Allegiant Air
06-26-2016, 07:21 AM
#3071
Gets Weekends Off
Joined APC: Feb 2013
Posts: 2,941
A few thoughts
1.) What is driving the company to suddenly want this done? That seems like an important question. Someone had mentioned it being a requirement to secure a loan. But loans are not part of the companies game plan. Merger? Sale?
2.) Haven't seen the proposal, but could we do better in binding arbitration? Does the company oppose binding arbitration.
3.) Is there a signing bonus? Can sections be opened up prior to the expirarion?
4.) Single days off should have an enormous price tag.
Some are looking at this contract based on whether it would be a good first contract. I'm looking at it to see if will be staying or going.
1.) What is driving the company to suddenly want this done? That seems like an important question. Someone had mentioned it being a requirement to secure a loan. But loans are not part of the companies game plan. Merger? Sale?
2.) Haven't seen the proposal, but could we do better in binding arbitration? Does the company oppose binding arbitration.
3.) Is there a signing bonus? Can sections be opened up prior to the expirarion?
4.) Single days off should have an enormous price tag.
Some are looking at this contract based on whether it would be a good first contract. I'm looking at it to see if will be staying or going.
06-26-2016, 07:36 AM
#3072
Gets Tue/Wed and Sat Off
Joined APC: Oct 2008
Posts: 551
Originally Posted by tom11011
A few thoughts
1.) What is driving the company to suddenly want this done? That seems like an important question. Someone had mentioned it being a requirement to secure a loan. But loans are not part of the companies game plan. Merger? Sale?
2.) Haven't seen the proposal, but could we do better in binding arbitration? Does the company oppose binding arbitration.
3.) Is there a signing bonus? Can sections be opened up prior to the expirarion?
4.) Single days off should have an enormous price tag.
Some are looking at this contract based on whether it would be a good first contract. I'm looking at it to see if will be staying or going.
1.) What is driving the company to suddenly want this done? That seems like an important question. Someone had mentioned it being a requirement to secure a loan. But loans are not part of the companies game plan. Merger? Sale?
2.) Haven't seen the proposal, but could we do better in binding arbitration? Does the company oppose binding arbitration.
3.) Is there a signing bonus? Can sections be opened up prior to the expirarion?
4.) Single days off should have an enormous price tag.
Some are looking at this contract based on whether it would be a good first contract. I'm looking at it to see if will be staying or going.
06-26-2016, 08:53 AM
#3077
Line Holder
Joined APC: Jan 2016
Posts: 84
Yeah I'd like to know why the company came around so quickly but I'd also like to know why the NC would submit this for a vote if it's as bad as you all make it sound. For now I have faith they wouldn't hand us a bad deal. They've put too much effort into this to just roll over now.
06-26-2016, 09:13 AM
#3078
Gets Weekends Off
Thread Starter
Joined APC: Jan 2009
Posts: 278
Originally Posted by hyde
Yeah I'd like to know why the company came around so quickly but I'd also like to know why the NC would submit this for a vote if it's as bad as you all make it sound. For now I have faith they wouldn't hand us a bad deal. They've put too much effort into this to just roll over now.
Our EXCO and negotiating team are not the guys who would roll over if they knew we could do more. I have faith in them.
06-26-2016, 09:19 AM
#3079
Gets Weekends Off
Joined APC: Oct 2008
Posts: 1,530
Originally Posted by Machaca
The actual breakdown has not been officially released yet, so no one knows the exact numbers, but this is what is being passed about
Automatic pay scale bumps every year (1.5%) for 5 years
2016 CA
2 yr 160
5 yr 180
10 yr 206
12 yr 216 (date of signing plus 5 yrs 232)
2016 FO
1 yr 53.8
2 yr 96
5 yr 115
8 yr 130
10 yr 138
12 yr 145
Not sure what you mean by cancellation pay, if a flight gets cancelled we are pay protected and new rules apparently improve the reserve issue of getting called in and getting cancelled, not put back on reserve.
2:1 duty rig, which is a huge step up, as well as the continuation of the 130% pay after 81 hours of credit as opposed to having to have been scheduled or actually flying the 81 hours. Training pay of 4 hours credit a day from 80 dollars a day, definite improvement.
Pretty rare to credit much over 100 hours a month unless advantageous open time pickups or being a Mission Mode *****, seems like it will be far easier now to pass the 100 hours per month if you are working what is now a standard schedule with the DH pay improvements and duty rig, plus overnight protection.
A third year CA on pure reserve, picking up 20 hours of open time with multiple DH (20 hours round figure) and not being able to fly out guarantee (not including open time, which goes above guarantee) would see this:
70 hour guarantee 10010
20 ABG 2860
120 hr per diem 120
20 hr DH 0 to 400 (offset 1 hour after 51 hr up to 70)
Grand total 12990 to 13390
New rules (guesstimate since official numbers aren't released yet
90 hours credit (81@165)+(9@214) 13555
120 hr per diem 240
DH (50% rate) 1650
Total 15445 (without any type of duty rig calculation, which would happen more often than one would think)
Automatic pay scale bumps every year (1.5%) for 5 years
2016 CA
2 yr 160
5 yr 180
10 yr 206
12 yr 216 (date of signing plus 5 yrs 232)
2016 FO
1 yr 53.8
2 yr 96
5 yr 115
8 yr 130
10 yr 138
12 yr 145
Not sure what you mean by cancellation pay, if a flight gets cancelled we are pay protected and new rules apparently improve the reserve issue of getting called in and getting cancelled, not put back on reserve.
2:1 duty rig, which is a huge step up, as well as the continuation of the 130% pay after 81 hours of credit as opposed to having to have been scheduled or actually flying the 81 hours. Training pay of 4 hours credit a day from 80 dollars a day, definite improvement.
Pretty rare to credit much over 100 hours a month unless advantageous open time pickups or being a Mission Mode *****, seems like it will be far easier now to pass the 100 hours per month if you are working what is now a standard schedule with the DH pay improvements and duty rig, plus overnight protection.
A third year CA on pure reserve, picking up 20 hours of open time with multiple DH (20 hours round figure) and not being able to fly out guarantee (not including open time, which goes above guarantee) would see this:
70 hour guarantee 10010
20 ABG 2860
120 hr per diem 120
20 hr DH 0 to 400 (offset 1 hour after 51 hr up to 70)
Grand total 12990 to 13390
New rules (guesstimate since official numbers aren't released yet
90 hours credit (81@165)+(9@214) 13555
120 hr per diem 240
DH (50% rate) 1650
Total 15445 (without any type of duty rig calculation, which would happen more often than one would think)
Thanks for the write up. But those pay rates will just bring Allegiant up to industry average, if that. It will be lowest pay again within a few years. I would imagine it will pass since that's a big step up from current rates.
06-26-2016, 09:28 AM
#3080
Gets Tue/Wed and Sat Off
Joined APC: Oct 2008
Posts: 551
Originally Posted by j3cub
Plus 1.
Our EXCO and negotiating team are not the guys who would roll over if they knew we could do more. I have faith in them.
Our EXCO and negotiating team are not the guys who would roll over if they knew we could do more. I have faith in them.
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