was dry how the SLI would work out. The truth is in the end you got huge raises and almost the exact same base position.... pretty darn fair if you ask me.
The new merger policy mandates that merger representa- tives, mediators, and arbitrators must consider these factors when constructing a seniority list; however, they are also free to consider other factors as they deem appropriate.
Do you guys realize how ambiguous this language is. How much elasticity exists in this language for an arbiter. Your insistence and utter fixation on one “must” and total obfuscation of another “must”, displays your lack of understanding. The arbiters are not novices. They understand our company’s, our industry, our careers as a whole inside and out. They know what a legacy, and start up are. They know what is a financially strong company and what is a week. They knew UAL and CAL, DAL and NWA were equals, just like you and I. They also know the difference between AS and VX as much as you may pretend not too. That’s why an arbiter asks, “what did your company bring to this merger?” Well sir 65 plus air buses, and a really hip vibe.... Ok but you brought a tone of debt, no real assets, a company just starting to creat black balance sheets, low yield, bottom of the industry compensation package.
You guys can act surprised, tell us how great Virgin was, but deep down each of you knew before the ink was dry how the SLI would work out. The truth is in the end you got huge raises and almost the exact same base position.... pretty darn fair if you ask me.
01-28-2018 | 04:52 PM
#56
Line Holder
Joined: Jan 2010
Posts: 258
Likes: 7
From: A320 CA
The new policy states that the factors that must be considered in constructing a fair and equitable integrated seniority list, in no particular order and with no particular weight, now include but are not limited to career expectations, longevity, and status and category.
The new merger policy mandates that merger representa- tives, mediators, and arbitrators must consider these factors when constructing a seniority list; however, they are also free to consider other factors as they deem appropriate.
Do you guys realize how ambiguous this language is. How much elasticity exists in this language for an arbiter. Your insistence and utter fixation on one “must” and total obfuscation of another “must”, displays your lack of understanding. The arbiters are not novices. They understand our company’s, our industry, our careers as a whole inside and out. They know what a legacy, and start up are. They know what is a financially strong company and what is a week. They knew UAL and CAL, DAL and NWA were equals, just like you and I. They also know the difference between AS and VX as much as you may pretend not too. That’s why an arbiter asks, “what did your company bring to this merger?” Well sir 65 plus air buses, and a really hip vibe.... Ok but you brought a tone of debt, no real assets, a company just starting to creat black balance sheets, low yield, bottom of the industry compensation package.
You guys can act surprised, tell us how great Virgin was, but deep down each of you knew before the ink was dry how the SLI would work out. The truth is in the end you got huge raises and almost the exact same base position.... pretty darn fair if you ask me.
The new merger policy mandates that merger representa- tives, mediators, and arbitrators must consider these factors when constructing a seniority list; however, they are also free to consider other factors as they deem appropriate.
Do you guys realize how ambiguous this language is. How much elasticity exists in this language for an arbiter. Your insistence and utter fixation on one “must” and total obfuscation of another “must”, displays your lack of understanding. The arbiters are not novices. They understand our company’s, our industry, our careers as a whole inside and out. They know what a legacy, and start up are. They know what is a financially strong company and what is a week. They knew UAL and CAL, DAL and NWA were equals, just like you and I. They also know the difference between AS and VX as much as you may pretend not too. That’s why an arbiter asks, “what did your company bring to this merger?” Well sir 65 plus air buses, and a really hip vibe.... Ok but you brought a tone of debt, no real assets, a company just starting to creat black balance sheets, low yield, bottom of the industry compensation package.
You guys can act surprised, tell us how great Virgin was, but deep down each of you knew before the ink was dry how the SLI would work out. The truth is in the end you got huge raises and almost the exact same base position.... pretty darn fair if you ask me.
01-28-2018 | 05:54 PM
#57
Thread Starter
OTZEagle1
Joined: Apr 2016
Posts: 409
Likes: 0
I honestly wish you guys all the best 320... I already gave you the SLI. It will be validated in a few months and at that time you might even appreciate the heads up I gave you. Your union can try and get you all worked up, blow a bunch of your raise, roping the wind but nothing will change. In the end your base position will move forward unencumbered. We will all be fine... cheers
01-28-2018 | 06:07 PM
#58
Line Holder
Joined: Nov 2011
Posts: 93
Likes: 0
I honestly wish you guys all the best 320... I already gave you the SLI. It will be validated in a few months and at that time you might even appreciate the heads up I gave you. Your union can try and get you all worked up, blow a bunch of your raise, roping the wind but nothing will change. In the end your base position will move forward unencumbered. We will all be fine... cheers
No you gave the AS proposal from negotiations, and in doing so you or whoever gave you the info violated the NDA. The SLI is going to arbitration, which has not even started yet. Move along troll.
01-28-2018 | 08:00 PM
#59
Thread Starter
OTZEagle1
Joined: Apr 2016
Posts: 409
Likes: 0
AJ anytime someone has lost the argument they get angry and move from facts and to personal assaults.
If you could have only seen the look on your negotiating teams face this past week. They have over the past four meetings quikly realized this is not NWA and DAL. They looked as though they had seen a ghost. Do you know who our attorney is? Look him up, he has wone everything he has touched. You know why, he is reasonable and has a nack for asking for what is fair.
In the end you maybe angry about the outcome of this SLI. I expect to hear many on your side threaten to quit and go somewhere else. By January you will all have realized nothing has changed, everything is fine. Your big win was the gigantic pay raise you recieved this past fall. And no with your old companies finances and profit margins you would have never recieved a 185- 259 (40%) pay raise.
If you could have only seen the look on your negotiating teams face this past week. They have over the past four meetings quikly realized this is not NWA and DAL. They looked as though they had seen a ghost. Do you know who our attorney is? Look him up, he has wone everything he has touched. You know why, he is reasonable and has a nack for asking for what is fair.
In the end you maybe angry about the outcome of this SLI. I expect to hear many on your side threaten to quit and go somewhere else. By January you will all have realized nothing has changed, everything is fine. Your big win was the gigantic pay raise you recieved this past fall. And no with your old companies finances and profit margins you would have never recieved a 185- 259 (40%) pay raise.
01-29-2018 | 06:05 AM
#60
Gets Weekends Off
Joined: Aug 2011
Posts: 171
Likes: 0
AJ anytime someone has lost the argument they get angry and move from facts and to personal assaults.
If you could have only seen the look on your negotiating teams face this past week. They have over the past four meetings quikly realized this is not NWA and DAL. They looked as though they had seen a ghost. Do you know who our attorney is? Look him up, he has wone everything he has touched. You know why, he is reasonable and has a nack for asking for what is fair.
In the end you maybe angry about the outcome of this SLI. I expect to hear many on your side threaten to quit and go somewhere else. By January you will all have realized nothing has changed, everything is fine. Your big win was the gigantic pay raise you recieved this past fall. And no with your old companies finances and profit margins you would have never recieved a 185- 259 (40%) pay raise.
If you could have only seen the look on your negotiating teams face this past week. They have over the past four meetings quikly realized this is not NWA and DAL. They looked as though they had seen a ghost. Do you know who our attorney is? Look him up, he has wone everything he has touched. You know why, he is reasonable and has a nack for asking for what is fair.
In the end you maybe angry about the outcome of this SLI. I expect to hear many on your side threaten to quit and go somewhere else. By January you will all have realized nothing has changed, everything is fine. Your big win was the gigantic pay raise you recieved this past fall. And no with your old companies finances and profit margins you would have never recieved a 185- 259 (40%) pay raise.
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