I know how the silos work Dera, thanks..

Yes, that’s the argument in favor of that LOA.

Now explain to me how much faster everyone would have flowed if the 50% were required to be met... not to mention the inevitable offer to settle from the company by increasing the rates for subsequent groups...

Enough said, it’s done anyway. Should be hitting L10-11 guys soon.

It’s a great time to be a pilot.

We don’t fly the L1011. 😀

I take as humor but for those not in the know ( because you dont read your contract ) 10 11 is October 2011 when it those guys leave the end of the PPG.

You know just as well as anybody that the 50% language was incredibly soft and was unlikely to happen. This was negotiated during your time, wasn’t it? Or did you not join the MEC until after 15-01? I can’t remember exactly when your chicanery began, but you know, very well, why that 50% was dubious. What was the point of the 25 language, then? Walk me through the logic of that language being in there at all if the 50% was controlling. I’ll wait.

Check your PM.
Yes, the 50% was the intent. The 25 was like a shock absorber to let them adjust hiring/training to keep pace with AA demand and attrition. It wasn’t dubious, the 50% had already been arbitrated from an earlier flow agreement. If the intent was to send 25, they’d have written 25 and never mentioned 50% of all new hire positions.
There are other reasons the language is as it is, but that internal stuff doesn’t belong on the message board. Especially when litigation may be possible.

If it helps, I voted against the wording language for exactly the reasons that have come to fruition. I said then that they wouldn’t honor the 50% and would only send the 25. After much debate, and assurances from legal, the few of us were outvoted and that’s the language you got.

One reason why our legal team sucks. They should by now know how this company and the arbitrators work and prevent soft language like this even making it into the contract.

Agreed, but you need strong MEC reps that won't listen to the song & dance of legal explaining why it really isn't necessary. Same mistakes get repeated over and over by new reps. The few that take a stand somehow get targeted by the company repeatedly.

How many guys got the "scared straight" grand tour of ENY HQ for their social media postings, yet others were fired?

How many guys have been caught lying on their travel privileges and other various things, and simply been punished, or had travel suspended; yet others were fired?

How many times has the company violated their own progressive discipline process, and instead just fired somebody?

How many guys have been given step letters for things that used to be a C&C at most?

You are not dealing with ethical people running the place. As long as that continues, it isn't safe (career wise) to go bucking their cesspool system.

All more points towards having a profession, non-company pilot negotiator. You cant fire someone that you dont employ.

When was the last time a negotiator was fired? Maybe you should consider the fact that if the other side wants to play games, it doesn't matter who you have sitting across the table from them. The games will still be played.

For all the usual complaining about misallocated dues money, I'm a bit surprised it tends to be the same people unknowingly encouraging it. I guess it's just a skewed perception of our current landscape.