One of our contract provisions needs to have a tdy clause, such that :
1) 15 days off minimum

2) Symmetrical days off and on, to reflect something like this: 5 on 5 off, or 5 on 4 off. Never to have less than 4 days off in sequence. 3) Dead-Head to and from on days of work, not days off.

3) No one pilot junior assigned more than twice in a rolling 12
Months.

4) Premium override for pay. 3.00 hr perdiem.

Discuss.

Last sentence on number two should have a hard monetary penalty for working into our days off such as:

1) Working after mid-night into day off company will pay time and half of full days guarantee and recompense day off, selected by the pilot. Not the company.

Discuss..

If you want to discuss all the things our contract needs this will never end.

I certainly wasn't suggesting that *civilian* life should include some of the billeting arraignments that we in the service have endured, but even in my present company - if I was sent to the DFW area for a project for instance and was told that I would be sharing a condo with my own bed and bath I don't think I'd be complaining much. I'm sure there are other aspects of the living quarters that would need to answered - like the internet and TV that another poster questioned; but I'd probably have to shake my head if someone could handle the own bed/bath combo. Interesting point though about the other party having wife/kids/family/others over till all hours of the night. Guess you'd have to apply college level discretion, manners, and rules :) In the end - you could always complain up the chain or even call in fatigued if you had brought the problem to managements attention and nothing was done.

It's not appropriate for Part 121 ops in the 21 st Century. This isn't the 8th air Force.

Left to management's devices, it wouldn't be long before crews were sleeping in the airport terminal. No joke, they would if they could.

Seriously, the issue that needs to be recognized is Allegiant's agenda of lowering the bar -- for everything. Airline pilots represent a huge chunk of the budget so we always top management's list for 'cost shaving'. They are always touting themselves as 'different' and want us on board with this concept and to agree to more work for less pay. Standard work rules and pay are considered 'soft costs' and are heresy around here. Our pay scales might not lag too far behind our competitors but our W-2 s are absolutely pathetic. Now we have PBS rammed down our throats, complete with mixed lines, 11 days off (10 for reserves), and no say in our lives. But hey, the company is happy because they got rid of open time. Bottom line, they don't care, at all, about their people. They don't even try to hide that fact anymore. It's all about the buck and the shareholder.

They never have. The only change is the fact that more pilots are finally realizing it.

Just wait until we drop to Band 2 pay in May. They will have a full-fledged mutiny on their hands. The complete disdain and utter disregard for labor exhibited by AAY management is akin to something you would read about in Flying The Line, Vol 1.

It's 2014. Sharing accommodations with other grown men and women? That is so far BEYOND unacceptable that I don't know where to begin. These are human beings, not simply cost units. They have spouses and children. They have different sexual orientations. The world is too complex to treat adults like they're in band camp.

Ah, the band-system. I wish I could have told my dentist that I wasn’t having as profitable a year as I had hoped for. But, I didn’t get that chance after he recommended my crown. He quickly exited the room and his accountant told me what the price was. She didn’t seem too interested in my story of wow either. Never the less I paid.

How do you know it will go to band 2 in May?

How do you know that the company is making people share accommodations with different sexual orientations?

I know we need to make this place look as bad as we can to perspective applicants to enhance the position of the union, but lets try and keep it factual…...