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Old 01-11-2023, 02:06 PM
  #21  
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Originally Posted by WearyEyed View Post
Good luck. Currently our management hasnít even agreed to come up to our nearest competitors contract extension pay rates. That came directly from the mouth of the NC Chair.
That was a few months ago and Compensation is still open.
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Old 01-11-2023, 02:21 PM
  #22  
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Originally Posted by Thrust Hold View Post
That was a few months ago and Compensation is still open.
This. At today's joint council meeting it was stated that the company has since moved up from their initial proposal. Sounded positive overall.
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Old 01-11-2023, 04:35 PM
  #23  
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Originally Posted by FXLAX View Post
What if the only change to vacation is that you can sell 50% of it back?
What if the only change to vacation is that you can sell 100% of it back?
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Old 01-11-2023, 04:42 PM
  #24  
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Originally Posted by BrianH View Post
What if the only change to vacation is that you can sell 100% of it back?
No, I hope you canít sell any back. Same with sick leave.
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Old 01-11-2023, 06:03 PM
  #25  
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Originally Posted by magic rat View Post
If weíre not the highest paid pilots in the industry, itís a no.
agree 100%
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Old 01-11-2023, 07:09 PM
  #26  
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Originally Posted by BrianH View Post
What if the only change to vacation is that you can sell 100% of it back?
Iím not the one who said they would vote no if vacation is touched in ďanyĒ way. So I gave a hypothetical in which vacation was touched but in a minimal way. In essence, testing his assertiveness in the use of the word any.
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Old 01-11-2023, 10:39 PM
  #27  
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Lets try to give our NC the benefit of doubt, they have been working tirelessly to get a ratifiable contract to the Membership. Extensive polling has been conducted and the membership has been consistent and clear that retirement improvements is the number one priority since day 1 and that any pancake plan is not ratifiable so put that rumor in a grave. 8 No's from the union to the company, 15 total passes back and forth on retirement. Thats how many times the company tried to low ball us but the union pushed back. We have to read this agreement, once it gets to us, and judge it in its totality. Yes, I have my own show stoppers but I also have some discretion and wiggle room on other areas. Covid created a lot, I mean A LOT, of unusual one off scenario's that you don't see during normal operation and definitely not during a slow down like we are experiencing. I've been here over 20+ years and have lived through many booms and busts, its the nature of our business so just please, keep an open mind. We have almost 6,000 pilot, that means 6,000 different opinions, objectives, priorities and years left on property...there is no such thing as a one size fits all perfect contract.

Retirement was a costly big ticket item for the company so if the number comes in at or better than expected then I might have some flexibility in expected pay rates, but if retirement comes in below my expectations it'll have to be made up with better pay rates. Will be very difficult to get both but hoping for the best.

IN UNITY!
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Old 01-12-2023, 03:00 AM
  #28  
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If the company can use the profits from revenues generated by us enduring hotel lock downs and exposure to a pandemic to do stock buybacks. They can afford to improve our retirement AND increase our pay rates. There's no "wiggle room". there will be no exchanges in productivity to offset economic gains. I don't care how long you've been here if you're going to consider those types of offers I would urge you to stiffen your resolve and reconsider.

Giving money to share holders does nothing to improve the business.
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Old 01-12-2023, 03:21 AM
  #29  
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Originally Posted by Shaman View Post
If the company can use the profits from revenues generated by us enduring hotel lock downs and exposure to a pandemic to do stock buybacks. They can afford to improve our retirement AND increase our pay rates. There's no "wiggle room". there will be no exchanges in productivity to offset economic gains. I don't care how long you've been here if you're going to consider those types of offers I would urge you to stiffen your resolve and reconsider.

Giving money to share holders does nothing to improve the business.

Absolutely this.

I donít care how good one section is, I donít have any wiggle room on any section just because one section is good.

There better be no concessions and we better be industry leading in every section that was opened.
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Old 01-12-2023, 03:28 AM
  #30  
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Originally Posted by PurpleTail View Post
Lets try to give our NC the benefit of doubt, they have been working tirelessly to get a ratifiable contract to the Membership. Extensive polling has been conducted and the membership has been consistent and clear that retirement improvements is the number one priority since day 1 and that any pancake plan is not ratifiable so put that rumor in a grave. 8 No's from the union to the company, 15 total passes back and forth on retirement. Thats how many times the company tried to low ball us but the union pushed back. We have to read this agreement, once it gets to us, and judge it in its totality. Yes, I have my own show stoppers but I also have some discretion and wiggle room on other areas. Covid created a lot, I mean A LOT, of unusual one off scenario's that you don't see during normal operation and definitely not during a slow down like we are experiencing. I've been here over 20+ years and have lived through many booms and busts, its the nature of our business so just please, keep an open mind. We have almost 6,000 pilot, that means 6,000 different opinions, objectives, priorities and years left on property...there is no such thing as a one size fits all perfect contract.

Retirement was a costly big ticket item for the company so if the number comes in at or better than expected then I might have some flexibility in expected pay rates, but if retirement comes in below my expectations it'll have to be made up with better pay rates. Will be very difficult to get both but hoping for the best.

IN UNITY!
If youíve been here that long, you should know that fixing the retirement was long overdue and shouldnít be used to stifle any other gains in our contract regardless of its cost to the company. The company had a long time to plan and save for it. I want it all because I endured it all especially during COVID. There should be absolutely no wiggle room. #NO CONCESSION
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