Softpayman

Effectively yes they are hiring into the left seat. With right seat pay as high as it is now, why take the headaches of a crap schedule, added responsibility etc when you can make good $, never fly at night, and layover where you’d like? No brainer for many.

C2078

I’ve never understood how Fedex pilots agreed to limit their ability to make money (outside of company driven AVA, draft, etc). Your bank system is overly complicated and restrictive. Inability to straight pick up open time is bizarre. There will be the money w***, that is why you put a credit cap. Those who want to work more can do so.

DLax85

Not all parts of the TA are bad. Not all parts would have to be changed, to convert NO voters to YES voters

I’m confident a reasonable bump in current TA pay rates + redacting the scheduling/QOL concessions (no one asked for during polling) + tweaks/clarity in scope would do the trick.

Business decisions are made on the margins - some of the margins would need to change

Regarding leverage - what leverage did we possess in May that we don’t possess now ?

Our manning hasn’t changed since May

If we had zero leverage then why did the company finally increase pay rates ?

What was their motivation ? Has their motivation changed since May ? Why?

VR,
DLax

p.s. Pilots, Management & CUSTOMERS all dislike uncertainty. There is a price everyone is willing to pay to eliminate it. We are cost centers, but our services are also critical to generating revenue. Profit is a function of BOTH!

Shaman

Yep your "impressions" were completely erroneous. FedEx reserve policy is the worst in the industry. After being here for more than 8 years I'll reserve the right to have my opinion evolve thaks. Worst job in the industry? Not yet, but you're likely too caught up in the past to realize what it could be come. All the signs are there numerous people sounding warnings and yet still you're stuck with your own intransigence.

Overmanning is the company's problem. They created it and voting yes to a less than adequate contract to cure a problem they created tells us everything we need to know about the logic you're applying. Your mindset is just like PM and CD and all the rest of the "i think I run the business" pilots. How the business runs is not the concern of any pilot unless you want to be in management. Limiting your ask or shrinking away because the company said no is how we keep losing negotiations. Giving away things we like to get other things is a losing game. I've said it before and I'm gonna say it again. This is the weakest pilot group in the industry. 30 years of doing this and I've never witnessed another more interested in making nice with management. Idle threats of just flying your line are toothless not because others are flying more, but because you're still giving them something they want. Perhaps they'll give you some more thank you's and attaboys for being so accommodating.

Our leverage is eventually we will get to withhold our labor and if you're not even willing to accept that as a real outcome you will never understand. Every other notion put forward about leverage is dependent on the largess of the people on the other side of the table and will ultimately be feckless.

Thanks for the congrats. I really appreciate it. Your a class act no matter what anyone says about you.

pinseeker

We had some leverage in May based on the strike vote and the reports that the NMB wasn't happy with the company position. That was from several MEC reps. Our leverage was the company fearing we would be released to self help. It also isn't a coincidence that the new TA will take effect in FY2024. When the company moved 80+% towards our position, the mediator acknowledged to the NC that this was a pretty big move and that the NMB would see it that way as well. So, do we have the same chances of being released to self help now? What happens when we go to the NMB and say that our priorities have changed and we want to go back on some of the items that were TA'd? I don't know. Maybe they will keep us on the same timeline to self help. Maybe they will say to come back to them in 18 months if the mediator can't help us reach a deal and they will look at us again. Your guess is as good as mine. If it will only take a few changes to this TA to make it extremely likely to pass, is it worth the risk to turn down this TA? If we say we want to renegotiate items, don't you think the company will as well. With all of the calls for a 20% DC plan with CoC, what makes you think the company won't say that the majority don't really want to improve the DB plan? It's a poker game. Soon we will find out if we are willing to play on by going all in because we think we have a winning hand, or cash in our winnings and play the next hand dealt.

DLax85

We still have the strike vote - it sits in our Chairman’s back pocket

The NMB said we wouldn’t get more sessions until after Labor Day. Labor Day is closer to Peak (….that’s a GOOD Thing for us). If the TA fails, Labor Day will still come and so will Peak. It will come again in 2024. The company will need to decide how they want to enter Peak each year - just like UPS will need to make some decisions in the next 10 days. That’s our leverage!

I understand that timing didn’t work for everyone. The company understood this too, and they saw that as their leverage

VR,
DLax

Shaman

You're logic is sound, but your audience only wants to be finished. He's asking rhetorical questions. No answer will satisfy him.

NotMrNiceGuy

Agree with all of this. What’s the cap at Brown?

nightrider

96 per pay period, 208 per bid period

AZFlyer

Union comms say we are overstaffed by 700-800 pilots. Unless I’m misreading it, the ALPA dashboard shows 788 mandatory retirements between now and the end of 2027 (approximately the planned duration period of the TA). Call it 800 pilots. There will be more than this number in actuality of course due to some number of early retirement, resignations, medical outs, etc. Would it therefore not be very easy to attrit organically to the desired staffing levels? Add in any negotiated early retirement incentives and leave of absence opportunities and the amount and rate of attrition could increase. With all that in mind, the idea that 4a2b/c or furloughs hinge on whether or not the TA passes seems a little odd to me. 4a2bc or furloughs shouldn't have to happen at all. We will attrit AT LEAST 800 pilots over the next 4.5yrs and if it needs to happen faster than that then let's cut a deal to incentivize that.