I see now. Yeah I tend to agree. Honestly at this point the only soft pay I want to see changed is get rid of carve pay and just make a day start/end at midnight.

 

It sounded like the argument you were making is that EDP/sit don't benefit us. It doesn't monetarily benefit all of us but neither does reroute pay. All of them are QOL items that can't be measured by looking at your paycheck or comparing your credit to another's

 

You know and I know there's a limit when it comes to raising pay rates. Everyone can understand what a 18% pay bump means.

The company wasn't ****ed about that in C19, they didn't expect how much more they'd really be paying us from RR pay changes and the other soft pay gains. It's a lot easier to fight in the margins.

When we fight for a 15% pay raise, the noncons want that too. When we get that 15% but realistically another 3-4% here and there in contract improvements, that's how we squeak more money out.

 

We don't negotiate for the noncons. We negotiate for us. It's solely the company's discretion to determine what they will or won't pay them. Not our battle. And yes, I think we should hit the rates hard this cycle.

 

you and I both know it doesn’t work that way.

 

The company also gets a say in how much they pay us, hence the contract negotiations.

And while we don’t negotiate for the noncons we all agree it’s something they look at. PS for commuters being a good example.

 

The idea behind EDV/SIT/CARVE etc was to encourage the company to build decent rotations. They have a choice, build them “worse” but pay money, or build them without penalty, but that costs pay and credit, which means more pilots.

Either case is a win for pilots.

 

We've made great improvements over the last 3 contracts. We've not asked for huge pay increases juxtaposed to our companies ability to generate revenue on our backs. I'm not proffering a $200 dollar bump in hourly rates cross board. However, as we've slowly whittled away the bankruptcy/post 9/11 contracts and seen good gains in QOL stuff, I think this is the time we put some focus on our hourly rates more so than in the past. I'd personally like to see 25/6/6/6 or something like that. I guess you forget about the wage theft, the grievances and all the other things too.

About "how it works" go talk to your reps. Pretty sure they'll tell you the same thing I said here. We don't negotiate based on what the company may or may not give the non-cons. Not how it works. Never has. If we had thought like that back in '16 Malone would have never went for PS. Seems that didn't matter to the company.

 

Malone didn't give a rats about what the non-cons did or did not get when we negotiated for PS. The company made the decision to offer it to them. It was not in our calculus though whatsoever.

 

I didn't say it was in our (the union's) calculus, I'm saying it's in the company's