No worries Jerry, I do understand how you feel. However I have read this A13 et al for quite a few months now and I keep coming to the conclusion that this deal is going to stagnate hiring and upgrades for quite some time. I think the domestic lines will look pretty decent with the new language, but international will definately take a beating WRT schedules and huge productivity gains, and thats where ALL of our growth is. In addition growth in the international area fuels almost all of our movement and upgrades system-wide. We cant depend on retirements for movement especially in light of the the impending age 65 deal. Moreover, the increase in reserve flexibility will also have an effect on hiring and movement. The proposed 4 reserve periods with which the company can adjust availibility times on a whim will result in less reserves needed = less pilots needed = less movement and upgrades. I wish you could hang in there another year and realize the benefits of the following 7 years will far outweigh the one more year of sacrifices you would make. Its not uncommon for first TA's to get voted down, in fact its fairly common. Ask a UPS mechanic about the deal they voted down last time and what they got afterwards.

Our union leadership went into talks with a giveaway attitude in the last few weeks. The are still disfunctional, and UPS was in no hurry to sign an agreement. Why would they be? The most logical reason for UPS inking this deal is that they were astounded that we would come off of our positions and do anything to get a TA. Good deal for them. Please dont let a few quick bucks cloud your vision on the rest of your career at UPS. Once you give up quality of life and productivity issues it is extremely difficult to get them back. Please try to think long term on this one.

I'm not completely happy with pay scales but if we can stop the massive productivity gains I would be willing to accept the new rates.

Respectfully submitted.

 

Actually HNL-SYD crosses the date line so its a bunch of timezones. Just being fair.

 

Current Fedex pay

MD-11, DC-10, A-300/310
Year Group CAP F/O S/O
1 170.06 51.69 49.86
2 188.94 117.28 75.42
3 189.32 117.44 89.02
4 190.08 119.79 100.76
5 190.83 122.19 103.28
6 191.60 124.63 105.86
7 192.37 127.12 108.50
8 193.14 129.66 111.22
9 193.90 132.25 114.00
10 196.14 135.95 117.41
11 198.39 139.76 120.94
12 200.68 143.67 124.57
13 202.18 144.40 124.89
14 204.20 145.12 125.19
15 206.24 146.21 125.50

# Narrow Body Rates of Pay

B-727
Year Group CAP F/O S/O
1 144.16 49.86 49.86
2 160.20 96.12 63.96
3 161.01 100.03 75.67
4 161.90 102.22 86.07
5 162.80 104.47 88.23
6 163.69 106.78 90.43
7 164.58 109.12 92.69
8 165.50 111.52 95.01
9 166.40 113.97 97.38
10 168.31 118.07 101.28
11 170.25 122.34 105.34
12 172.20 126.74 109.54
13 173.93 127.37 109.82
14 175.67 128.00 110.09
15 177.78 128.64 110.37

 

How does the new language differ from your old language? Is the CURRENT contract better, worse, or about the same? How does this new language compare with other major int'l carriers? (Fed Ex, NWA, UAL, etc..) Do the RSV between bases have a time limit? I.E.- more than 14 days is considered a TDY.

 

You better enjoy your family now because you will never see them. You're going to be displaced to international, Jerry. I suggest you read Article 13 very carefully. Since ONT to HNL is not considered a crossing we will be doing those as TURNS! SYD to HKG is not considered a "crossing", yet it's a 9 hour flight. Guess what? The company will schedule you SYD-HKG sit for 4 hours on the airplane and then go to MUMBAI!
This is NOT a good TA for your family unless your family just wants money and doesn't want you around. You've already made up your mind, so I'm not sure why I'm even bothering.

 

First of all, I am not defending Jerry but Jerry is not alone in his thinking. I will say that the outcome of the vote will most likely hinge on how the 55 and up folks vote. From what I have seen and heard so far, they will probably lean toward a yes vote. For the most part, they don't care about crossings or anything in the scheduling section. They will weigh their decision on the retirement section. The retreds didn't stick around to see what kind of good scheduling rules they could get. They want their money and most of them want out.

