Originally Posted by thrust (Post 3506488)

I’d place pilots blindly following CCI, not enforcing contractual notification, accepting non-contractual reassignments and added flying, extending, doing everyone else’s job/forward leaning/mission hacking, applying to become CKA, seat filling sims, not knowing/using the commuter policy, using BizHero for work-related reasons during IROPS, etc ahead of dropping one’s entire schedule and becoming a way more expensive, premium-picking-up employee in terms of getting us closer to a contract.

But we can’t even get our clueless mission hackers to enforce the contract we have, so here we are.

Originally Posted by Highnmighty (Post 3506102)

NEW HIRES BEWARE! Go to another carrier.examples of why…

Newhire DOH pay still offset and still no 401k company contributions(below Ind Std)

No 401k DC % increase

No sick time increase(remain below Alaska and Delta...and possibly United if they increase sick time)

No increase to vacation credit. Alaska has higher credit than we do.

No increased vacation credit until year 2026, at earliest. Alaska's TA has 5 hrs credit right away.

LTD, which is significantly improved, will still be below United, jetBlue, Delta, Alaska and others. Even the highlights don't meet industry standard.

RO will be even worse. The new RO will save the company 150 million dollars, at the expense of us pilots. We will fly more, and give the company more options to fit flying on our schedule that runs 5 hours beyond the footprint of our original trip.

6 hour airport standby during some IROPS RO events.

No gains to commuting, non-rev travel, or discounted travel. We still are not weight or bump protected from company jumpseats.

RAS implementation, likely acceleraterated. Will ruin QOL for all reserves. Proffering and seniority will be much more limited or not applicable at all, in many cases.

TTS still under total company control. Trip trading platform lockdowns will become the new normal....effectively destroying QOL and flexibility for lineholders.

Bottom of industry 321 pay, and even worse 321neo pay. Aircraft still in groups, which is a significant win for the company.

Variable premium that means we will never get 100% like Delta.

No increase to international pay mentioned. No redeye pay.

All this for a 1st year pay package that will still be less than Alaska pilots' TA.

More concessions to come from a VERY WEAK UNION! Who only care about themselves (if they even care at all) Bunch of *****es gumming for management positions that most won’t even see!

Originally Posted by ny797 (Post 3507388)

Exactly. The ones who don’t pick up premium don’t do it for some altruistic reason of unity and sticking it to the company. They’re usually commuters, too junior, wrong fleet, content with their fly and get paid 85 hrs, etc.

I follow the contract to a T, even when it’s not beneficial to me. I fatigue bs and tiring trips, I do VERY thorough pre-flights, no cci notifications, no biz hero, no Ubers, basically I follow the union guidance exactly as given to me. Yet every single day I fly with mission hackers…it’s in their blood. So yeah, I don’t feel bad in the slightest about flying premium reserve and essentially doubling my pay every month for the same or less work then the mission hackers do.

Originally Posted by nAAtive (Post 3507634)

There are plenty of us that live in base that don’t pick up premium for unity. And why would I pick up premium for 50% less than delta or SWA? Or united if they flex to 200%. If we could stay out of the trough this schedule will crumble. But we have too many pigs.

Originally Posted by El Peso (Post 3507639)

Listen I’m not trying to pick a fight here but you should become better informed about the industry you’re working in. SWA PM is 150%. It’s only 200% for involuntary junior man. Deltas 200% is for PM trips above ALV or Min guarantee. United can flex to 200%, just like AA can. In fact the only one that I know of with a straight up 200% PM without any caveats is Spirit.

Originally Posted by nAAtive (Post 3507649)

United can flex to 175% or 200% hence my flex comment. AA cannot do that - it’s an AIP it’s not here today. In the delta scenario it would be 200% for me as well. But again, I believe as a pilot group we should stay out of premium. Would have been a rough summer for management. It’s sad how many FO’s I have that are on premium trips.

Originally Posted by Varks (Post 3507570)

I listened to the town hall last night. This is going to get dragged out until 2025.

I think I heard that a new contract comparison is close to being published. They said there will be a link on this APC site that will allow prospective AA Pilot candidates to see just how much our contract lags. This will really gnaw at APC posters like the Snake person.

Some good things coming out of no new contract.

As this drags out I will get satisfaction that our newest Check Pilot applicants will lose out on money.
Isom is going to get fired because he will be parking brand new 787s.
I won’t have to sit 6 hr ready reserve in airports around the world.
NC will be replaced.
ORD, BOS, reps will lose.
Other airlines will settle new contracts at higher pay.

I know I am acting like an 8 year old but I have to make lemonade out of lemons. I do hope we get a good contract but I am not getting my hopes up. 2025 as we come out of this recession. OPEC just sent a real zinger by cutting oil production. Ouch.

Originally Posted by El Peso (Post 3507660)

Dude I’m not even joking. I’m begging you to please get informed. We got the option for 200% in an LOA back in June, along with holiday pay. It really doesn’t do any of us any good to have pilots who are so disconnected with what’s actually going on.

Premium Days: The Company may, going forward at any time following the effective date of this agreement, designate a day or days as premium pay days. Sequences flown on a premium pay day will pay a premium of either fifty percent (50%) or one hundred percent (100%), as determined by the Company, over the pilot’s base hourly rate for any flying performed on that day (premium paid over guarantee for reserves). For any premium pay sequence that overlaps a premium pay day, the premium pay for the sequence will be added to the premium day pay (e.g. if premium sequence is designated as 50% premium, and the premium pay day is designated as 50% premium, the flying performed on the premium pay day will be paid a 100% premium).

Originally Posted by Saabs (Post 3507805)

Regardless of the percentage, pilots shouldn’t be picking up premium until we have a contract.