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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 Iceberg
(Post 3209452)
What was the age requirement for the VEOP? I seem to remember some pilots in their late 50s taking it, but you were too young at 60?
2) age+years of service =70. IIRC the youngest participant was ~48 |
I'd like to see them remove the "max five groups "X" days" for those of us on reserve. I don't see why I can't have more groups of X days. I'm not asking for less than 3 in a row but it would help.
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Originally Posted by Gone Flying
(Post 3209471)
1) 50 years old w/ 10 years of service at DL or
2) age+years of service =70. IIRC the youngest participant was ~48 |
Originally Posted by Iceberg
(Post 3209474)
Thanks. I didn’t realize anyone went that young.
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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 :) |
Please, for the love of god, could someone define the term deadzoner? I have asked and I’ve seen others ask, but I think it’s a term that some like to claim they are but I don’t think we’ve had any true deadzoners on property for a few years.
You can help your case if you share what exactly is a deadzoner and how they qualify as one. Usually numbers help in this case. I’ll wait. |
Not this again. IMO it's not even worth a discussion after 1800 VEOPs drastically reduced the longevity of the pilot group.
Sent from my SM-N986U using Tapatalk |
Originally Posted by Trip7
(Post 3209506)
Not this again. IMO it's not even worth a discussion after 1800 VEOPs drastically reduced the longevity of the pilot group.
Sent from my SM-N986U using Tapatalk |
Deleted. Too many drinks lead to being spooled up by trolls who don’t know how to keep their story straight but feel sorry for themselves and dream up “polls” to confirm their bias against younger people.
Gosh, I wonder who is irritating me tonight. |
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