Perhaps I’m naive, but the biggest benefit to the pilot group as a whole is getting spirit guys/gals that know what good QOL contract items look like.

 

hopefully in time to get them to push for the contract changes this round

 

I believe a majority of the BOD and definitely the bulk of the negotiating committee are post merger hires, so hopefully the stink of “APA superiority complex” is reduced. Hopefully…

 

Love the optimism…but…many new folks were here last cycle and came from much better QOL contracts and our thoughts and ideas fell on deaf ears. It is one reason for the sentiment of bringing ALPA in; lack of feeling heard and represented.

The company is formidable in negotiations. They know how to put the shinny objects in front of APA, only for us to later learn it was cubic zirconia. The union sometimes doesn’t even understand…case in point new reserve system…and sells it to the group and much better. And lastly, we still have an older work group. The company knows many will turn to Section 3 only for their vote as they look to maximize earnings in last 5-10 years. I don’t even want to pigeon-hole them….many of our pilots across all demographics only look at Section 3. The cry’s for a better contract come only after they are stuck with awful schedules and no flexibility. Only for them to rinse and repeat when the TA comes out….”what’s in Section 3”

 

While I would have loved to see better scheduling and hotel language in our current CBA, I think many here forget where much of the heavy lifting went.

We made huge improvements to reassignment language and LTD.

Yes, much of that just got us up to meet our industry peers, but it was still al significant improvement that was sorely needed. The LTD is now easily industry leading, and having medical event is no longer financially crippling for high earners like it used to be. And many here either don't seem to remember or have forgotten how line holders were essentially free reserves for the company, and how frequent reassignments were. Sure, they still happen, but slapping a financial penalty has significantly reduced that, and seriously softened the blow when it happens.

Now that that heavy lifting is over, let's hope our NC and BOD can focus on meaningful QOL improvements in this round.

 

I think you pegged it with…”meet our industry peers”. That wasn’t APA, that was the market. Hiring was already high and was about to boom. The company knew to meet the market. You can’t be lagging behind your peers and expect to retain the numbers you want. We might fill all our classes…only then to fill another class with their replacements as they move to a better option. SK would have loved to have had that billboard and advantage.

 

We had more negotiating capital then what was spent. So much wasted. Now guess where all of our negotiating capital the upcoming round? The removal of APU which the company is not going to want. So no, I doubt we will see any meaningful QOL improvements once again.

 

APU removal, no. APU restrictions and a better system, yes.

High/Low bid reserve months would be a nice add as well.

 

It’s honestly not worth it most likely to pursue a removal of APU. Let people burn themselves out for straight pay, there’s plenty of PM to go around when IROPS hit anyways.

 

My issue with APU isn’t the idea that people take trips for straight pay.

People do that anyway with outside DOTC so I’m not totally sure why people think there’s less premium. I’m guessing it’s just more visible. You don’t get notifications when a trip goes MU, vs you do get the APU notification for a trip offered at straight pay and you see it get taken. The 1-1 was going out straight anyway or someone was getting AF.

I digress. APU at 3 hours, with scheduling’s ability to wait to push the trip out, only for it to be decided by who got the notification quickest and tapped the button first is the issue. I’d say it’s fine to keep APU, just need to modify it a little.