Not to mention the current take rate when Delta extends a offer is extremely high and the actual class show rate is very high. Their no show rate is zero.

 

I think you guys are dramatically overestimating the impact of pilot pay on fleet utilization. I don't think an increase of a few hours is going to change a trip, which likely has more to do with pax revenue and fleet position. If they could fly you again I certainly think they would, irrespective of what your minimum daily guarantee is.

 

Not to dog the OP, but the title of this thread is problematic.

We are NOT about to negotiate Contract 2022. We about to restart negotiating Contract 2019. It’s an important difference and mentality.

The company walked away during a time of record profits. Give them a pass for the COVID months, and we need to get gains for everything before and after the CARES months. Period.

 

see how this was never addressed? Trying to clear up a misconception and it gets buried pages deep.

 

Regionals here have been doing just that. We need to clamp down on the disparity of reciprocity with these countries that almost never take our pilots and when they do they make them jump through massive hoops. Yet we let them come here and poach jobs with a rubber stamp and a smile.

 

I’d love to see data on this and not just hear anecdotes and rumors. I recently heard that an average of 30% of CJOs are being rejected. If that’s true, that’s not a take rate I would classify as extremely high. And the no-show rate to me is irrelevant. People understand how not to burn bridges with last-minute no-shows, and with the sheer volume of interviews going on it would seem to be easy to fill each and every indoc seat. Particularly with a shorter indoc duration than before COVID, candidates even have an easier time keeping other fires burning (interviews or other company indocs) before making a final decision where to go.

 

They don’t squeeze credit out to make up for our gains. They squeeze credit out to squeeze credit out. They’ll continually tweak their own buffers to balance minimizing credit with operational reliability, and they’ve proven they will only take fatigue seriously if we make enough fatigue calls or (God forbid) we have a hull loss or serious injury.

It could just be semantics and maybe we’re saying the same thing, but ain’t nothing you can do to stop the company from “trying to squeeze every last bit of credit out”. They don’t care about your quality of life, they don’t care about your layovers, they don’t care about your WOCL, they don’t care about your commute, they don’t care about your sustenance, they don’t care about your hotel. They care about operational reliability, stock price and shareholder value. If the only way they can sustain or increase those three measurables is to negotiate a contract or LOA in which we achieve our own gains, that’s the only way we’ll get them. And then they’ll still squeeze as much credit out as possible given the gains and barriers we won in negotiations (now aka mediation).

 

Yup.

FAR limits are all we have and all we will ever have. 12 hour day max, 10 hour layover min. I want to be paid for those 12 hours but you all seem to be good with 6... or less.

 

We're saying the same thing. They will obviously squeeze harder if we get better rigs, a min day, or a higher ADG. Hence why I'm against blindly chasing those without achieving some sort of guard rails to help prevent additional "unintended consequences."

 

This keeps coming up as a populist windmill to joust. There is no negotiating climate even theoretically possible where we will get an hour for hour 1:1 duty rig at anywhere near our current rates.

Not possible, not desireable to pursue, never going to happen.