I’m not here to tell you what to do or not do. As long as it’s allowed in the contract, who am I to tell you, you can’t do it. But from what I understand of this situation is, imagine this:

You have a trip at the middle of the month. And scheduling has an open trip earlier in the month that needs to be covered. They see that the reserve coverage is not enough at the beginning of the month but really good in the middle. So they call you to solicit drop for draft. You say yes, they solve their manning problem and you get paid more for flying the same amount of days. Great. If you say no, then what happens? The manning problem is not solved. Does it help us to help them when trying to negotiate for something better? Or can our behavior be used as leverage? The answer is a double edged sword. Which is why no one should ever tell anyone what to do or not to do. But it’s undeniable that behavior is leverage here.

So what I’m understanding is that we can help them solve their manning problem now. Or we can help them solve it later with a better contract, and presumably way better pay rates.

You do you. I will never tell you or anyone they cannot take advantage of what the union negotiated in the current contract. Im of the mind that they should negotiate something that has a trigger at amendable date so that we are not enticed with these manning solving tactics during negotiations.

Anyway, that’s the way I understand the argument against drop for draft or any other sort of creative schedule manipulation tactics.

 

So in addition to posting on APC, can somebody tell me what they do when they’re “enjoying my time off.”