Just completed the new contract survey. I must admit I was underwhelmed and disappointed by it. Did anyone else feel like it basically kept asking if we thought we were smart enough on our contract to disagree with the failed TA's gains and concessions? I was a little perturbed and will let my reps know. Many of the questions contained answers none of which I wanted to choose. All that was needed were three fill in the blank questions 1) What gains would you like and 2) What, if any, concessions/changes are you willing to accept to get those gains. 3) Are you willing to lawfully strike if your MEC and the company are not able to come to an agreement after all of the processes under the RLA have failed to produce an agreement? And next time... how about a larger character allotment per non-multiple choice question? This survey appeared to me to presume that the first TA is the starting point and that there will be no starting over. Say it isn't so John! uh oh...:(

Okay, so if they have a problem with sick calls over holidays like Christmas, what about any holiday or Super Bowl trip pays 1.5x pay.

Could encourage senior pilots who have no reason to bid Christmas off to bid it instead of waiting to see if they get a GS.

Thoughts?

While im disappointed in the way the survey was worded, Im glad they included the questions about how willing to strike we are for certain contract provisions. Its very important we stand strong on those questions because they'll need that information to show management we're willing to strike. In essence, its a strike authorization vote by another name. Im willing to strike on all the big items (scope, pay, sick, etc).

Why 1.5x? If your negotiating it needs to pay the same as the green slip for coverage assurance. Holiday pay and overtime is 2x, ask the UAW.

2X. I'm in.

Going to put it in the survey.

The strike question brought tears to my eyes. With 5,000 Cobras and half the fDAL pilots drinking the cool aid this could get interesting.

Old North not exactly cobras, just had a clear vision of how our mgmt viewed labor. Our CBA was what we fought for. We need to understand that going forward. QOL and pay does not make us anti DAL, just makes sense.

Compass does 4 hours extra and it helps junior bidders get those days off that really need it. Set it at 200% and you will make a meaningful improvement in the contract.

Because terms & conditions say not to use real poster's name on here that why my friend