Sorry for thread drift....couldn't help myself.

Section 6
1) Scope: lock that down! 35 RJ's only come back with DL mainline pilots flying them. DL pilots flying DL metal internationally!
2) QOL: extra week of vacation, trips touching vacation week also dropped. Unused SC pay/credit above guarantee. RES rules need to be tightened up to prevent them being used as global RES to cover other bases...man the categories correctly or pay the greenies!
3) 20% DC (assuming 401a limit of $285K, 20% would hit the 415c limit with just company money)
4) sh!t can new hire training pay: give them RES guarantee and pay for their hotels.
5) get rid of GS trigger. Any time we bail the company out of a jam by flying what is now a GS/IA/re-route it should pay double!

Don't even think about reducing profit sharing...get it back to LOA-51 wording of 15% on first dollar and then 20% over $1.5B

 

Oh I like this guy. Nice.

 

Take a moment to read our opener.

Reading is your friend.

 

Those 35 RJs are probably the biggest bargaining chip we have right now. I see zero reason we should touch it. With 50 seaters already cut in half and totally going by 2024, we’ve got the DCI shrinkage we’ve been hoping for.

 

Can you give me an idea of how much a contract like this would cost....just ballpark? I would like to compare it to what has been achievable in previous contracts.

And when you say trips touching vacay dropped....is that dropped with pay, does it include all weeks, or only primary and secondary vacay weeks?

I'd like to also ask for a "cola" to the PBGC benefit and the NWA FAE retirement plan...sounds reasonable....OBTW that COLA should be retroactive to when the plans were frozen....sounds reasonable also?

Thoughts???

 

Oh crap


I forgot to add....


a pony !!!! I want a pony....



and a unicorn....a purple unicorn if we can get one !!!


Now that would be a good start on openers



I'll leave it for the reader to decide if I am for realz, making humor, or scoffing it previous posts....or possibly all choices might be correct if it was a multiple choice question!

 

I know, right? Not in an over the top, take no prisoners, don’t GAS honey badger kinda funny way like Phins either.

He’s not the only one. There’s some reliable rageheads here. There’s something inherent in the structure of all social media (APC included) that encourages conflict, anger and “silo-ing” into camps.

Personal theory is that the younger generation that grew up on/with this stuff tend to have much sharper elbows and are hot wired to take offense and things personally.

Older generations lacking cell phones and social media as kids grew up dealing with way more people face to face whether we wanted to or not. Much less pressure for herd mentality or group pressure to conform to every little difference of opinion.

The quote about “The universe is not just stranger than you imagine, it’s stranger than you CAN imagine” comes to mind. Emotion spent arguing with strangers on the internet seems so tiresome. Yet...here we are drowning in conflict on all the addictive social media platforms..

Or not. Que the “Ok, Boomer” (I’m not one, but it’s such a predictable meme that is considered a devilishly clever rejoinder) in 3....2...1....

 

I agree that categories should be manned correctly. There should be a penalty to the company (perhaps PB days paid to all in category) any time all days of a bid month aren’t initially awarded via PBS with adequate reserve coverage.

As far as not allowing reserves to cover other bases...I am a little sympathetic to the needs of the operation. We do need some shock absorbers for IROP or irregularities that are unbalanced across the system. And commuting Reserve pilots probably prefer deadheads on the front and/or end of a rotation, from which they can deviate. I see two fixes that could help - deadheads on the front or back of a reserve rotation shall be pay/no credit (paid above guarantee, but dh credit still accumulates for RAW), and out of base reserve coverage shall be awarded with 24 hours minimum notice.

Add those to short call credit pay above guarantee and UAL’s DH language and I think reserve will be just about perfect.

 

Let me grab you a shoehorn to help you squeeze all the younger generations into that neat little box you’ve devised there.

 

Emphasis mine.

We also need to get the FAs, dispatchers, etc on board with protecting scope - it protects all our jobs in the end.

Pretty much agree with the rest of what you said here.

I'd like to see the MBCP stuff as well. Any news on that front?