Lived under that in the past. You basically have to be tethered to your house virtually ready to go unless you're VERY close to most of our hubs. Most aren't THAT close. That means whittling those pay rates down a bit for hotels, crash pads or downgrading to more junior equipment where you're not on reserve.

Suppose you're displaced with that situation as the only option ?

Idiots like 66 don't want you to consider those realities, only blindly look at pay rates that work for HIM, because it's more and it's now.

 

Really? Then YOU haven't been reading the posts, "Lucy". You hold alot of footballs for AA73, don't you?

 

I'm sorry, did you say something ?

 

I was onboard with some of your ideas until I found out you were a cat person.

 

mngt is very smart. The way I see it we are pretty much screwed into accepting this deal. An arbitrator is going to rule and end up making short call 2 hours and all those other points that are industry standard. We will see no gain from those losses. At that point we will be stuck on the agreed upon MOU rates which are the blended of UAL/DL which has us lagging. Its a long shot that Delta agrees to a new contract in 2016 which many people are counting on.

I don't think either way is great (lots of unknowns)..problem is it was the hand we are forced to deal with when we agreed to the MOU. Mngt wins either way...

If scope is truly off the table per Doug/Kirby discussion, then the only major source of contention is the contract date being pushed so far out in the future.

 

It's SHORT CALL

 

I've been seeing a lot of guys on C&R stating "take it to arbitration, then just do 100%".

Why not take Parker's DAL+3% AND do your jobs just 100%? Who said that you had to be a happy and content employee for the next few years? Why let him keep the money? There's no reason to slit your own wrists when the end result for mgt stays the same, except in arbitration they get to save money on YOU and pay themselves better.

 

I agree. PHX has the 2 hour callout. Nothing stopping arbitrators from sticking us with that. Get mgt to reword it as a "two hour driving time" and that works.

 

"Industry standard" isn't applicable in this arbitration. As an argument, it doesn't exist. It's strictly work-rule adjustment REQUESTS based on neutral valuation. That means to alter one work rule that gives them value, they'll have to give something in return that costs them the same value and they are limited to a maximum valuation. I'm not sure how much can really be moved around in work rules alone unless there is the ability to rebalance the neutrality with pay rate compensation. Each side makes requests and provides a valuation and the arbitrator (Bloch ?) decides the validity of the request, the valuation and the trade-off.


There are MANY major sources of contention, but ultimately agreement or arbitration, most of them will not be won. Yes, Parker claims that this isn't section 6, but he wants section 6 duration. When we want section 6 commitment from him, he scoffs. Parker = Horton. The old AA is here and the real winner won't be Parker, it will be Delta and likely even United down the road. AA's always been a good follower and has rarely, if ever led and it appears the future is the same.

 

How can we agree to that bar napkin proposal?

It is nowhere near a JCBA proposal. 95% of the required terms of a JCBA are simply missing. We will be forced to negotiate 100 LOAs to fill in the blanks, and every LOA will be a new opportunity for another management land grab.

We already have untold management abuses and contract grievances with a "detailed" MOU.

The MOU is as detailed as the Library of Congress compared to that JCBA Bar Napkin.

Why should we open up a never ending cycle of negotiating?