Its especially a no brainer because it’s self correcting when demand returns without having to spend a dime of negotiating capital.

^^^^^^^^^THIS^^^^^^^^^^^^^

That should concern you.

We've offered viable alternatives to assist our kompnay to save $$$. They have been shot down thus far. We "lost" SILs, we took a pay cut when we agreed to re-bid our April schedules (go read about it on our forum, good history as to how our management operates). We took further pay cut with the MOAD. We will take another paycut on the UNA.

As it looked like our steadfastness to not concede to our management was going to pay off - it looked like they were going to agree to some form of paid temporary leave - you guys toss a grenade into the room.

I'd be very surprised if our VP of Flight Ops doesn't change his tune now this is out.

Happy you feel like you are going to keep your job. However, history has shown that words on paper mean nothing to airline management - they'll do what they need to regardless.

Wait....you guys get water bottles?

No way dl can argue they need scope relief to prevent furloughs. This is about sec 23. Nothing else. I’m fairly certain acceptance of cares act funding prevents anything outside of sec 23 till October 1. That also why I’m fairly certain guarantee and pay rates stay untouched. We’ll see I guess.

we will see, wishing you all the best. sounds like it is a good deal

I just don't trust our management to not ask for scope relief (long haul/JV or RJs), nothing related to what is going on at JetBlue.

In the B6ALPA CBA, 23.A allows furlough mitigation including but not limited to the following items:
1 Bid divisors
2 RSV periods
3 Credit caps
4 Part time awards
5 Early retirement incentives

Separately, the B6ALPA policy manual says regarding ratification/voting: “the MEC will seek membership ratification of other proposed agreements or Letters of Agreement which modify contractual pay or that significantly modify work rules.”
My rep said they worked within the confines of 23.A and none of them think what they agreed to constituted a “significant” change to work rules.

As it stands at B6, min line holder guarantee is 70 hours, min reserve guarantee is 75 hours, and min ALV is 74 hours. My reading of the policy manual is any change to credit guarantee requires memrat and isn’t a 23.A item. With that said, I can’t imagine pay guarantee was touched (outside of voluntary reduced credit part time lines or something). So what did they agree to? Allowing more 50 hour no fly lines (voluntary incentive lines at B6)? Credit caps? Lowering ALV, but still paying contractual min guarantee? Allowing voluntary part time awards (ie bid for a 50 hour credit line instead of a 70 hour credit line) and just work less...voluntarily? Wider scope of early outs or other longer term LOAs? Who knows. There are plenty of good and plenty of bad options that could have happened, some (or all) of which could be mutually beneficial and/or voluntary.

In a couple weeks we should all know more. Until then, put the pitchforks down. Keep them at the ready if you want, but I can guarantee you there will be a lot of B6 guys with their own pitchforks out, and there will be a lot of recalls if they indeed got a bad deal (ie the MEC’s definition of “significant” changes to work rules misses the mark) without memrat or even polling, given what they know and for which they are under an NDA. Until such time that we know the details of the LOA and the greater context of what the airline is doing, people need to chill. There shouldn't be any lambasting a whole ALPA pilot group for something they didn’t vote on or know about, and for which there are no details.

So the entire COVID-19 thing is fake news and this is all happening as a big management plot!

Honestly, I clicked over to the Delta sub because I'd know I'd find a thread on this subject full of arrogant and ignorant posts authored by a bunch of guys embodying the Capt. D. Bag stereotype their "air line's" pilot group has earned industry-wide.

Case in point...

Maybe Scoot is just under a lot of stress because he just received a WARN letter, or all of his "air line's" outsourced international flying is in bankruptcy, or he regrets leaving a good gig at JetBlue. Who knows. What we do know is this LOA is temporary and does not reduce pay rates or make any significant changes to work rules. I know most of the B6 pilot group is willing to make a few sacrifices to keep their brothers employed, insured and stable through the holidays and into next summer. One major Air Line, among others, has given away the farm in the past, and the B6 MEC had those massive mistakes and giveaways in mind as they negotiated this LOA.

Thanks for your mature and thoughtful reply, Scoot, and also for helping to reaffirm your pilot group's image and reputation throughout the industry.

There's not much more to say than that.

This guy gets it.

Many guys, in both our pilot groups, think this is business as usual management-pilot haggling. Pretty sure just a bid period or two ago everyone was in an existential solvency crisis. Anything that helps save jobs without giving concessions that also helps the airline survive is a win-win-win.