threeighteen

yup…

Even if we get released our ask is so limited and pathetic that it’s still not a good thing for us. No QOL improvements, no improvements to other areas of the contract that are affected by inflation, etc.

i remember getting our openers in the mail and being like “wtf, this is it?”

pwdrhound

YOU READ IT AGAIN. Nowhere in that email does it say "industry leading pay". It says "industry leading contract" which is a very debatable metric. Payrates are not. If they were asking for DL rates+, they would clearly state "industry leading pay rates". Every friggin' email the NC puts out is more unclear that the last. What is clear, his that they are far below the payrate ask number than where Della is or where UA and AA will be and are trying to put lipstick on a pig to save face. Perhaps the time to recall these guys is drawing near. It appears this NC has been an epic failure.

"We are aware there is some confusion about a concept concerning additional pay based on Company performance referenced in our latest update. In a dynamic mediated negotiation, successful outcomes are often driven by unique ideas that allow the parties to find common ground. Finding ways to add economic value to our contract is always a top priority. However, there are some important points to understand on this matter:

As was specifically stated in our initial communication, this concept is NOT a substitute for guaranteed pay rates. We have been consistent with our pay rate proposals - the foundation of which has been driven by pilot survey data. The concept under discussion involves an increase to a final guaranteed pay rate negotiated in the agreement. The increase to the final pay rate would be comparable to similar concepts designed to increase a negotiated rate incorporated into other carriers’ agreements. In this case, the metric for the plus up would be FedEx Corp economic performance metrics rather than external CBAs. The end result would produce a permanent additive pay rate increase. As made clear to the mediator, we are not committed to this approach because, as we all know, the devil is in the details. Everyone should understand that we are not interested in and will not agree to metrics that can be manipulated by the Company or cannot be fully verified. If we can’t get those details right, we will not pursue the matter.

Our focus has not changed. Our goal is to establish an industry-leading contract that meets our members’ focused priorities of enhanced retirement benefits and pay rates with targeted quality of life improvements. We will use whatever means necessary to provide you with a TA you will be proud to ratify."

ChipD

I wish everyone here would be this willing to re-evaluate their position/statements. Brian, you and I don't always agree on the details, but our mindsets that seek to improve the contract and lives of our crew force are certainly in line. Thanks for the thoughtful post! Hopefully, we can all take a deep breath here before the significant challenges ahead.

PurpleToolBox

In the past I’ve respected your posts because they’ve been on point, rational and free from drama.

Now I think you need to excuse yourself. You’re on this diatribe about what our NC did or did not do. Only they know, not you.

We can’t do anything about it until a TA is posted or we move down into self help.

Just curious what have you been doing to get a TA besides dividing the masses with your posts on here?

Have you called all of your BI classmates and ensured they’ve updated their information?

Have you DARTd your concerns?

Have you attended your LEC and the MEC meeting(s)?

kwri10s

Other things that make you go Hmmm. We heard repeatedly that our retirement goal was 50% income replacement. I know I asked multiple times if we were improving the A plan and the answer I got from my LEC was 50% income replacement. Now I'm wondering; if the retirement section is TA'd but the pay rates are not, how are we getting 50% income replacement? We don't know what the income is yet. And income will change throughout the life of the contract as pay raises occur.

Single Seat

NC update this morning:

Shaman

Too many of you believe unity is the unquestioning following of leadership.

That is NOT unity, it subordination and submission.

The last contract passed with the thinnest of majorities. I didn't negotiate that contract nor did I vote for it but what is pretty clear is that nearly half of this workgroup was not happy with it. Cramming 💩 down peoples throats because you have the power to do so does not engender support or goodwill. Neither does parceling out information in some cynical attempt to preserve some mythical negotiating process that requires keeping the membership in the dark about details.

Now some of you maybe comfortable operating in a "need to know" environment, but we arent dealing with nuclear code or state secrets. Quite the contrary all of this information will be, can be, and should be public. The attempts at withholding information are seen as self-serving because they are.

people making statements about holding those leaders to account and trying to highlight attempts to put a fig leaf over naked attempts at obscure the actions of those leaders is not creating division. The leadership is creating the division trying to sell what they've done as somehow "good for us". I want us to have the best damn contract possible and as far as I'm concerned there's no area that should be neglected in favor of some "greater concern" we are a union which means my concerns are your concerns and yours are mine. I'm not gonna cede something important to my fellow member because it gets me something better. That is what creates division. The notion that the Company will make us choose who's needs are important. Too many in union leadership have bought in to the zero sum game that corporate plays and too many of you in this workforce have cosigned that bull 💩 . I'm not gonna shut up about it.

These things gain momentum and then there isnt a prayer of stopping them at that point. We must activate and motivate people. Everyone should be questioning what the NC is doing. Theyre clearly listening and even their recative response is full of half truths and equivocation. There will not be a repeat of 2015 without vociferous resistance. We've been reaching for the preparation h ever since and im not about to sit by like a good little soldier and wait for my betters to tell me why what they've done is good for me.

Im not some angry guy with an ax to grind but if what im saying activates just one more dude to question whats going on it is worth doing.

JackStraw

Someone please send this to the NC

https://contractnerds.com/how-chatgpt-can-help-you-negotiate-contracts-more-efficiently/

CloudSailor

Well said Shaman.

Time to wake the hell up. "Trust the process" got us the 2015 TA.

From today's email: Everyone should understand that we are not interested in and will not agree to metrics that can be manipulated by the Company or cannot be fully verified. If we can’t get those details right, we will not pursue the matter [if we can get those details right, we will pursue the matter. In other words - we are considering it].

See what is happening, learn to read between the lines and understand where this is likely headed = a substandard TA pitched by an outwitted NC (both in and out of Section 6), to a fatigued pilot group who could very well vote Y just to end the pain of the process. A CBA that will affect the next decade of your flying life.

threeighteen

one lousy TA can straight up ruin your whole career. Rarely are concessions ever recovered. And if we keep accepting them, we’ll someday be pattern bargaining with Atlas instead of legacy carriers.