I know there is alot of "recall them all" talk. But given how close this was, wouldn't it be more effective and timelier to seek a targeted improvement and resubmit? 1. Fix the pay rates to true industry leading. 2. fix the backpay to 100% or close to it. 3. Address the scope concerns and restrict any massive wet lease and furlough concerns. We might not even need the mediator involved if these are just term sheet dollar items and a scope side letter clarification. The alternative of recalling everyone, training new members, re-opening sections etc. seems like it would play into the company's divide and delay tactics.

 

We don’t work for UNICEF. The company delay tactics are inevitable at this point.

 

I don’t think it was close. We have about 500 on probation who could not vote. This block seemed to be predominantly No. When you factor that in the vote could have potentially be 60s against to 30s for.

We have seen that we have lots of qualified folks ready to step up. I think it is time for MEC/NC to give the process some new blood and energy.

I would like to see a calm transfer of power in the form of resignations vs recalls. We will see how it shakes out.

They (MEC/NC) tried their best, but it was not good enough.

Lastly, the mediator cannot meet before Labor day. We did the first hard step of NO and we should not rush the process.

NO one left behind since amenable date for A plan and no splitting the group with Union busting pension scheme:

 

I don"t think we would need the mediator to approve an improved term sheet. Why risk reopening and renegotiating everything we have done over the last several years.

 

It was that aversion to changing course, plus the arrogant attitude and messaging of 13 of the current members of the MEC, that ultimately lead to the TA falling flat on it's face and dividing the crap out of the pilot group. We need new leaders, new surveys, and an overhaul in the attitude and culture to how this pilot group approaches its contract and unionism in general.

 

First off, we are in mediation. The NMB owns the process from here. So they are mandatory at this point.

Second, The MEC did not do its job. Most wrote unflattering comms talking down to us. They did not represent us. Those who did will be judged by their councils.


Third, with the numbers put out my the MEC Chair, no two items are going to fix this to a 50% +1. Retirement, pay, and SCOPE must be addressed. And SMU, and 100% sell back are gone as well (my guess).


The good news is we can do all this by peak IF the company truly wants good labor relations as the global economy starts to grow again.

 

There were unrequested, unnecessary and now unapproved scheduling & QOL concessions that also need to be eliminated. I don’t disagree that peak is very important to the company - see the decisions UPS management just made, but a rushed TA 1.5 that gets 50%+1 vote is a win for the company.

In Transparency, Integrity & Unity (for Everyone),
DLax

 

With respect NoHaz, thankful for everyone's best effort, but all except for TonyC should return to flying the line back with the rest of us chumps.

We need new blood, new energy, and leaders who are starting from a belief, a knowledge, that we can do much better. Our current Reps gave it their very best effort and we know the outcome. The 13 who sent it to us to ratify with the associated sales pitch believed we cannot have possibly earned better than TA1. Why would they stay? I personally don't understand how any one of them would choose to stay and go through the recall process, after having failed so miserably with TA1.

Whatever they choose, it seems a bad idea to repeat the process with the same Reps and hope for a different outcome.

The new blood coming in knows from day 1 we are not using Retirement, a jewel in our CBA, as a divisive wedge in our pilot group. Also, we are not signing in new vague Scope language concessions with this "new company" we now fly for, nor are we giving up senior QOL in exchange for SMU, or giving up junior R24 for industry-worst R16. And we are not giving gained efficiencies to fly our entire BLG for our VAC buyback or VLT/AVA/DRF.

New energy in those leadership seats please.

There are a lot of very sharp guys and girls with the requisite experience ready to step up.

Time for PM and the entire group who sold us TA1 with all their very best and worst efforts, to return to the line. If they are sincerely interested in expediting the path towards TA2, they will step down and avoid the hassles the Recall process creates for all of us (not holding my breath though).

 

Respectfully, no. I've lost faith in my rep, the other 12, the NC, and MEC Leadership. Time for them to fly the line. This agreement was heavily weighted to A Plan increases for senior pilots leveraged on givebacks, subpar new retirement package, and below market pay rates. The NC knew it, they snowed the Reps with big numbers. How many times did they uncritically repeat "3.8 BILLION! 70m a month!!!", and then sold it hard with threats of furloughs and daily condescending emails. We need to reattack with different characters and get it right. No secrecy, no MEC vote without bullet points, actual democracy.

Nothing personal, just business. It's time for a culture shift at FDX ALPA.

 

Short list but pretty beefy. I don't think that fix would be "small" to the company, especially if you effectively protect scope. I also think trying to quickly negotiate some band-aids over the TA will reek of desperation and have the pilot group taken advantage of. Unfortunately, the best road forward is probably the lengthy road to a GOOD TA2. A lot of it is in the hands of the mediator.

But I am just an outsider looking in. Good luck guys.