BrianH

Clearly there has been a loss of focus. We entered negotiations with limited items and a 13 month agreed to timeline nearly two years ago (knowing other items would be deferred to the next contract cycle). And now our NC chairman puts "acceptable pay rates" in his comms to us. "Industry Leading" is our goal. Not "acceptable."

Our NC has not jumped the shark, it has been eaten by the shark. Our NC willingly added another chapter to the mill around checklist and provided a path to a clean "strike vote free" 5 APR. What a self inflicted error. All after the MEC authorized the strike vote. Who adds more complexity after the MEC authorizes a strike vote?

lets remember the goalposts.

The MEC needs to quickly assess the goals, success so far and the path forward. If this team has lost focus, direction or drive, replacing them, which will take some time, is the right thing to do. The MEC needs to stand and be counted. Do they have what it takes to take back control of this process and demand an industry leading contract or not? If not, replacing them by the membership may have to happen.

It is time to stop "trusting the process" and it is time to verify what the heck is going on.

I will be sending my Local Council Chairman "considerations for recall." By the time we get to 18 APR, we should know if this has gone way off the rails or not. If things have gotten back on track, I'll pull the motions, if not, I'll let the chips fall as they may.


What 's next a five, six, seven, eight year contract? With at least two more years of negotiations? Again. Oh and how is that new secondary line generator doing anyway?


This crazy train has to stop.

CloudSailor

The Pancake Salesman needs to be replaced.

If not, be ready for him to try to sell us something we really don't want, again (like the genius idea of creative statistics-based Payrates!).

Yes, this crazy train has to stop.

WearyEyed

Performance based pay should be an absolute no go. The company controls all the variables and they can’t even process our expense reports or correctly pay wet lease penalty payments, so why should we trust them. I’m sick and tired of trusting the process and waiting for these limited negotiations to conclude. We got played. It has disgusted me to hear PM say that there are serious issues with the contract but they didn’t poll high enough so he wasn’t tasked with fixing them and we need to wait until the next negotiations in 4-6 years plus another 2 years of drawn out negotiations to hope to fix it.

My rep informed me that this performance based pay idea came from the negotiator so we are looking into it so that we can say that we are negotiating in good faith. I can understand that, if that’s all it was, but it’s really time to say enough is enough and call for a strike vote. This rep said that there are members of the MEC who support performance-based additives to base pay increases. They are no longer leading us and failing the membership. If they do not announce a TA or a strike vote and drop this performance based pay idea by April 18th, then a recall is warranted.

BrianH

All, I had a conversation which persuaded me to remove the consideration for recall for this local council meeting. I am still very concerned about some issues, but I will let the MEC do its job.

threeighteen

From the damage control email this morning… sounds like the NC is possibly content with just matching DL (maybe plus 1-2%) and doing the “corporate performance metrics” raise for the rest of what we have already earned.

Definitely sounds like they aren’t even interested in demanding snap ups for when UA/AA etc get even more.

Pretty sad considering the sacrifices fedex pilots made the last few years while everyone else sat at home with full pay and the company spent $5 billion on stock buybacks and is now trying to cry poor despite making billions.

USMCFDX

"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."

So let me get this straight. The company is refusing hourly pay rates that match the Delta TA rates. We are still asking for this rates and then the mediator suggested "Hey FedEx why don't you also offer raises higher than those rates that ALPA proposed if the company dates well?"

I was told by my rep that the company thinks the Delta rates are unsustainable. Never mind the Fact that AA has told APA they will match Delta rates (info from their NC latest update).

Hey FedEx ALPA NC, stop wasting any time on this fantasy.

opt0712

Yea if our proposed rates aren't at least Delta's rates, I'm a NO vote. I plan to (as I'm sure everyone else does) ask for more clarity at the rally tonight.

However, it does clear up the fact that this proposal was started by the mediator and not our NC.

threeighteen

Delta rates aren’t enough. They get profit sharing on top of that. We don’t. They sat through 2020, we sacrificed. When AA and UA get their raises, DL will get snapped up to those rates too, and they’ll get to keep their QOL gains. We’ll be trailing the industry again, with no QOL gains, and possibly even some concessions.

“Thank you for your sacrifices, please ignore us as we laugh our way to the bank once you vote yes”

opt0712

​​​​​​I agree. That's why I'm looking at Delta rates as at least a baseline.

"The increase to the final pay rate would be comparable to similar concepts designed to increase a negotiated rate incorporated into other carriers’ agreements." After a convo with my Delta neighbor, this is similar language to their profit sharing.

USMCFDX

We are not asking even asking for Delta rates and the company has told our NC they don't think Delta rates are sustainable. Call you rep and verify if you don't believe me.