Where's the email? Cmon guys!

 

Why? Makes no sense. Both contracts have time limits on negotiations and arbitration clause that would kick in to preclude a long drawn out process. Arbitration carries a much higher risk for the company given the industry and company financials .

They will want to get this done.

 

Would be helpful what anyone at SA hears regarding interview and class dates in the near future,,, no change, delayed, or any other type of influence expected due the buyout deal.

 

Cliffnotes (at least what I took from the Southern side):

-EXCOs from both locals met with big wigs from Atlas (Flynn & Co.)
-Mgmt has no intention of running parallel ops; merged into a single cert which could take up to 15 months
-Mgmt also wants both pilot groups under 1 contract/1 list
-Both locals agree on a 1:1 DOH integration ASAP
-Mgmt disagrees, and wants to drag everything out as long as possible (to take advantage of Southern's cheap labor cost, and likely wage both groups against each other)
-Union wants both lists under the current contract, then negotiate a new CBA (keep in mind previous bankruptcy is supposed to give way to expedited negotiations)
-Mgmt wants to blend both contracts (a median of the two), then merge both lists (better for Southern but not good, worse for Atlas)
-Mgmt asked local for a more detailed plan of what they'd like to be done, as they may be open to other options
-Union believes it would be beneficial to both sides to get us all under one roof/payscale/contract as soon as possible
-Mgmt will overlook everything and both parties will hopefully meet again in a few days for further details

Anyone from either side feel free to correct me if I misinterpreted anything...

 

I was just looking at the pay rates and it appears 737 FO’s would take a pay cut year two from year one and get a 45 cent pay raise on year three from year one, Ouch!

e. Light Lift Equipment
For any aircraft with a MTOW of less than one hundred twentyfive
thousand (125,000) kilograms, seventy-five and ninety-one,
one hundredths percent (75.91%) of the rates of pay set forth in
Section 3, rounded to the nearest whole cent, shall be
applicable.


79.6 79.6
100 0.7591 75.91
105.45 0.7591 80.047095
111.14 0.7591 84.366374
117.08 0.7591 88.875428
123.27 0.7591 93.574257
128.81 0.7591 97.779671
132.67 0.7591 100.709797
136.65 0.7591 103.731015
140.75 0.7591 106.843325
144.98 0.7591 110.054318
149.33 0.7591 113.356403

 

Oh yea with a THREE YEAR EQUIPMENT lock you will get NO PAY raise until you bid off the equipment to get? you guessed it another THREE YEAR LOCK!

 

Bend over and grab yer ankles, here it comes - dry!

 

i'd have to look it up again, but i think there's something in there that keeps the pay from going down the second year, even though the formula would make it lower than first-year pay. but yeah. ouch.

 

I found what you are talking about, that's great, you're stuck at first year pay for three years, much better.

Subsection 32.B. shall not be applicable to
such new-hires until they reach their second (2nd) year of Company
Longevity; provided, Crewmembers in their second year of Company
Longevity and assigned to Light Lift Aircraft as defined below shall
remain at their first year rate of pay until they reach their third (3rd)
year of Company Longevity.

 

What's to become of soap and briney?