Nope, not my position at all. Let's look at the results for comparison:

July 21, 2006

APA sends Section 6 notice.

APA: 52% raise, improvements to all sections of the contract
AMR: productivity gains, small improvements to some sections of the contract.

JULY 22, 2011

APA result: No contractual changes
AMR result: No pilot cost increases.

That's 5 years of negotiation. Did AMR's strategy work? Did APA's strategy work? What has the APA "fought through"?

Delta and NWA pilots negotiated during this same time frame. The results have been different. Hawaiian, AirTran, Alaska, and Spirit have negotiated during this time period. Spirit was even released to strike. What were the results?

 

Bingo-why they make the big bucks. Bag fees, snack fees, fees for TV, credit card revenues, change fees-ALL of which SWA doesn't benefit from.

 

What I used was pay hours, not block hours. 85 hours was a pretty good number (includes premium pay, vacation, training, etc.)

 

Make her 20 and give her a green top and she looks like the girls that sell ice-cream in CHS.

 

That's fine if you don't. All you have to do is call him up and ask him what he expects out of our next contract. He'll tell you the same. Let us know what he says.

 

Consider if you will, American just nuked their Section 1 with their feeder, Eagle. Now American will enjoy competitive bidding on the operation of American's small jet fleet (airplanes will be held by AA ) That is step one in following the model established at United, Delta, Northwest and US Air.

The cost savings will result in the APA being under pressure & in a situation where it can capitalize on outsourcing.

Lets see if the APA's "more reasonable" approach includes a scope sale. I've got a dollar that says it does.

Regardless, AMR looks to me like they are positioning for bankruptcy. Since the pilots' working agreement will be opened anyway, I'd think it better to hold the high ground until things clear up and AMR's future path is better known.

 

Couldn't agree more.

Carl

 

Correct. Really nice guy, but had his expectations pretty low when I talked with him.

 

I would not be surprised.

It'd be amazing though if that or if the TA was a 10% increase initially and COLA because talk about raising the bar!!! I guess some people believe we should aim for SWA / 2!!!!

 

Wrong Carl. A seniority list is always negotiable, but it is difficult to do. US Airways management has accepted the Nicolau award and their status is EXACTLY what our status is. You state that their seniority list is in some different status because it hasn't been used in combined operations. Wrong. The list is done, it is final, just because it hasn't been used in combined operations is completely immaterial. By the way, the courts agree with me. If USAPA is free to alter their list because it hasn't been used, then why are they negotiating with management to change the seniority list? Why would management have a say? It's because seniority lives in the contract and just like compensation or crew meals, you have to negotiate with management to change it. Our list has been accepted and is also subject to negotiation. It is very difficult to do because of the zero sum game nature of these negotiations. Do you get it now?

You are wrong, 5 federal judges in 3 different courts say you are wrong. No matter how many times you repeat this foolishness, it doesn't make it right. Seniority is Section 20 in our contract, it can be renegotiated at any time. Why don't you do some research before you make statements that have no basis in fact? Go read the Addington transcripts, read the Ninth Circuit appeal filings, and read the filings in the Declaratory Judgement that US Air management filed. You might learn something and be able to speak about this issue with some basis in fact. Now, you just make things up and bluster about trying to hide your ignorance of the facts.