On the day that occurs we should be picketing at Hartsfield.
But alas, we won't. Wouldn't be "constructive".

 

A direct competitor in our fortress hub not in our peer group? Even when AT had lower wages, we competed well against them.

I agree with deadhead to a point about not discussing this stuff on a public board...Not to keep mgmt from getting any ideas, because flt ops mgmt is us - pilots - they know our mindset, but more to limit the expectations management.

When I was a newbie and had zero understanding of unions, I had to be told how to think like a union member. One of the things I was told was that going on strike was the same thing as saying "this job is so bad I am willing to walk away from it and not look back." I think that is still true, but at that time it was a career. Now it is a job and walking away only carries a loss of accrued seniority.

Don't get me wrong, I enjoy the job and my fellow pilots. I am not a paycheck to paycheck guy, I can walk away from this and frankly continue my current lifestyle on a $45-50K/year annual budget. If we are looking at a 15-50% ****ant payraise or anything that doesnt tighten scope across the board, I'd go for the strike vote right out of the chute. No brainer.

Hey, where's Pineapple guy?

 

I agree with the base pay standards of many, but I think it's important to reiterate the importance of SCOPE. And I'm not just talking RJ's, we have to watch JV's and codeshares too.

 

Agree Scambo!

They are in our peer group. It's just that the ALPA guys are saying that they aren't for negotiation purposes. Frankly think they are using the ostrich theory on that one.

I also agree with the strike vote. However, there is absolutely no way we would ever be released for "self help". Therefore the vote would be largely symbolic and the company has to realize that they hold all or most of the cards.

Our next contract has to tighten scope and restore our pay. I'm actually leaning right now toward a short term deal. If the hiring problems are indeed true, then we'll have a limited commodity. Additionally, the economy is still not robust, so waiting until its on a bit more of a upward trajectory will also be beneficial. Either way, taking a short term risk of a longer term gain might just work. Of course, I could be whistling Dixie.

 

Actually, he does need his expectations managed, just in the other direction.

 

We better realize what we are up against when there's talk about getting back to C2K payrates. Management has no intention of allowing that to happen.
Did anyone else see the UAL/CAL CEO's interview in Fortune last month?

Jeff Smisek:

When we closed the merger, I did 16 CEO exchanges around the system where I met with my co-workers. I'd stand up and answer any question they wanted. They were not used to that at United, I can assure you. They were at Continental.
I'm starting on a round in Europe next week. I'll do Asia, I'll do Latin America, and then I'll start more in the U.S. again, just being visible, answering people's questions, and being honest with them. "When are you going to snap me back to the wages I had in the year 2000?" Answer: never. That was a different time, and you will never be paid like you were in 2000. We're in a different business now. Low-cost carriers used to be a small percentage of the U.S. market. Now they're a giant piece. Business has changed, and people respect you when you're honest.


Leadership: The Jeff Smisek interview with Geoff Colvin - Apr. 21, 2011

 

Then perhaps he will respect me when I tell him where he shove his contract.

I could care less what that gasbag says, but I care a whole he11 of alot more by what is said by the people chosen to represent us.

 

Of course, any TA must pass MEMRAT. Based on every LEC meeting I've been to (I think I missed one in the last three years), I can say that I would be very surprised to be presented with anything I can vote for.

 

I don't think my reps will vote to send a subpar deal to a vote, but maybe your LEC reps are different.

Maybe they will. A huge "NO!" on a contract vote would be a point of leverage to come back to the table with the NMB.

You have to remember, the only people we need to convince are the 3 members of the NMB that the union has acted "in good faith".

This means they will bring a TA(when we or mgt. is exhaused and gives in to the other's final offer) to the group and give us the "its a fair offer" speech, and then when/if we give it the circular file treatment they can go back to the NMB and say "We tried to give them all the information and be honest about the deal, but it is clearly not a deal that is acceptable and MGT will give no more. We need a release and we will get this done in 30 days."

Meanwhile in the back room if the union gave in then they are really, really hoping for a solid resounding unanimous NO, or if it is mgt. who relented at the end then we vote YES and end the process.

It's a delicate dance, let's hope the people WE voted for are up to the task of getting what we want....

DALPA fan or not, read the comparison coming out soon and then DO YOUR CONTRACT SURVEY!!!!!
(and make sure everyone you fly with does theirs too!)

 

And it shouldn't be difficult to convince the NMB that a Delta pilot flying a 737 out of Atlanta should be paid the same as an AirTran pilot flying a 737 out of Atlanta. We have some leverage here if ALPA chooses to use it.

SWA pay and no more RJ's!!