My personal mins for the TA
06-29-2016, 02:15 PM
#11
Super Moderator
Joined APC: Dec 2007
Position: DAL 330
Posts: 6,870
Originally Posted by WhatNow
He said he wanted 1 to 2% above UAL rates and believed that number to be 20%. It's not.
OK but the TA was a pitiful 15% after the PS trade. The market for Pilots is increasing rapidly. I assume you are aware of what Allegiant just got.
Scoop
06-29-2016, 02:19 PM
#12
Banned
Joined APC: Nov 2013
Posts: 430
Originally Posted by Scoop
OK but the TA was a pitiful 15% after the PS trade. The market for Pilots is increasing rapidly. I assume you are aware of what Allegiant just got.
Scoop
Scoop
06-29-2016, 02:22 PM
#13
Gets Weekends Off
Joined APC: May 2015
Position: Power top
Posts: 2,959
Originally Posted by WhatNow
The dollar cost of the failed TA will be a factor regardless of your feelings on the issue. It's interesting to see pilot positions dropping so much lately on a new TA. 1 to 2% above UAL is well below what I want and again less overall cost then the failed TA. The company would be happy with that.
06-29-2016, 02:27 PM
#14
Super Moderator
Joined APC: Dec 2007
Position: DAL 330
Posts: 6,870
Originally Posted by WhatNow
216 an hour for the minibus and mad dog and really crappy everything else, work rules, PS, sick, vacation ect...
I guess you are overlooking the 40% pay raise in a single contract cycle.
What is your point?
I give up. The 65% that voted no are fools - we should have accepted the TA and have been thankful.
You can not admit the TA was crap can you? Do you actually hope we get another sub-standard TA so you can say "I told you so?"
Because if your goal is a much better TA you have a strange way of showing it.Scoop
06-29-2016, 02:30 PM
#16
Gets Weekends Off
Joined APC: Feb 2008
Posts: 2,324
Originally Posted by WhatNow
He said he wanted 1 to 2% above UAL rates and believed that number to be 20%. It's not.
[IMG]
via Imgflip Meme Generator[/IMG]
06-29-2016, 04:29 PM
#17
Gets Weekends Off
Joined APC: Feb 2014
Posts: 187
Originally Posted by Cogf16
Really just some personal thoughts...
-United rates on ALL jets + a percent or 2. AND NO, NOT PAYING FOR IT WITH PS, OR USING TOTAL COMP AS THE METRIC!!!(Because of their paybanding, will that create "unequal" increases and do you think we are discussing banding also?
-Real improvements in per diem, training/vacation day pay.
-Will accept minor "adjustments" to company "needs" ie sick, bidding, alv etc. Certainly not on the scale of TA15. Our advances must dwarf any company "gets"
-If company wants PS changes, it must be done outside of UA rates and be a real winner for us.
Bottom line is we will never accept a TA that doesn't exceed United BOOKRATES AT SIGNING OR AT ANY POINT IN THE CONTRACT. CERTAINLY THE COMPANY KNOWS THIS AND IS PREPARED TO NEGOTIATE WITH THIS REALITY?!?!? I know we can't cherrypick and we must look at the TA in its totality, but clearly we must be industry leading in most of the important areas of workrules, benefits, etc. Based on my first statement above, we need close to 20% at signing and then 4 to 5% minimum per year. And the other stuff as well. Thoughts???
-United rates on ALL jets + a percent or 2. AND NO, NOT PAYING FOR IT WITH PS, OR USING TOTAL COMP AS THE METRIC!!!(Because of their paybanding, will that create "unequal" increases and do you think we are discussing banding also?
-Real improvements in per diem, training/vacation day pay.
-Will accept minor "adjustments" to company "needs" ie sick, bidding, alv etc. Certainly not on the scale of TA15. Our advances must dwarf any company "gets"
-If company wants PS changes, it must be done outside of UA rates and be a real winner for us.
Bottom line is we will never accept a TA that doesn't exceed United BOOKRATES AT SIGNING OR AT ANY POINT IN THE CONTRACT. CERTAINLY THE COMPANY KNOWS THIS AND IS PREPARED TO NEGOTIATE WITH THIS REALITY?!?!? I know we can't cherrypick and we must look at the TA in its totality, but clearly we must be industry leading in most of the important areas of workrules, benefits, etc. Based on my first statement above, we need close to 20% at signing and then 4 to 5% minimum per year. And the other stuff as well. Thoughts???
