Latest Negotiator's Notepad
06-05-2016 | 03:38 AM
#331
Gets Weekends Off
Joined: Jul 2008
Posts: 5,578
Likes: 319
How do you figure that the 14.5% is a huge pay increase?
Along with a 14.5% increase to my base hourly pay (not my total salary) my profit sharing check will be in the neighborhood of 9-12% smaller than yours (you will get 28-30% whereas I will get 16-19%), F/A staffing has been reduced on the 777 by 1-2 positions, our monthly shared rewards are now harder to get, we lost our $500 referral bonus, our STD insurance premium went up over 20%, our medical insurance rates have gone up in some cases by double digit percentages, AND our workspace has been eroded (think A319-320-321-757).
So tell me again how that 14.5% increase to my base hourly pay is a "huge pay increase"?
Along with a 14.5% increase to my base hourly pay (not my total salary) my profit sharing check will be in the neighborhood of 9-12% smaller than yours (you will get 28-30% whereas I will get 16-19%), F/A staffing has been reduced on the 777 by 1-2 positions, our monthly shared rewards are now harder to get, we lost our $500 referral bonus, our STD insurance premium went up over 20%, our medical insurance rates have gone up in some cases by double digit percentages, AND our workspace has been eroded (think A319-320-321-757).
So tell me again how that 14.5% increase to my base hourly pay is a "huge pay increase"?
06-05-2016 | 05:22 AM
#332
Racketeer
Joined: Mar 2015
Posts: 13,248
Likes: 706
From: N60.4858 W149.9327
All very good points.
The reality is that the way we get more leverage back is with statuatory changes to the RLA.
1. We must enact a process for employees covered by the RLA to file an unfair labor practice with the NLRB. Yes, the NLRB. Why? Because they already have administrative law judges and have quasi-judiciary powers. All things the NMB does not have. This would protect more employees from management retaliation AND union member from unions who choose not to represent their members fairly.
2. The addition of "concerted activity" to the list of protected activities by employees covered by the RLA just as the NLRA has. This would decrease fear among employees for retaliation for speaking out on social media for example.
3. Automatic impasse declared 18 months after the amendable date of a contract and mandatory arbitration 18 months after the first day of negotiations for 1st contract. If you can't figure out a contract after 18 months then you're at an impasse.
The reality is that the way we get more leverage back is with statuatory changes to the RLA.
1. We must enact a process for employees covered by the RLA to file an unfair labor practice with the NLRB. Yes, the NLRB. Why? Because they already have administrative law judges and have quasi-judiciary powers. All things the NMB does not have. This would protect more employees from management retaliation AND union member from unions who choose not to represent their members fairly.
2. The addition of "concerted activity" to the list of protected activities by employees covered by the RLA just as the NLRA has. This would decrease fear among employees for retaliation for speaking out on social media for example.
3. Automatic impasse declared 18 months after the amendable date of a contract and mandatory arbitration 18 months after the first day of negotiations for 1st contract. If you can't figure out a contract after 18 months then you're at an impasse.
06-05-2016 | 05:24 AM
#333
Doing Nothing
Joined: Aug 2010
Posts: 1,316
Likes: 0
https://www.thestreet.com/story/1122...-to-judge.html
Anyone remember this? This is why you don't try and slow down the operation. Everything is monitored and reported out of the airplane.
Anyone remember this? This is why you don't try and slow down the operation. Everything is monitored and reported out of the airplane.
06-05-2016 | 05:36 AM
#334
Racketeer
Joined: Mar 2015
Posts: 13,248
Likes: 706
From: N60.4858 W149.9327
https://www.thestreet.com/story/1122...-to-judge.html
Anyone remember this? This is why you don't try and slow down the operation. Everything is monitored and reported out of the airplane.
Anyone remember this? This is why you don't try and slow down the operation. Everything is monitored and reported out of the airplane.
It said.
The court standards make it extremely difficult to obtain court jurisdiction of alleged changes to a collective bargaining agreement. Only in the very rare circumstance where management lacks even an “arguable basis” to justify such a change in the language of the existing agreement or past practice, can a court determine it to be a “major” dispute and a status quo violation over which it has the power to enjoin.
This must be the standard applied to both sides, right?
06-05-2016 | 05:43 AM
#335
Gets Weekends Off
Joined: Nov 2011
Posts: 332
Likes: 0
From: One with wings
https://www.thestreet.com/story/1122...-to-judge.html
Anyone remember this? This is why you don't try and slow down the operation. Everything is monitored and reported out of the airplane.
Anyone remember this? This is why you don't try and slow down the operation. Everything is monitored and reported out of the airplane.
The gross amount of Corperate greed and lack of integrity is astounding and they have us collectively cowering in a corner.
06-05-2016 | 05:49 AM
#336
Sick of whiners
Joined: Jun 2015
Posts: 507
Likes: 0
From: 767 VEOP
How do you figure that the 14.5% is a huge pay increase?
Along with a 14.5% increase to my base hourly pay (not my total salary) my profit sharing check will be in the neighborhood of 9-12% smaller than yours (you will get 28-30% whereas I will get 16-19%), F/A staffing has been reduced on the 777 by 1-2 positions, our monthly shared rewards are now harder to get, we lost our $500 referral bonus, our STD insurance premium went up over 20%, our medical insurance rates have gone up in some cases by double digit percentages, AND our workspace has been eroded (think A319-320-321-757)
Along with a 14.5% increase to my base hourly pay (not my total salary) my profit sharing check will be in the neighborhood of 9-12% smaller than yours (you will get 28-30% whereas I will get 16-19%), F/A staffing has been reduced on the 777 by 1-2 positions, our monthly shared rewards are now harder to get, we lost our $500 referral bonus, our STD insurance premium went up over 20%, our medical insurance rates have gone up in some cases by double digit percentages, AND our workspace has been eroded (think A319-320-321-757)
You have STD insurance?? I could have used that last year on those Manila layovers.
.
Last edited by KnotSoFast; 06-05-2016 at 06:23 AM.
06-05-2016 | 05:53 AM
#337
Gets Weekends Off
Joined: Mar 2006
Posts: 1,112
Likes: 0
From: SFO Guppy CA
Unless there is a significant change in how Presidential Administrations do business, no pilot who are part of UAL, AMR, DAL, or SWA will ever be released for self help. It would have an incredibly negative impact on our economy and global economies. Too much money is funneled through our airlines.
06-05-2016 | 07:08 AM
#338
Gets Weekends Off
Joined: May 2015
Posts: 2,960
Likes: 0
From: Power top
Unless there is a significant change in how Presidential Administrations do business, no pilot who are part of UAL, AMR, DAL, or SWA will ever be released for self help. It would have an incredibly negative impact on our economy and global economies. Too much money is funneled through our airlines.
06-05-2016 | 07:33 AM
#339
Racketeer
Joined: Mar 2015
Posts: 13,248
Likes: 706
From: N60.4858 W149.9327
There's an alternate thought that with the now mature industry an expedited release leads to a quicker resolution. The theory is to let us have it out and either an overwhelming successful strike or a feeble one will create an environment to get a deal done sooner. Kinda like any other "normal" industry.
Last edited by notEnuf; 06-05-2016 at 07:54 AM.
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