No to both.

 

As someone respected by many, how do you reconcile these diametric opinions? On one hand you don’t care what another pilot thinks but on the other hand you believe in pattern bargaining and I would assume you believe that the pilot from another carrier cares about pattern bargaining too. This is the issue that so many have with this TA. You’ve long been a proponent of improving scope and QOL but as you near retirement it seems that you’re able to look past and of the warts and comfortably focus all of your support in Sec 28. I know you’re no longer the ANC rep but the current rep has failed this group which is made up of many very junior pilots.

 

Why do you think that pattern bargaining is only for the pilots, and not the company? Why do you think you can say we want Delta+ rates based on pattern bargaining, but we want it to apply to just two pay scales, and not aircraft type? What would happen to instructor lines under PBS? Don't all of the air carriers you want to pattern bargain off of have PBS? Why don't we make our out and backs pay the higher of 4.5 hours per day or block, isn't that what they would pay under Delta? Why wouldn't the company say sure, we will give them Delta+ rates based on Delta's aircraft type pay bands, but we also want vacation days to pay 5 hours per day which is still higher than AA, UAL, or DAL. They could also say that they want to freeze the A plan and pay 16.5% for a DC plan that reaches 18.5% with CoC by the end of the contract. How would that play out? How would that effect those with 15-20 years on property? What about those with less than 5 who are not vested? Why didn't Delta pattern bargain for more vacation hours and at least match us? Why didn't they pattern bargain back an A plan? It's easy to cherry pick items and say we need to pattern bargain. It's another when you are at the table trying to get the best deal while the other side says they want items that other carriers have.

So, let's stop the catch phrases. It's time for those who are putting out a sales job for a NO vote to come up with a real plan. Just saying we are going to fight, and pattern bargaining aren't plans. My guess is if this TA fails, which it might, we will be at least 24 months or more from a new TA that isn't significantly better than this. I hope I am wrong and I hope we have some good people step up.

 

No, it isn’t.

 

Ok, how about we switch to Part 117 Rules. Over-manning fixed.

 

Much of what you wrote is incomplete or flat out incorrect. The question was not directed at you.

 

He’s just hoping the TA passes and he gets a bigger cubicle.

 

As an atlas pilot with a longtime history with this guy, I respectfully tell you that you may have mis-read the room.

 

We need to understand what kind of fight we’re in for. Our current NC called it a negotiation and not a hold up. It was a hold up. We gave up so much for a little increase in pension. This TA needs to go down. If it does, it’s not like we’ll march in and hold them up. This’ll be a second go with Dietrich for me and many of us. Dietrich is really good at what he does. He will stall this and force us to go all the way down the RLA rabbit hole. In the meantime, our staffing will take care of itself. The company and union have basically told the bottom 500 to GTFO. Many will go. We may see a few senior folks decide to hang up their spurs as well. If we see a rebound and enough bail, the company will have to hire. Who will they find? We might have some leverage then. Otherwise we will return to the table and fight like he** to nail down scope and pension protections. We’ll probably not get the lost money back, but that’s not why we’re voting no. We must nail down some sort of job protections. This includes scope and crew compliment as new crappy automation comes online. Without it, who cares what our pay scales are. Regardless of this TA outcome, be ready for a battle for your future that’ll make the red letter look like pre-school story hour.

 

“Out and backs” as we look at them “same calendar day” pay 5:15 minimum at DAL.

If you hit two calendar days, as would be more applicable to FedEx (hub turns?) pays 10:30.

Our “hours of service” rules are more restrictive than FAR 117.