For number 2, please see my response to QBall about how pay works out under worst case scenario.

Oh boy, my personal take.

Right now I am a serious fence sitter.

The first thing to come to grips with is the fact that no matter how you slice it, it is more money. It is more money period. For Delta dudes (gender neutral use of dude) it gets us to C2K + a little. No it is not inflation adjusted. For fNWA it gets the highest rates ++inflation. on average the same equipment is their highest rates plus 20% or more.

The question everyone has to ask themselves in this vote is THAT money better than what you think the loss is in changes to sick/LCA are. The JV language is a neutral proposition I feel (not a gain by any stretch).

Keeping in mind that sick leave is still the same amount-wise, just verification has changed. Nobody can tell an individual pilot what that is worth to them, they have to decide as individuals. But to that I will add that the changes to FAA leave and mental health leave are a huge huge gain in sick leave policy.

The LCA thing is a concession. Is it worth more than what is to be gained in this contract over the next three years? I haven't answered that yet. I just don't know.

Again the above are ONLY my personal opinions (aside from the pay thing), so please regard them as such and not the position of your union.

 

Underwhelmed by the pay increase, sick leave kicks it to a solid NO

 

$200,000 X .215 = $43,000

I used $244,000 X 21.5% = $52,460

PTIX this year is about $6B with a payout of about 22%. Next year profits are supposed to increase so even if the payout would drop to 15% with the new formula at $6B. With the increased profits going to $10B PS will go back up to 22%+ IMHO

 

I'd be ok with the pay if it weren't for sick leave + JV concessions.

Tr

 

What are we afraid of by releasing the survey results? You hold your cards when you know the offer is more than you would have settled for. You cannot convince me that this TA even comes close to our survery answers. Anyone want to wager what percentage said on the survey that they wanted to retain profit sharing? My guess is 97 percent.

 

Have you read the NYC Capt. Rep's letter yet? If not, go find it and read it. He specifically said this TA does NOT meet the Pilot Survey results, not even close.

He also said this is a lame TA given the historic concessions we have been living with since bankruptcy and the historic profits the company is making.

 

It took decades of strikes, fear of strikes, scaring investors and negotiating to get to the contract most had in 2000-2004. Along the way more than one arrogant CEO was challenged-- airlines went under and others doubled and tripled in size. Battles were lost but ultimately wars were won with regard to labor and mature contracts. There was never a staffing issue. What upsets me the most is that we have only managed to sell QOL provisions of the contract and move them to W-2 in the wake of 40% pay cuts and dismantling pension funds. After a decade of constructive engagement a mainline and regional contract are starting to look unfortunately familiar.

Just remember this, when things go south, and they will, pay will likely be negotiated down but we will never get those QOL provisions back, ever. Call BS? Look at what we are giving away right now for W2?

 

You are ok with 14 percent over 3 years in the best negotiating environment in history?? See that is exactly what managment wants. They will come back to us again and tweek the concessions a little bit then you will feel like it is a good deal. We should never have agreed to this TA in the first place and followed the minimums set forth in our survey.

 

I just read it this morning and it was excellent. It should be posted on here for all to see.

 

Just read all the red in the sick leave section.

Ridiculous.