Something I realized today and what I believe is a major reason for the ALV+15:

It's been stated that the ALV+15 will primarily be utilized on international categories.

What was shored up in this TA? Trip parking.

Thus, the staffing increase from no more trip parking will now be negated by the ability to take reserves to ALV+15.

Anyone else see this?

I know that and I like that. What I wanted to know is if the major coverages remained intact.

I saw it, but trip parking is a lot less wide spread than having 12% of the airline on the hook for 15 more hrs a month. The two do not equal out.

I agree.

Like 80 said, get rid of trip parking and no wonder the ALV+15 concession is put back in to keep "helping the (minimizing of staffing) on the international categories".

And for the win, this reduction in staffing now applies to categories where this wasnt as much an issue if at all.


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What is trip parking? I see it referred to a lot. Thanks.

Overall, this TA is a win for the Company and a loss for us because despite all of the collaborative rhetoric, it advances the company agenda while only paying us a relative pittance, especially in an inflation scenario.

Here's what I'm talking about. When we took the hit in BK, the biggest concern was protecting the work rules. These hard fought rules came over decades of negotiating, and was what separated us from the regionals. For the past decade the company has wanted to do away with as many of these rules as possible, to eliminate the pay for no work scenarios such as jury duty and sick leave, and work us to FAR max at straight rates.

This TA moves that goal much further than I've ever seen in a short time. By sharpshooting away the 'good deals', the company over time will have all of us flying 17 days per month, every month, too tired to complain and too poor to do anything about it. They will shove as much flying up your rear end as you can stand, then make you volunteer for more because you need the money. When you are home, provided your family can even stand living with a stranger, you'll be swapping out your socks and shirts then hitting the training CD and paperwork for your last 'unverified' sick leave, then scanning open time because green slips are as rare as 3 days off in a row. You'll be praying for Age 70 retirement because you had to take out a 401k loan to pay for your kids college and you can't afford to rent let alone buy a house in the retirement community, and now that the company has taken your contract down to the bare bones, they have been sitting on their hands for the past 7 years at the negotiating table. That 19 percent stepped pay raise now looks paltry compared to what a FedEx pilot makes and all the union can say is 'at leat we got those raises'.

I've worked under conditions like these, but I was 23. Trading quality of life for fleeting pay increases is a mistake of the highest order.

At the Roadshow in DTW, I believe they said that changing the Sick leave to 100% would not take effect until Jan 1, 2013 for example. There are probably others. Call the DPN, they are happy to answer questions.

What Shizit said it right - every contract has an implementation schedule. There is reprogramming of iCrew/Ecrew, training of schedulers, crew resources, etc.

The profit sharing changes also happen in January, so this year remains under the old formula.

Not how I read it clamp. On the ER category this will be even further tempered by the new duty day rules. Not Ironclad language but I dont see this as an issue as others. Not enough still for me to vote no and live with status quo for an indefinite amount of time.

Why not just increase the ALV in the heavy categories?