Why I'm Voting Yes.
06-22-2015 | 05:29 AM
#101
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Joined: Jul 2007
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From: Road construction signholder
06-22-2015 | 06:21 AM
#102
Gets Weekends Off
Joined: Dec 2014
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Bender,
The Atlanta reps just sent out a letter where they acknowledge 3.B.4. They say that TA compensation rates in 2018 will be higher. This is true. I did the 3.B.4 math and only came up a percent or two below the TA with total compensation in 2018.
Have you asked your reps to show the union's math with 3.B.4 in play? I think they are reluctant to release it because the difference is soo small
The Atlanta reps just sent out a letter where they acknowledge 3.B.4. They say that TA compensation rates in 2018 will be higher. This is true. I did the 3.B.4 math and only came up a percent or two below the TA with total compensation in 2018.
Have you asked your reps to show the union's math with 3.B.4 in play? I think they are reluctant to release it because the difference is soo small
06-22-2015 | 06:27 AM
#103
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Joined: Dec 2014
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The company is very smart and our association plays along. The company already did its home work and knows how the vote will go. Pilots care about one thing and that is themselves, so the company uses that.
*About to retire in 3-4 years most likely a yes
*possible junior capt e190(offer them 20 only if yes vote)=yes
* those who are scared to ever vote no on anything=yes
*smoke screen of 8% now forget the mine field of poor language=yes
They will get their 60%. Then we will get the famous ALPA line we did not think they would do that. Did the company wait to displace 747 guys until after this mess on purpose, how come it takes 18months to put extra 1% in my 401k but sick leave can be implemented now. why only 3% raises when the reduction in profit sharing occurs, and hats optional did not even make the TA my vote is NO
*About to retire in 3-4 years most likely a yes
*possible junior capt e190(offer them 20 only if yes vote)=yes
* those who are scared to ever vote no on anything=yes
*smoke screen of 8% now forget the mine field of poor language=yes
They will get their 60%. Then we will get the famous ALPA line we did not think they would do that. Did the company wait to displace 747 guys until after this mess on purpose, how come it takes 18months to put extra 1% in my 401k but sick leave can be implemented now. why only 3% raises when the reduction in profit sharing occurs, and hats optional did not even make the TA my vote is NO
06-22-2015 | 06:32 AM
#104
The Brown Dot +1
Joined: Jun 2009
Posts: 7,775
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From: 777B
T,
Can you remind us which items make you a soft no?
I'm just trying to understand where your certainty/uncertainty threshold lies.
The real reason I ask is because I'm not following your debate clearly. What you write is instead cloudy and argumentative, but not clear.
What is your take on your own council rep letters?
Can you remind us which items make you a soft no?
I'm just trying to understand where your certainty/uncertainty threshold lies.
The real reason I ask is because I'm not following your debate clearly. What you write is instead cloudy and argumentative, but not clear.
What is your take on your own council rep letters?
06-22-2015 | 06:47 AM
#106
Gets Weekends Off
Joined: Dec 2014
Posts: 1,184
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T,
Can you remind us which items make you a soft no?
I'm just trying to understand where your certainty/uncertainty threshold lies.
The real reason I ask is because I'm not following your debate clearly. What you write is instead cloudy and argumentative, but not clear.
What is your take on your own council rep letters?
Can you remind us which items make you a soft no?
I'm just trying to understand where your certainty/uncertainty threshold lies.
The real reason I ask is because I'm not following your debate clearly. What you write is instead cloudy and argumentative, but not clear.
What is your take on your own council rep letters?
The pay is OK, not great, but considering that the company is making 4 times the profit we made in C12, and ths entire industry is healthier than then I think it should be higher. iow. this is not anywhere near as good as C12 was in terms of dinero. Also, it is ridiculous that the 1% in the 401k doesn't happen until 2017. And then there's profit sharing. They should have moved the cheese to $10B. /sarcasm
I don't know enough about sick leave either, but the lack of protection from a third party outside verification group has me worried.
I don't GAS about the RJs. Sorry. They are unimportant in the big scheme of things and will affect no one on the property now or anybody hired in the next 5 years. A total waste of negotiating capital. Let it go. Top end scope is far more important to all of us, and all they seem to be concerned with is the next downturn.
Better?
