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Originally Posted by Hrkdrivr
(Post 3209404)
Scope.
Work rules. Especially reserve rules. Retro...what are the odds since COVID? |
Originally Posted by JamesBond
(Post 3209402)
I am not interested in 'restoration' in terms of a DB. I like the idea of the MBCBP, except that it won't happen within any meaningful time frame. Like I said in the other post, I do not expect to see a pay increase before I leave in 4 years, so the MBCBP does me zero. I can live with that.
One thing you mention is a great idea. retiree medical for a few years out of Delta. DAL pays for it so it is no skin of junior's nose. Try some decaf this late in the day... and stop throwing rocks in your glass house. I have read enough of your insulting diatribes in other threads |
Originally Posted by OOfff
(Post 3209407)
Yes, please lecture me on being angry and insulting after just telling anyone who disagrees with you that they lack compassion and are selfish.
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Originally Posted by JamesBond
(Post 3209409)
Have a nice weekend.
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Originally Posted by JamesBond
(Post 3209405)
I'll take zero for $1000 Alex.
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Signing bonus will happen as opposed to retro this time around IMO. An arbitrator will agree that a signing bonus is acceptable, while the company using the pandemic as the reason this got drug out. We on the other hand will forget that this contract expired 12/31/2019 at the conclusion of a year that was historic by all metrics. Revenue, profit, pax carried, on time, completion factor.... you name it. It just wasn’t worth it at the time to get a contract because it WAS worth it to mgmt to drag this out hoping for this very scenario. (See last point under pay).
Dangerous precedent set by accepting a signing bonus in lieu of retro: every contract going forward gets dragged out a couple years and we settle for pennies (maybe dimes) on the dollar in the form of a signing bonus. Issues important to me for C2025 (sarcasm): 1. Scope. RJ scope, JV scope. Not forgiving any open scope violations/grievances in the process. This needs to be iron clad. 2. Quality of life -5:15/day for training and vacation -RSV SC goes on top of guarantee -do not touch profit sharing. -deadhead language improvements. -continuation of PS commuting is a pipe dream, but worthwhile to ask for. 3. Pay -do not touch profit sharing. -18%+ DC -5:15 min day for all training including transportation to/from on travel day. -5:15 pay and credit for vacation. -adding language whereas day ONE beyond the amendable date of the PWA the pilots will receive 5% increase in pay for seat/equipment/longevity annually until a new PWA is agreed upon. This fixes issues with signing bonus and helps bring both parties together and avoids 2019 delayed negotiations repeating themselves. Just my wish list. We might get one item on that though :) |
Originally Posted by JamesBond
(Post 3209398)
I can't necessarily argue all of your points except that the 12 year scale absolutely depends on getting a contract within the prescribed time. When was the last pay increase you got? I would be amenable to that tack if we could get a COLA built into the contract when in negotiations. Tie it to inflation or something, but I have 4 years left and I highly doubt I will see another pay increase before I leave. It's just not right.
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Originally Posted by JamesBond
(Post 3209369)
Except that I wasn't old enough for it to work.
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If company can give bonuses or ‘pay corrections’ then I deserve retro for my 40% pay cut. It’s the least they can do. Especially when any pay raise is probably goi g to be minimal. I’m thinking 6-8% with 2-3% in the out years.
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Originally Posted by TegridyFarms
(Post 3209430)
Signing bonus will happen as opposed to retro this time around IMO. An arbitrator will agree that a signing bonus is acceptable, while the company using the pandemic as the reason this got drug out. We on the other hand will forget that this contract expired 12/31/2019 at the conclusion of a year that was historic by all metrics. Revenue, profit, pax carried, on time, completion factor.... you name it. It just wasn’t worth it at the time to get a contract because it WAS worth it to mgmt to drag this out hoping for this very scenario. (See last point under pay).
Dangerous precedent set by accepting a signing bonus in lieu of retro: every contract going forward gets dragged out a couple years and we settle for pennies (maybe dimes) on the dollar in the form of a signing bonus. Issues important to me for C2025 (sarcasm): 1. Scope. RJ scope, JV scope. Not forgiving any open scope violations/grievances in the process. This needs to be iron clad. 2. Quality of life -5:15/day for training and vacation -RSV SC goes on top of guarantee -do not touch profit sharing. -deadhead language improvements. -continuation of PS commuting is a pipe dream, but worthwhile to ask for. 3. Pay -do not touch profit sharing. -18%+ DC -5:15 min day for all training including transportation to/from on travel day. -5:15 pay and credit for vacation. -adding language whereas day ONE beyond the amendable date of the PWA the pilots will receive 5% increase in pay for seat/equipment/longevity annually until a new PWA is agreed upon. This fixes issues with signing bonus and helps bring both parties together and avoids 2019 delayed negotiations repeating themselves. Just my wish list. We might get one item on that though :) |
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