I see what you are saying and agree with you. The company granted the raise when they signed the contract. I think in this case we should file on 1 APR if the company does not grant the raise. I am somewhat surprised the company did not offer the Dec raise to the dispatchers in return for giving up the Apr raises.

 

When does the UA TA vote end? Isn't the next meeting scheduled with mgmt after that closes?

I've heard from various sources that mgmt is keenly watching how that goes as to how negotiations will go forward with us.

 

UAL vote closes on Jan 22, not sure what time of day though, and our next meeting with mgt is on Jan 29.

 

Agree on all counts. My perception of the P2P program being obsolete is not due to his honest mistake here. He's a great dude. I just think the concept is unnecessary and overpriced for what we get

 

That's what I thought on the UAL vote. I think the timing of the next meeting is absolutely intentional.

 

Our voting ends at 10am EST on the 22nd. One of the webinars said we'd have the results that day.

 

No, but more than 30% have had raises in a rolling 18 months on that date. I think their membership is like 380. They may also get a raise the following April 1, 2017. If you look 18 months back from that date the Dec. 1 2015 raise is also within 18 months in 2017.

 

Unless the company did a quiet deal with PAFCA mid-contract in 2015. Anyone have a dispatcher friend? In that case my backpack would be to heavy to carry and I may need a sick day for the emotional distress caused by the complete and premeditated betrayal which shows the full effort being used against the pilot group after commending us for our professionalism and performance excellence.

 

The potential grievances are piling up.

We'll see what management has to say on the 29th.

I agree. That backpack is getting mighty heavy.

 

I agree this is not a fait accompli. This is however a duty of our union to apply and defend our contract and its administration under C2012. If that benefits our negotiating position that would be an opportunistic benefit. We are operating under C2012 and may be for some time. We may eventually have another CBA if the PWA is not vigorously defended. The original intent of the language written 12 years ago can not be dismissed. The application of this key benefit will be noticeable and applicable near the end of the PWA around the amendable date because it continues to raise pay rates during negotiations. In effect it removes the time penalty of the RLA.

This language is something I'm sure management has subject matter experts pouring over. Obviously they have identified 3B4 as a problem needing to be addressed. This language much like profit sharing, if changed or removed will permanently alter its benefit for the future. Once its gone it will never return.