Originally Posted by acl65pilot (Post 819208)

Satch;
When you fill out your AE/VD/MD Prefs there is a box that you can check for a hotel room. It saves all of the guess work. When you get your training letter in the mail if should have a a hotel listed. If not, call em.

Originally Posted by dragon (Post 819240)

Since we're talking about training, why do we get paid less than the time it takes to complete a CD or for that matter, a sim period. We get 3:15 per day in training but the sims are scheduled for 4:00 with a 1:30 brief and a debrief? In other words, why are we working for free?

Originally Posted by dragon (Post 819240)

Since we're talking about training, why do we get paid less than the time it takes to complete a CD or for that matter, a sim period. We get 3:15 per day in training but the sims are scheduled for 4:00 with a 1:30 brief and a debrief? In other words, why are we working for free?

Originally Posted by JobHopper (Post 819283)

Because it's in the contract.

At NWA we got 2+40 per day. The rationale was that spending a full month in training resulted in 80 hrs pay. Probably the same type of reasoning here, but you would have to ask a Negotiating Committee member why they settled on that number.

Originally Posted by dragon (Post 819311)

Would be nice if we can get this fixed in an LOA or for the next contract. The question isn't really why, but why did our negotiators agree to it.

Originally Posted by sailingfun (Post 819324)

You must have missed the last 9 years on the airline industry.

Originally Posted by NuGuy (Post 819218)

Totally disagree with this.

Documenting a pattern of contract abuse, no matter what the issue, is very important in any grievance cases that occur down the road.

Say the company is too slack on running the PCS runs right on time. Starts out as 0700, then 0710, then 0730. Pretty soon, there's no schedule at all.

FINALLY someone decides to grieve it, and naturally the company says "well, what's the problem? You never complained before" (there's no record, because it was "just worked out with scheduling" on an individual basis.

Lo and behold, it goes to arbitration, and the arbitrator agrees with the company position. It was INDEED against the contract, but since we did nothing about it for the months and months (years maybe?), we were giving our tacit approval.

Now what was a totally grievance situation, subject to correction and compensation (or at least a "cease and desist"), becomes "past practice" and is deemed ok, giving the company free reign to do what they want.

Slack enforcement becomes a concession.

It is VERY important to get any potential contract violations in front of the contract admin team. They HAVE to keep a record of this so they know what is becoming a problem.

Is this "toxic" labor relations? No, it's called expecting the other party to hold up their end of the agreement.

Nu