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Originally Posted by Fly4hire
(Post 1653851)
Want to bet we don't see it pushed? :eek: There are SMIR's already looking at it.
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Originally Posted by Fly4hire
(Post 1653851)
Want to bet we don't see it pushed? :eek: There are SMIR's already looking at it.
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Originally Posted by iceman49
(Post 1653858)
Got to agree, from innuendos made from training and others. Think they are trying to judge how much traction it has.
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Originally Posted by iceman49
(Post 1653858)
Got to agree, from innuendos made from training and others. Think they are trying to judge how much traction it has.
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Does anyone know how long it takes to get an email after they ask you to correct something? They told me to update seething on my app so they could further review it. Has anyone else had this?
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Originally Posted by FrankCobretti
(Post 1653599)
I keep thinking about UAW, and how that union's relentless pursuit of inefficiencies in the name of jobs wreaked so much havoc on the industry with which it was supposed to have a symbiotic relationship. I don't think Uncle Sugar will protect us from Emirates or Norwegian or anyone else, so our airline needs to compete on this uneven playing field now and in the future. It needs to do that by running a superior operation from the perspectives both of our customers and our financiers. If we can help with that, and line our pockets in the process, we should consider it.
To the extent that the Company is physically unable to keep up with the training needed to staff the airline, we can certainly help out by reducing that need somehow in exchange for an equivalent amount of $$$ or other goodies. That could help us all by allowing the Company to grow further than it otherwise could. But that would not serve to make us any more cost-effective. It merely transfers one type of cost to another. Assuming the Company can physically keep up with its training needs, going to pay banding would only be shuffling those costs around from more pilots each making a little bit less to fewer pilots each making a little bit more. Cost-neutral to the Company. And let's all bear in mind that, while pay banding may well reduce some pilots' desires to bid to another aircraft, the Company will likely insist on guaranteeing that reduction in the form of, e.g., longer category freezes, before they will pay full value for such a change. Is that something we're ready for? Again, the unintended consequences. |
Originally Posted by Fly4hire
(Post 1653851)
Want to bet we don't see it pushed? :eek: There are SMIR's already looking at it.
The narrow bodies become more difficult to band unless the 88 is banded with the 737 which I think is fair, but unlikely. As for herk and the other new guys from the military, your arrival into the airline will require something of a sea change in your thought process. Your new way of thinking has to be non-managerial and realize you are a technician pilot, not a management trainee. In commercial aviation, know your contract so you can maximize your income...don't just agree with whatever your union says is best for you. If a contract change (proposal) doesn't meet the sniff test of either giving you more money or more time off (preferably both), it isn't good. |
Originally Posted by EdGrimley
(Post 1653394)
I disagree with your disagreement. Again I say (with emphasis on the last two paragraphs):
The process at ALPA is broken. Not for logistic or monetary reasons. It is my belief they don't set up an efficient process to let the membership get more involved because they (the MEC) do not want to give up control. I believe management also does not want the union to give up their ability to make unilateral decisions. It certainly works to their advantage. It's interesting to watch the "group think" and top down managerial philosophy indoctrinated into all who join the upper representation. Politics are rampant with many focusing on upward advancement while trying to align with those they feel will take them the furthest. They are taught that "line pilots" are unsophisticated thinkers incapable of understanding how important a tight knit liaison with management is in getting things done. Therefore the secrecy and control. Unfortunately this personalized relationship with management can cause loyalty issues for fear of offending the high powered friends they have become so close to. It would be relatively easy to use the various electronic means available today to involve pilots through polling, live Q and A, vetting, voting, etc at a very reasonable cost. A lot of guys would take the time to weigh in. Make it easy instead of layering barriers to entry with antiquated policy/protocol. We preach CRM in the cockpit but our union is not interested in creating the structure to best utilize CRM with regard to communication, contract/TA's, work rules, side letters, compensation, etc. And then they feign disappointment and confusion when there is an uproar as we just saw. And yet nothing ever changes. No lessons learned. No protocol changed. They continue in their divisive ways. They keep tight fisted on control and we keep making the same dumb mistakes, divided as ever. You have to laugh when unity is preached, while very little is put into place to achieve it. I hear you and do understand that frustration but sometimes, more often than not with pilots and other large groups, its better to have a few good men do their best for us. I see it the same as this: After a 2hr delay on the ground in LGA you are faced with going back to the gate or in 15 min you feel you are going to be able to take off. Now get out of your seat, go to the back and ask all the passengers over the PA hands up if they want to go back to the gate ,hands down if they want to wait to take the chance to go. Everyone will argue to the other side that they don't understand their reasons well enough. Those that have to go want to take the chance, others will miss connect anyway so they want to go back. It will start a war that will never end. Sometimes all the info in the room with the negotiators is so deep that the regular line guy will never grasp or even care to understand. So an honest "informed" vote never happens even if we MEMRAT it. I don't think their is a conspiracy for us to be left out. There are many people involved working for us. I also don't think that over time any other group/union working for us is going to be any different. Soak anything for a long time and it all comes out smelling the same. This of course is JMO. |
Hey,
Still trying to figure out if you can PS on days off to go home or ? on days off from training...I can remember. |
Originally Posted by Sioux0824
(Post 1653870)
Does anyone know how long it takes to get an email after they ask you to correct something? They told me to update seething on my app so they could further review it. Has anyone else had this?
Try the DAL Hiring News or the DAL Poolie threads. Good luck. Scoop |
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