It was nice to hear on the Jetstream that they want to wrap up the JCBA. If time is truly of the essence then here is my requirement for a yes vote. If time is not important then I'm happy with the status quo. But they can't expect us to sell out compensation and QOL so they can get a deal fast. My livelyhood and that of my family are too important for me to allow them to play games.



Common Sense Contract Conditions

1 -dual qual based on below:
2 -DAL -900 pay rates, including deadhead, sick and vacation
- 5% credit discount for -700
- 10% credit discount for -200/ERJ (still a substantial increase, the pay concerns of all fleets are addressed and they get dual qual.)
3 -HSA with company covered deductible (may save the company money vs the $1000/employee and PPO options)
4 -10% company contribution to 401k with no matching, additional up to 15% with 5% matching and protection for lxjt with transition to company-wide plan.
5 -Restoration of fragmentation policy
6 -5 hour min day, including training/ALPA/
admin/line check etc. (this is a reduction for the latter two)
7 -Trip/Duty rigs based on scheduled or better
8 -Vacation equivalent:
1year, 1week
2year, 2week
5year, 3week
10year, 4week
9 -minimum 13 days per month
10 -alt deadhead before and after trips without approval and no adjustment in credits
11 -No call for release for reserves
12 -eliminate occurrence system
13 -PTO bank for all absences (combined sick, vaca, PTO)
14 -simple do-fly/don't-fly lists for reserves
15 -RR pays hour-for-hour
16 -RR four days per month max (scheduled)
17 -reserves must be used before line holders to cover flights and any portion of trips
18 -immediate notification for cancellation/release/reroute or must be released
19 -evenly split pairing lengths 1,2,3&4 days w/in 20% of average
20 -eliminate CDOs
21 -all days off hard
22 -moved reserve days and assigned trips on days off pay 200% on guarantee
23 -1 additional day off for single days off for reserves
24 -aggressive pickup for reserves
25 -all additional credits/override/ premium paid on top of guarantee
26 -specific automated, transparent and consistent system for setting min reserve coverage:
-computerized, automated instantaneous swapping/dropping trips per above system and set parameters without Skd intervention
-swapping trips between bases per above system without Skd intervention
27 -elimination of all loose language
28 - reassignment outside of foot print 200%
29 -Elimination of MMG

If they are more serious about a JCBA than they are low-balling us, then let's start here. This would also create a flood of new pilots and improve retention, thus totally eliminating ALL future staffing worries. Higher first year pay and other perks, that either don't help the group as a whole or give the company an out later on, are just temporary stop gaps.

These conditions don't change my plans to leave, but they're necessary for my yes vote.

 

That's customary with logos.

 

I'm just a ****ed off FO. I love to complain about everything and no one likes flying with me and all the chief pilots know me on a first name basis.

 

You have a right to vent. The end is near for all of us. For some it is the dream job at the airline of their choice. For others, we will wave goodbye to our last RJ as it heads off to be painted in skywest colors and we get our pink slips. But hey, our partners are noticing.

 

Good grief, are you going to be disappointed. Unrealistic stances like this are the reason we are where we are. Let's just totally price ourselves out of the market and not only never win any new contracts, but we will lose every contract we have. Good luck with your demands.

 

What's the number on the L-ASA seniority list down to?

 

Lold at DAL -900 pay rates

 

You're not a card player, are ya. Why wait till mgmt comes with something underwhelming and then figure how to address it? Let's go to the with something spectacular and work from there. Ml doesn't care how much we make, they care about what the cpa costs them. It's mgmts job to make it work.

If the market doesn't sustain us, at least the bar can move up with fewer players.

 

The response to this is an example of how we've been manipulated over the years. Senior guys not willing to risk anything and junior guys who never saw the momentum we were gaining a few years ago. At one time this was an improving profession and now we are resolved to lowering our expectations for the sake of mismanaged companies.

 

I think its like 1550