I suffered under the cap in a prior life (Delta). I have absolutely ZERO interest in returning to that type of oppression.

Gentlemen,

Carryover might not be popular now, but it is freedom.

I did not bid it when I could hold it and I now I cannot hold it, but I still think we should have it.

The ability to work as much as we want in one month is an incredible amount of freedom.

Remember - if we ask for a MAX limit, the company will ask for a MIN limit. Don't want guys flying 120 hours a month? Fine - you can't drop below 50 hours a month. Do you want to lose that flexibility? Do you want to be locked into 60-80 hours a month, every month?

I personally would like to be able to work 6 hours one month and 138 the next month. The pay averages out to 144 hours (72/month) but I did it on MY terms, not the company's.

Right now we can do that, but with a monthly pay cap we could not.

carryover seems to wear more than one hat.

Traditionally - It's a shock absorber to deal with manning issues and also allows senior bidders to obtain work unavailable to the junior.

But now it's a tool to be used by management during 4a2b.

One thing it is not is overtime at straight pay. Every airline has carryover trips to cover the transition from one month to another and heavy reserve coverage for the same period. They don't rely on draft calls to cover the transition. There is actually some sort of plan. If you have seen draft at that time it is due to temporary manning issues or just plain poor planning.


But I am not happy with unrestricted carryover at all times, like we have starting in June, because a significant portion of the crewforce is still in 4a2b. Yes 777, 757, and Mad dog flyers, it's still in effect and some of us are actually still affected by it. No need to thank the junior guys for the return of your carryover. It was the least we could do. I regret that I will be paying less into VEBA for the foreseeable future.

Not overtime at straight pay? Then, what is it? Working more than the MAX BLG in a month sure sounds like overtime. And, you're getting paid straight time pay. So, I would argue that in its present form, carryover at FDX is certainly overtime at straight pay.

And yes, every airline has carryover trips...The difference is, at the other airlines you can't protect your next month's flying and end up with 140hrs, at STRAIGHT TIME!! Month after month.

We need protection from our greedy selves!! As usual.

Most pro carryover people here have responded that they like the flexibility of it. Work a little one month, work a lot another. OK, fine. Then maybe carryover should come out of our makeup banks. And, there should be a time limit on the use of makeup.

I don’t want a cap either (although I wouldnt object). I don’t think C/O is evil, I just think it tends to take money from the junior pilots and give it to the senior pilots. My only real complaint with C/O is we encourage and reward C/O beyond the extra pay. My solution would be to take some of the incentives out of C/O.

1. Limit CIC to get the pilots BLG for his C/O month back to the awarded BLG plus 6-8 hours. Any extra hours would go into general makeup.

2. Eliminate leveling for a C/O trip flown at the beginning of a reserve month.

I think these steps would result in some behavior modification for the pilots at no cost to the company. In order to fly your max C/O you would have to bid a line that did not conflict or you would have to contend with the Thursday night opentime shuffle like the rest of the peons. I expect the SIG would end up changing the senior C/O lines so they didn’t always conflict with first week flying.

There should be no objections from the senior members of the crewforce since every C/O flyer I have ever talked to or read on APC simply plusses up his schedule one month so he can take the next month off . With these changes he can still do that. As a matter of fact it would be easier as I suspect the C/O lines would not be as popular.

Busboy,


We need better rules at the low end of credit. We shouldn't let the low end drop when the high end is at historical norms or higher.

Allowing the company to push us down to 58 (now 63) while others are allowed to work over 2 times as much is ludicrous.

We are unionized, right?

On the contrary, I too think we need higher minimums along with much tighter language in 4A2b.

But, I also think we need to do something with carryover. I think that taking the carryover hours that someone bids which exceed the monthly MAX BLG, out of that person's makeup bank would be a reasonable comprimise. And, it would still allow the flexibility everyone says they love.

Carryover is essential... you can't just shut the airline down at the end of a bid month and start it up again on Monday. PROTECTING carryover is the problem. Flexibility is nice, but at a time of supposed "shared sacrifice" (i.e. 4.a.2.b), I'd support a concept where everyone finishes the monthly bid process with min days off protected. If you have carryover, something in the following month will be dropped. Then, when open time comes available, you play along with everyone else. 4.a.2.b as shared sacrifice should NOT have an exemption based on seniority.

I just picked this post, but a lot of them say the same thing to me.

The junior guys are a bunch of Democrats. Every person out there hates how the democrats want to spread the wealth around and take from the haves and give to the have nots. But man when it comes to this job everyone wants it spread around. By the way I'm 50 from the bottom, but when I get senior I'd like to have the benefits that go with it.

Mandatory protection of min days off should be tied to 4a2b. That way, if you're senior enough to work your way back up to a normal paycheck - knock yourself out. It would prevent anyone from taking 140 hours to the other guy's 58 hours.

PIPE