 

Put it this way Driver, I would rather live under the rules we have now and forgo the pay raise than live under the TA rules for the next 8 years. UPS is getting alot for their money under the TA IMO.

 

It all depends on how many guys want a quick buck and dont care about anything else. The guys retiring right now are in the minority. The age 55 guys will most likely have to work until age 65. That signing bonus is going to be spent pretty quickly and then the guys will be standing around bitching about getting displaced, not upgrading, enduring 18 hour deadheads and 16 hour+ heavy crew duty days, and then complaining that the money they are getting is not worth being abused so badly. Anytime we have a scheduling gripe we will be told "looks like they got us on that one." I can see it already because I have seen it before.....contract 98.

 

I guess we'll just have to wait and see.

 

Dude,
Grow some balls. You might think your living the dream now, but after this contract gets approved (due in part because UPS bought your ass for 40 grand) you'll be displaced to the Intl side of the house and then you'll get your 1000 hours a freaking year... Oh yeah, the Reserves will start to fly more as well since there will be absolutely NO hiring...

Here are some of the negatives that you can look forward to:

1. A 3 HOUR COST if you chose to travel differently than scheduled.
Is this better than what we have? Why would we accept or need this
change?

2. SICK LEAVE bank increase of 10 hrs per year up to 148 hrs. Why ¡s this in there other than to save the company money on the sick buyback.

3. NO PREMIUM for open-time or lines built above 75 hrs. This is directly related to our staffing shortfalls. This was heavily discussed before. What
happened to the 125% pay over 75, or open-time at 150%? This was to
ensure that they staffed properly.

4. IPA EB cannot even mention an Open-time Ban or No JAs, (13K9?)
who agreed to this? A lawyer will tell you that this is like asking
for a lawsuit against us in the future. Remember the APA and 45 million
what did we gain to allow this in. The company must love this addition.

5. NO change in IOE or INSTRUCTOR overrides. In fact, it was even forgotten
to be even written in, article 10 sends you to 12, 12 sends you back
to 10. Great work!.

6. The percentage of instruction done by Non-IPA instructors goes up,
and that opens the door to MORE MANAGEMENT PILOTS!

7. NO change in the pay for REPORT AND RELEASE times. How many times
have you been able to show up for a CML ticket and made it within the
1 hr that you are being paid for? How many times have you made
it off the property to the lot, or to the hotel, within the 15 mins
that you are paid for? With the security requirements at the airports, a 2 hr show is almost too little. And the hotel van is rarely their
when you walk out, or the hotel is 45 mins away ¡V or more internationally.

8. VACATION on days off are still only worth 3 hrs of pay?

9. Major loss of SUMMER vacations ¡s another huge staffing plus for
the company.

10. The A PLAN is still 1% - what happened to the 1.25% - or MORE IMPORTANTLY the higher B PLAN percentage to balance up for the flat dollar amount for those about to retire?

11. B PLAN ¡s up to the legal limits. Does this mean we no longer
get the difference cut in check form to us? In other words is 12% really
12% or is is 9-10% if you make a lot that year?

12. Huge family MEDICAL COSTS increase over life of the contract that
eats away directly into your raise, especially at the end.

13. With a VACATION DROP, it is now legal for the company to create Dummy
leg/DH to get you back on the trio as soon as possible after your vacation.
In other words, plan to only have exactly your vacation time off.

14. A MEMBER ON RESERVE who is called out for a trip, then has the trip
cancelled, will go right back on reserve for the rest of the current
reserve period. i.e. you head back to the crashpad, or home, only to
be called out again 2 hrs later.

15. We now MUST CHECK IN for sched DH whether we use it or not.

16. Instructors must work an additional 2 days for free and no increase in "incentive" pay.

17. Sleep facilities and CMS2 to come (which is great) but the company has two (2) years to get it done. Look what happened with Menlo, do you think the company will make your sleep room a priority? Also, the TA says that the company will make an attempt to convert exsisting facilties at out stations and provide sleep rooms. how many out station facilities have you been to that had room for a sleep room? This aint FedEx, UPS uses $hitholes at al their out stations. (key word is attempt, not legally binding and requires not specific action)

18. Sub standard pay to FedEx.

Did you actually read this thing???


BBDC8