Hockey,

I think it's obvious that right now the grass is greener at those airlines. But, you can't forget that grass never stays green. Sometimes, the grass gets scorched by the sun, or dries up, or gets torched, cut, infested, (you know what I.m getting at).

The bottom line is that no airline has ever been on top forever. Jumping ship right now might work out, but it might not. Ask my bid who jumped ship in 1999 from NWA to go to United. Delta is a good place to be right now. We might just have to duke it out to get to where we need to be, that's all. Things will get better.


Hows that for a pep talk?

 

Our "constructive engagement" strategy is supposed to get us a decent contract in minimum time without a big fight, right? We'll get a major indication of how much management appreciates our cooperation when we see their opener.

 

I use the David Clark headset. The metal adjustment thingy will pull out what's left of my hair, therefore I wear a ball cap. That, and if you have ever stood up too fast and hit your head on the CB panel, you will know that it can leave a mark.. sometimes a liquid red one. That being said, I take it off when saying bye bye...

 

George;

My TIC non apologist post may not have translated well.

I completely agree with you.

Why no quid pro quo with any of the domestic code/outsource? Oh yeah we have no furlough language. Until...(pick your disaster)

AK codeshare flying is solid mid seniority flying, they are growing like a weed, recalling furloughees and hiring. We are...thinking about an aircraft order...pulling down some int'l... moving sims (think decreased training capacity for some period of time)...I dont know, its a good job.

equal pay for equal work? How about equal work for equal work?

 

Good job groundstop. Post an unfounded rumor.

Manager, you disappoint. I find you to be one of the more "rational" (though I still disagree most of the time) DPA fans, to latch on to such a baseless comment and take it as some sort of truth isn't very logical.

Leave your gripes with ALPA in areas where problems actually exist, don't join the soccer hooligans just because it's fun to riot.

 

Tech Ops does Engine MRO and makes a killing at it. We outsource the heavy maintenance to other MRO shops so we can make the big money on engines.

767's go to HKG...

 

I bet they will open with a paycut disguised as a raise. Something like "increases of up to 40%" which of course will only be 5ish% per year partial cost of living adjustments, a few minor improvements here and there, and a few net concessionary things here and there. They will then count on the media, watercooler talk among other employee groups and even pilot apologists to parrot the "40% raise" lie. This is basic freshman airline management 101 straight from their oldest playbook. As a bonus, doesn't RA does work with one of the federal reserve branches/board of governers? Either way, he knows very well how inflationatory policy is used as a hidden tax to siphon wealth away from those who earn it, retroactively and across the board.

This goes so far beyond "restoration" as a general concept or "back in my day you could buy a Cadillac with a month's pay" or whatever. Forget high water marks of a different era and let's take all the emotion like that out of it and focus on what we know to be reasonably true, right here, right now.

Is it absolutely essential that we:

1. take note of the full and complete increase in cost of living, which is far in excess of the bogus "official" CPI numbers which exclude food and energy, which are, by far, the biggest inflationary cost pressures to most of us when it comes to how much to look for in a COLA, therefore we MUST:

2. back that number OUT of any claim of a "raise" over the life of the agreement AND:

3. Demand instant SWA per pilot small narrowbody W-2 parity, plus a premium for our massive additional revenue and higher per pilot revenue, plus a premium for our massive scope relief for flat out whole product outsourcing, plus a premium for our massive code share partnership relief, plus a premium for widebody flying above all that in proportion.

4. Back out every penny at or below SWA per pilot W-2 from being in the same room as the word "raise" or "increase" especially "over the life of" nonsense. If it takes 35% to get SWA parity and on day one we get 40%, we got a 5% raise. If we get 5% per year for 5 years, that is, at best, a zero percent raise, as the trillions we are printing out of thin air, including compounded interest costs which are also being printed out of thin air, will at least equal that (and likely more). But we have to start with a number at some point, so a negative 5% erosion, compounder per year, at a minimum, should statistically be backed out of any and all "raise" claims in additon to backing out 100% of every penny it takes to just equal SWA.

5. Only discuss money in excess of SWA AND in excess of a coumpounded 5% per year as a "raise" both initially and over the live of C12K.

6. In the event that a company or union agreed upon offer, TA, proposal or even opener is less than above, it shall be referred to appropriately as a pay cut.

7. ALPA's esteemed EF&A needs to drastically recalculate its epic fail method of calculating/rationalizing positive "bargaining credits" for outsourcing to its proper metric, which is clearly a substantial negative wage and benefit pressure on a per pilot basis, which is the entire reason for outsourcing the core business of an airline to begin with when you give them relief in section one: to give management relief from sections 2 through infinity, which not only prevents jobs at YOUR airline/pilot group, but produces long lasting negative wage, benefit, retirement and work rule pressure at every level.

The hoodwinking is over for C12K. Partial COLA's are not raises. Partial restoration is not a raise. SWA parity is not a raise. SWA pay, SWA scope, premiums for widebody, premiums for our massive network/first class/travel infrastructure, SWA work rules at a minimum for narrowbody domestic (plus inprovement for reasons already mentioned) and once all of that is taken care of, then and only then can the "me too" nonsense even be allowed into the discussion. If the company says that is too expensive, the debate should automatically shift to the issue of management competency.

1. SWA pay
2. SWA scope
3. SWA profitability sure beats

1. outsource/shrink
2. ?
3. profits.

 

Typical of your selective responses. Care to actually respond to what TheManager posted below that I've bolded?:

Are you saying that DALPA/ALPA has complied with the Council 20 FPL resolution on Flight Pay Loss?

Carl

 

Gloopy;

Can I send this to my reps?

 

Step 1. Collect underpants
Step 2. ?
Step 3. Profits

Nice SP reference Sir!

Cheers
George