Oops.. we al posted at the same time.

 

Talked to my rep about sick time and he said, the current sick policy is what the company wanted and got. He didn't think it would be an issue in C15.

 

Have you ever asked a rep? If so, please name them and tell us PS is not on the table.

We will be holding our breath.

Burying your head in the sand will not.change the outcome.

 

Yup- they had no direction because WE AREN'T IN NEGOTIATIONS YET. OPENERS HAVE NOT BEEN EXCHANGED. I gave them my price should it be sold: 20% plus normal contractual increases.

All of this crap you're throwing around is really ruining what little credibility you hold.

 

I'm not sure exactly what issues the company has with sick time but I'm guessing a spike in sick time right before it resets raises eyebrows. I haven't seen any stats on this but human nature you know...

If sick leave was left unchanged except it reset on our date of hire instead of June 1 would that be palatable? In theory that would spread sick leave more evenly throughout the year and maybe the company would be less interested in cracking down on sick leave abuse. A potential downside is less required staffing but I'm guessing May isn't the month they staff for anyway.

 

Except you're making the standard impossible. A rep tells you that something is not "on the table" is lying. Everything is "on the table" in Section 6. The question is who puts it on the table, the company or us?

I spoke to two reps, and I will not name them because I didn't tell them I would discuss our conversation here, one specifically said we're not putting it on the table. Both said we haven't even held the meetings to give directions in either case.

There is no rep that can tell you that, in the future, the company won't put it on the table, or even whether we might or might not decide to put in on the table. Those discussions, as I understood, are yet to come.




Edit: ...I see 80 already addressed this.

 

I for one think it's smart to be discussing the threats before they become emergencies with only a short time to make a big decision as has been the history with TA's of the past.

Regarding your 20% on top of "normal contractual increases"....what if they said something like 7,3,3,3 was all they were going to give and all that was budgeted? What is your total increase required to vote yes when including normal contractual raises and PS? For the record I think doing anything with PS on this round would be very foolish.

 

Bingo... he's just throwing crap out there to Micheal Moore it up.

Freezes: We already have the most onerous freezes of the legacies. Ask your buddies at other carriers.

Pay Banding: We already have a form of it. In speaking with senior management, they don't seem to want more of it either.

Profit Sharing: Not a peep about it from senior management.

Sick leave is the only thing that I keep hearing pop up over and over. That is the thing to watch for the company coming after in negotiations.

 

I've spoken at length with both my Dalpa Rep and the ATL CPO r.e. sick leave usage. The cliff notes:

We use twice as much as other airlines. (I have no idea where the company gets that data?) But the point was made, by the CP, that the other airlines "Monetize" unused sick leave, i.e. sell it back or accrue it and pay it out at retirement, where as ours is, 'use it or lose it'.

I said, "Well then, why don't WE start doing that?" (monetize it)

He said we always have a spike in May, because it resets on June 1.

Some guys use every minute....right to the minute.

The Capt. rep said he has to represent guys in the CPO all the time, who are 'questionable' high sick leave users, i.e. on every holiday, etc. He also said about 15% abuse it.

I said, "So how about the company goes after those guys, and leave 85% of us alone?"

 

It's a great idea to discuss the threats- that's not what Jerry is doing though. He speaks of it as though it's already happened.

We talk about engine failures as a possible outcome and address the threat... we don't fly the engine out profile and declare an emergency preemptively, though.

I'd like to pattern up on the new AA rates plus 3 or 4%, with annual increases of around 5% to enter the threshold of what I'd consider "normal." There are a lot more things on my radar, including small/large gauge scope, work rules, and so on.