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I was impressed with LOA #31 changes. In fact, the last several changes we have gotten outside of section 6 seem pretty decent, and my hat's off to the negotiating committee and scheduling/training teams. Seems like we got a lot, for not much. 12 mo lock after just being trained seems absolutely reasonable to me. I seem to recall I had a 2 year freeze in 2001, could be wrong. But it makes me think... why would the company give up something with such $$ value as OE recovery obligations, unless they thought they could make good use of a new-hire freeze in the near future?
Anyone got any rumors? |
Originally Posted by Roadkill
(Post 1088245)
I was impressed with LOA #31 changes. In fact, the last several changes we have gotten outside of section 6 seem pretty decent, and my hat's off to the negotiating committee and scheduling/training teams. Seems like we got a lot, for not much. 12 mo lock after just being trained seems absolutely reasonable to me. I seem to recall I had a 2 year freeze in 2001, could be wrong. But it makes me think... why would the company give up something with such $$ value as OE recovery obligations, unless they thought they could make good use of a new-hire freeze in the near future?
Anyone got any rumors? |
Deleted, old news.......
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Originally Posted by forgot to bid
(Post 1088092)
BWI is poorly run.
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Originally Posted by DAWGS
(Post 1088225)
You may be right, just passing along what I have heard the few times I have been there recently. I will say it amazes me how lean we have become and how the operation still continues to run efficiently for the most part around our system. Regardless of the reasons, something should be done to get the BWI operation on par with the rest of our system.
The next time I was through there, the agent said there was a new manager (from BNA maybe). Anyway, we were still late, but not as late. ;-:) |
Originally Posted by Roadkill
(Post 1088245)
I was impressed with LOA #31 changes. In fact, the last several changes we have gotten outside of section 6 seem pretty decent, and my hat's off to the negotiating committee and scheduling/training teams. Seems like we got a lot, for not much. 12 mo lock after just being trained seems absolutely reasonable to me. I seem to recall I had a 2 year freeze in 2001, could be wrong. But it makes me think... why would the company give up something with such $$ value as OE recovery obligations, unless they thought they could make good use of a new-hire freeze in the near future?
Anyone got any rumors? But The MEC prioritized correctly. This is a great news to have this done BEFORE section six! The other LOA on the training stuff is pretty good too. I think ALPA is figuring it out. At this rate, our section six talks should be have a short list of things. Get US the MONEY! MC |
Originally Posted by Model Citezen
(Post 1088284)
None,
But The MEC prioritized correctly. This is a great news to have this done BEFORE section six! The other LOA on the training stuff is pretty good too. I think ALPA is figuring it out. At this rate, our section six talks should be have a short list of things. Get US the MONEY! MC Scope, Scope, and more Scope, get it with a 30% Plus raise and then we are making progress towards real improvements. |
Any predictions on how junior NYC 320B is going to go? I'm trying to finalize my VD/MD card and I am trying to figure out if/where to rank NYC 320B.
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Originally Posted by Delta1067
(Post 1088307)
Any predictions on how junior NYC 320B is going to go? I'm trying to finalize my VD/MD card and I am trying to figure out if/where to rank NYC 320B.
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Originally Posted by Delta1067
(Post 1088307)
Any predictions on how junior NYC 320B is going to go? I'm trying to finalize my VD/MD card and I am trying to figure out if/where to rank NYC 320B.
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