contact ALPA and start a card drive.

you run 2 different line holder bids, one with stacking the other without to get to something with a similar Delta %.

Sad thing is most people think a zero stack will make them suddenly have a great schedule. The fact is, a brutally effective PBS will just give the best trips to the senior pilots with greater effectiveness.

that’s the idea isn’t it?

Then why is AR and the union saying it has to be all or nothing with navblue? This is why my bs radar started going off.

So is that the same as telling pilots unhappy with Allegiant to leave and go to delta? That’s par for the course with union kool aid drinking bunch. Super duper logic.

no. It’s just a logical step for any pilot group that does not have confidence it it’s representation. Same thing happening right now at AA.

It’s actually the opposite of telling you to leave. I’m saying fix it and make allegiant better but you do whatever floats your boat.

I just want some transparency and data about this instead of soundbites. I’m not really into the videos focused more on mood lighting and makeup than actually showing us the data and info that backup what we are being told.

Oh well I’ll keep filing grievances. Hope we have party once hit we hit 10,000 should be great.

TBH, I have no idea. I looked through Delta's LOA on PBS and they have a max stack of 6% as long as the top 70% of line holders remain unstacked. My guess is that having a stack option for something other than 0% or 100% is a paid-for option (best guess). All I'll say is that the people I have spoken to on both sides (union and management) have said the two options are either 0% or 100%. Both have said that there isn't another option. Maybe it's an optional add-on that MG and the company have failed or refuse to pay for. Either way, in our current situation, it results in us either signing a CBA with 100% or 0% for line holders.

I'd love for you to go back to your management contacts and ask them these questions:

1. Is there another option other than 0% or 100%?
2. If the company wants 100%, what minimum staffing formula are they willing to use?

Then ask yourself, will our QOL be better or worse without one of the above?


I'm curious, you said "nice pay raise" and since you didn't answer me before, do you consider being paid less than JB's (or even slightly more than JB's) current four-year-old rates sufficient? If not, you need to go back and speak to your crappy source and tell them to up the ante.

FYI, it shouldn't be on the union to get that information. The company should have gathered that knowing it was coming. The only reason the union is paying someone is that the company was refusing to do it. I think the pilots have made it clear that a CBA without LTD will fail miserably, someone needed to gather the information if we ever want to get a new CBA. I'm ****ed that my dues are being wasted on something that the company should have done months ago. Every other airline has a real LTD and yet our company thinks it's cool to try to deny that to us.

This is 100% fact. Lines will not get better for junior guys with the exception that there will not be any "HDMWDs" that shift your preferences and deny days off that you should have received. If you are junior and know how to work CBI, you can get a much better schedule than you will with NavBlue. It will most definitely make better lines for the senior guys and will be significantly more efficient. (i.e. less OT, better trip allocation resulting in lines being leveled, etc) Also, it will result in more Reserve lines.

Just curious, what are the data you are looking for? "Data" is a very vague term.

Data like how are other airlines are able to use navblue and not utilize a staffing model and not have a zero unstack. A random reference to a United staffing model is with nothing more is not convincing. Show me the staffing models that those other airlines have in their cba. Show me the unstack language for all of these different airlines (not literal language, but this stuff in the contract comparison if it is that crucial to negotiations).

Just like the union had all the other big work rules in the contract comparison, include the data/info about unstack and staffing models. These soundbites are not convincing and when I ask my sources I’m not getting anything but a repeat of the soundbites.

List this all out in a PowerPoint like the other stuff in the contract comparison - why not include it when it’s this important?

That’s what I’m looking for in terms of “data”.