Don't forget international scope. If we give the company any concessions in this area, I will be very hard pressed to vote yes.
06-29-2016, 04:30 PM
#18
Gets Weekends Off
Joined APC: Jul 2009
Position: Lowest Pay I Could Find
Posts: 1,044
Originally Posted by Scoop
OK but the TA was a pitiful 15% after the PS trade. The market for Pilots is increasing rapidly. I assume you are aware of what Allegiant just got.
Scoop
Scoop
06-29-2016, 04:40 PM
#19
Sick of whiners
Joined APC: Jun 2015
Position: 767 VEOP
Posts: 507
Originally Posted by Cogf16
Really just some personal thoughts...
-United rates on ALL jets + a percent or 2. AND NO, NOT PAYING FOR IT WITH PS, OR USING TOTAL COMP AS THE METRIC!!!(Because of their paybanding, will that create "unequal" increases and do you think we are discussing banding also?
-Real improvements in per diem, training/vacation day pay.
-Will accept minor "adjustments" to company "needs" ie sick, bidding, alv etc. Certainly not on the scale of TA15. Our advances must dwarf any company "gets"
-If company wants PS changes, it must be done outside of UA rates and be a real winner for us.
Bottom line is we will never accept a TA that doesn't exceed United BOOKRATES AT SIGNING OR AT ANY POINT IN THE CONTRACT. CERTAINLY THE COMPANY KNOWS THIS AND IS PREPARED TO NEGOTIATE WITH THIS REALITY?!?!? I know we can't cherrypick and we must look at the TA in its totality, but clearly we must be industry leading in most of the important areas of workrules, benefits, etc. Based on my first statement above, we need close to 20% at signing and then 4 to 5% minimum per year. And the other stuff as well. Thoughts???
-United rates on ALL jets + a percent or 2. AND NO, NOT PAYING FOR IT WITH PS, OR USING TOTAL COMP AS THE METRIC!!!(Because of their paybanding, will that create "unequal" increases and do you think we are discussing banding also?
-Real improvements in per diem, training/vacation day pay.
-Will accept minor "adjustments" to company "needs" ie sick, bidding, alv etc. Certainly not on the scale of TA15. Our advances must dwarf any company "gets"
-If company wants PS changes, it must be done outside of UA rates and be a real winner for us.
Bottom line is we will never accept a TA that doesn't exceed United BOOKRATES AT SIGNING OR AT ANY POINT IN THE CONTRACT. CERTAINLY THE COMPANY KNOWS THIS AND IS PREPARED TO NEGOTIATE WITH THIS REALITY?!?!? I know we can't cherrypick and we must look at the TA in its totality, but clearly we must be industry leading in most of the important areas of workrules, benefits, etc. Based on my first statement above, we need close to 20% at signing and then 4 to 5% minimum per year. And the other stuff as well. Thoughts???
I think I will wait until a TA is actually reached and published before I go chest thumping about my absolute minimums. The TA will be hundreds of pages long. For my vote, I plan on reading the whole thing, THEN deciding yes or no based on the package deal. Huffing and puffing here without a TA yet is a total waste of time. (I voted no on the last one BTW)
Yup, pretty boring, but a lot more practical and productive than writing 5,000 posts here.
-
06-29-2016, 04:48 PM
#20
Da Hudge
Joined APC: Oct 2006
Position: Poodle Whisperer
Posts: 17,473
Originally Posted by KnotSoFast
I think I will wait until a TA is actually reached and published before I go chest thumping about my absolute minimums. The TA will be hundreds of pages long. For my vote, I plan on reading the whole thing, THEN deciding yes or no based on the package deal. Huffing and puffing here without a TA yet is a total waste of time. (I voted no on the last one BTW)
Yup, pretty boring, but a lot more practical and productive than writing 5,000 posts here.
-
Yup, pretty boring, but a lot more practical and productive than writing 5,000 posts here.
-
Originally Posted by Scoop
OK but the TA was a pitiful 15% after the PS trade. The market for Pilots is increasing rapidly. I assume you are aware of what Allegiant just got.
Scoop
Scoop
All of this!
Is 15,000 posts better than 5000? (the answer is yes)
Thread
Thread Starter
Forum
Replies
Last Post
careerpilot
Regional
32
12-12-2006 06:50 PM
