I think a lot of the anger from this pilot group, myself included, isn't a direct result of the lower than expected retro, TOS pay, or whatever short comings felt from the initial look at what's coming. Anger and disappointment in how the company has continued to conduct itself is continuing to fuel this fire. Scope alone could have been handed to us years ago. A prior to TA pay bump could have been an olive branch. This company is still negotiating. Our MEC and NC has done an amazing job, they're up against a giant who's job is to save money. A tiger can't change its spots. Our union asked that we conduct ourselves as ladies and gentlemen throughout this process. I believe we most certainly have. I can't say the same thing about our fearless leaders. Stock buybacks and larger C suite bonuses will be coming once this passes. There's plenty of meat left on the bone.

 

Dude…. You don’t work for Alaska. Not sure WHERE you work actually. Over on AA’s and SWA’s waxing eloquent.

Either way, news flash.,,.. we weren’t looking for your approval.

 

I’m an AA guy and let me just say, nothing annoys me more than guy/gals from other airlines grand standing and thumping their chests about what YOU should do. Reading through some of your TA, I see some work rule improvements that bring you up to industry. Some that might be industry leading (no acars for scheduling), and I see some concessions (reserves seat filling in the sim). Also not seeing anything about profit sharing or holiday pay. 10/5/5 would not get a yes vote from me but I probably don’t have the same expectations. You should vote what you feel is right for you and the consensus of your pilot group.

Does this TA hit it out of the park setting a new benchmark for AA/DAL/UA to aspire to? No, far from it. Does this TA raise the average for the industry? Absolutely.

 

[QUOTE=El Peso;3502409]I’m an AA guy and let me just say, nothing annoys me more than guy/gals from other airlines grand standing and thumping their chests about what YOU should do. Reading through some of your TA, I see some work rule improvements that bring you up to industry. Some that might be industry leading (no acars for scheduling), and I see some concessions (reserves seat filling in the sim). Also not seeing anything about profit sharing or holiday pay. 10/5/5 would not get a yes vote from me but I probably don’t have the same expectations. You should vote what you feel is right for you and the consensus of your pilot group.

Holiday pay is an extra 5 hours of pay if your trip touches one of the 6 holidays by even 1 minute. Rsv being used for seat support is already a thing, not a concession, but those are in open time usually for pickup. Our profit sharing is PBP (performance based pay). Which the company sets parameters for each year. Things like on time performance, mx, etc....it's the reason AS pilots and employees received a bonus when none of the other airlines did during covid

 

Thank you… There is a bonus program, traditionally pays 6-10%, has even paid at 6% during 2020 and 2021. We have 6 holidays and when people begin to actually understand 25, mouths around the industry will drop. Hope you guys at AA get a great contract soon. Cheers

 

It’s gonna be fun to watch, 3,300 little light bulbs come on, 25 “says I can do what”… there will be some embarrassed people on here, I mean still not good enough for the 30 or brown but pretty life changing.

 

F9 has no acars. The key is going to be your transition agreement language going from line bidding to pbs. Does your TA include one of those or is it all outlined in sec 25? As someone who recently went from line bidding to pbs I’m pretty happy but the key was protections outlined in our transition agreement and/or your sec 25.

Your going to lose decent open Time with vac, training, transition drops going away so I would be looking for a open time holdback provision.

Also, vac slide and sell back provisions. Sounds like you got some of that? This allows for freeing up days for the solver to place flying on if so desired. Or moving non holiday vac days over holidays depending on seniority (slide).

Coverage award limits are also pretty important. Top 70% line holders in a non vac month and top 50% in a holiday month should be unstackable.

Defined holiday months. The fewer the better.

Good luck on your vote.

 

We got all of that!

 

Nice. Good the hear. How many holiday months did you end up with? Also, transition agreement or baked into sec 25?

 

We got five, 6 days, two in December.

By my inbox, I am starting to even have hope for SFO. Pro tip, for the road show, lock up the thirty, put down the tar and feathers. Must haves, bring a pad of paper, pencil, and a box of cards. When CG starts talking about 25, get really quiet and just write, I mean really quiet, learn.
Then take the box of cards and send out a thank you, to every last one of them… got it😉 Good!