On that subject I think we ALL agree!:D

If it's not about you, why are you pushing your opinion?

Long conversation with a rep in the crew room and PS came up. His words were the company was going to come after profit sharing and sick leave. There are people on the MEC who are in favor of monetizing it and that's where most of this talk has come from. The survey was clear we do not want profit sharing touched. Also said RA really wants this contract done by Jan 1.

I told him I do not want PS touched in section 6, if and its a big IF, they want to discuss reductions we do it after section 6 is completed and passed by the line pilots. Then and only then would I be willing to discuss it. I say this because it's the only way we can get the real numbers on what we trade PS for. I like PS the way it is and do not want to touch it but like everything in life there is a price I would trade some or all PS for.

If we leave PS untouched and ultimately get a Section 6 contract agreed to and ratified, why would the members even think about discussing PS after the process? Unless I am missing something I don't get it. What's the point of negotiating a contract at all if you then say "okay, now let's really start talking about PS, or whatever"?

My point is leave PS alone. The talk is all about trading it for pay rates which I am opposed to unless the number is very big, north of 20% just for PS that doent include the raise I expect from the section 6 rates.

My point about leaving it until after section 6 if we talked about it at all was to separate it from rates we negotiate. That and a single item up and down vote from line pilots regarding PS. Once again unless it's a big number I am a NO.

FYP

It is my opinion that it is an idea that could possibly be of benefit to all of us, if structured correctly, so why not talk about it?

This is a place for all of us (except Lumberg, Jesse, and INAV8R?) to exchange ideas, to make suggestions and give opinions on how to improve our PWA, use scheduling techniques, movies to see, underboob to view, etc.

You have offered opinions plenty of times, and I enjoy reading them, and while we might not agree on things all the time, I appreciate them and don't accuse you of "pushing" or "forcing" them on anyone who reads the forum. I'd appreciate the same courtesy.

The only reason (to have the PS negotiated separately) that I can think of would be the timing. If the company wanted a contract promptly, and another group was voting on a union, I would think any mention of PS modifications might spook said group into voting it in.

I imagine the IAM/FA vote will be settle well before we get a new contract, however.

I need to call the ATL CA rep and get his story. He is on a trip at the moment but the last time I talked with him it sure did not match what you are saying. Who you talked to at the some sort of meet and greet would be much more informative. You can PM it to me if you don't want to post it. I assume you have the name because if I heard a ALPA rep making those kinds of statements or trial balloons I would damn sure have gotten their names and taken things to a higher level. They are not supposed to be floating anything.

So what exactly is your proposal? To buy our own raises with profit sharing?

As Carl and others have stated, it's absolutely unacceptable to roll the PS giveaway into C15. Negotiate the contract first, vote on it, and after that, if the company wants to talk, well, ok. Given DALPA's history of solving the company's problems at the line pilots' expense, rolling PS into C15 will result in a fire sale for pennies on the dollar.

In fact, I don't see any reason whatever to even discuss PS concessions with the company until Feb 14, 2016.

Same for the AF/KLM impending violation. Don't wrap it up in C15 and call it a "win." It's a separate issue with a separate resolution.

Remember, as your pay goes up (and it better go up a bunch with this contract), the same corporate profit yields a lower percentage of w2.


If you make 120k and the company pays 120k in PS to 10 employees, that's $12k per employee, or 10%.

If you make 240k and the company pays 120k in PS to 10 employees, that's still $12k per employee but it's only 5% now.

Either way you get $12k!

Say you're confident the company will keep paying out the 100k, would you rather have:

A) $12k next Feb.
B) $6k in Oct. and $6k next Feb.
C) $3k in Apr, Oct, Dec. and next Feb.
D) $1000 every month all year long?

Same money, we're just talking different distribution methods.