06-22-2015 | 06:52 AM
#107
The Brown Dot +1
Joined: Jun 2009
Posts: 7,775
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From: 777B
I don't like the block hour conversion because of the immediate giveback on percentage. That in and of itself is almost a deal breaker for me. I am actually not sure that I like the global "protection" at all as a component either. That needs more study though. Like Carl was saying, it appears to me that they could simply shift percentages around the world to remain compliant with the 49%.
The pay is OK, not great, but considering that the company is making 4 times the profit we made in C12, and ths entire industry is healthier than then I think it should be higher. iow. this is not anywhere near as good as C12 was in terms of dinero. Also, it is ridiculous that the 1% in the 401k doesn't happen until 2017. And then there's profit sharing. They should have moved the cheese to $10B. /sarcasm
I don't know enough about sick leave either, but the lack of protection from a third party outside verification group has me worried.
I don't GAS about the RJs. Sorry. They are unimportant in the big scheme of things and will affect no one on the property now or anybody hired in the next 5 years. A total waste of negotiating capital. Let it go. Top end scope is far more important to all of us, and all they seem to be concerned with is the next downturn.
Better?
The pay is OK, not great, but considering that the company is making 4 times the profit we made in C12, and ths entire industry is healthier than then I think it should be higher. iow. this is not anywhere near as good as C12 was in terms of dinero. Also, it is ridiculous that the 1% in the 401k doesn't happen until 2017. And then there's profit sharing. They should have moved the cheese to $10B. /sarcasm
I don't know enough about sick leave either, but the lack of protection from a third party outside verification group has me worried.
I don't GAS about the RJs. Sorry. They are unimportant in the big scheme of things and will affect no one on the property now or anybody hired in the next 5 years. A total waste of negotiating capital. Let it go. Top end scope is far more important to all of us, and all they seem to be concerned with is the next downturn.
Better?
Better.
06-22-2015 | 07:04 AM
#108
Line Holder
Joined: Jan 2014
Posts: 244
Likes: 7
Bender,
See your e-mail from dalmec-fastread dated April, 1, 2015 and titled 'CA Bulletin 15-05'. It gives a great explanation of where our .55% pay raise came from. With UA and AA getting pay raises each year, we will get one to match their blended 757 Capt average, as long as 30% of our non-union work force does too.
Where is DALPAs work on this? The ATL reps just said it exists and they have the numbers because they say it is less than the TA, but where are their numbers?
See your e-mail from dalmec-fastread dated April, 1, 2015 and titled 'CA Bulletin 15-05'. It gives a great explanation of where our .55% pay raise came from. With UA and AA getting pay raises each year, we will get one to match their blended 757 Capt average, as long as 30% of our non-union work force does too.
Where is DALPAs work on this? The ATL reps just said it exists and they have the numbers because they say it is less than the TA, but where are their numbers?
06-22-2015 | 07:14 AM
#109
Gets Weekends Off
Joined: Dec 2014
Posts: 1,184
Likes: 0
Bender,
See your e-mail from dalmec-fastread dated April, 1, 2015 and titled 'CA Bulletin 15-05'. It gives a great explanation of where our .55% pay raise came from. With UA and AA getting pay raises each year, we will get one to match their blended 757 Capt average, as long as 30% of our non-union work force does too.
Where is DALPAs work on this? The ATL reps just said it exists and they have the numbers because they say it is less than the TA, but where are their numbers?
See your e-mail from dalmec-fastread dated April, 1, 2015 and titled 'CA Bulletin 15-05'. It gives a great explanation of where our .55% pay raise came from. With UA and AA getting pay raises each year, we will get one to match their blended 757 Capt average, as long as 30% of our non-union work force does too.
Where is DALPAs work on this? The ATL reps just said it exists and they have the numbers because they say it is less than the TA, but where are their numbers?
Are we guaranteed that we will see those raises that the non-union work force must have before we will get these increases ourselves? Inquiring minds. It is an honest question. I have no idea.
Last edited by BenderRodriguez; 06-22-2015 at 07:37 AM.
06-22-2015 | 07:36 AM
#110
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Joined: Feb 2008
Posts: 20,869
Likes: 188
The numbers are very simple. AMR and UAL have a 3% raise on 1 Jan each year. We would receive a 3% raise each year if the other employees get a raise. The company could however give out the raise for next year on 31 Dec 15 and it would not trigger a raise for us.
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