LEC 26
10-30-2023, 08:34 AM
#1
New Hire
Thread Starter
Joined APC: Jul 2023
Posts: 8
LEC 26
Was uninformed. Did not realize there was an effort to recall LEC 26 members since none of the ones who endorsed the TA were running. I did get a ballot notification that there was in fact an effort. I couldn't remember the comms from LEC 26 during the ratification vote, so I found the last one. I have posted below in case anyone wants to view as they cast heir vote for or against recall:
********************************************
Members of Council 26 – VOTING IS NOW OPEN
Fellow Professional Airline Pilots,
The “TIME IS NOW” to VOTE! If you get nothing else from this comm, please take 3 minutes and VOTE: www.alpa.org/votenet. If you have voted, please read this.
“Read the room and always negotiate from a position of strength!”
For illustration purposes, in May of 2021, the average BLG for the MEM767 was 75:45. Similar numbers were fleet wide. In this environment, negotiations began. By November 2021, the amendable date, the same BLG was 76:50. With the almost complete clearing of the commercial passenger traffic on international routes resulting in voluntary and forced trip extensions, COVID continued for much of 2022 and was the environment in which most of this TA was negotiated. This resulted in an unparalleled position of strength never experienced at this company union to date.
Where are we today?
Covid thankfully, has ended. However, volumes are down and currently do not support our staffing. Total average daily package volume was down 17% in FY23 from the Covid peak of FY21. We have a Covid-sized airline in a post-Covid world. In the midst of the new “DRIVE initiative,” an effort is underway to maintain FedEx’s competitive advantage for the long-term health of our Fortune 50 corporation.
With our pilot staffing, MEM76 Captain average BLGs have plummeted from 75:51 as recently as this March to 68:20 in July and are now in August at 83:36 hours, well below the minimum BLG in a five-week month. This is a rapid and concerning trend that we must consider as we go forward and make difficult decisions.
The pilot-to-CH ratio is clearly on the downswing. According to our internal analysis, we are possibly overstaffed by as many as 700-800 pilots. Your own recent experience with bidpacks, trip revisions, cancellations, reserve utilization, and freight loads may serve as validation of this analysis.
*** Other property IAPs and TAs do not affect our reality or negotiating strength. Additionally, FedEx can hire whatever executive they choose in whatever title, but they all must abide by the CBA.
“Always negotiate from a position of strength.”
For those determined to find a better deal, it is worth asking, “How many months or years will it take until we are back in a position of strength?” The answer is difficult to predict. To some, the risk may be worth it. But you have got to ask yourself some questions:
“How much more would be enough to satisfy your NO! vote?” should be the first question. Polling will direct the TA2 negotiations. What will happen to the “focused” negotiations? Will the Company significantly expand the breadth of the negotiations or re-open sections? Is that a risk worth the reward? Right now, ask, “What would make enough of a difference to allay such risk?” Keep in mind, $1 of pay rate gain is approximately $1000 in W-2 increase. How much gain would be worth walking away from this deal? When have you been offered a 30% pay raise over 54 months in your FedEx career? Where in the industry can you be a 12-year top-of-pay scale widebody captain?
It is time to put emotions aside.
Sit down with the August bidpack AVG BLGs and complete this math exercise four times using the following criteria: current pay in or out of 4.A.2.c. (85 CH vs. 68 CH); then TA pay rate both ways. It’s not too hard to get to 12-month numbers. We can’t control the future, but we can anticipate and prepare for that future.
Closing Thoughts
Hopefully, the environment in which this deal was negotiated will not be repeated in our careers. Given the circumstances of the past few years, the Negotiating Committee was able to achieve a TA worth more monetarily than the last three negotiations combined. So many compare the TA to the recent Delta contract yet don’t accept that on a per capita basis, our TA is worth $2.231 million compared to Delta’s $1.564 million over an equal four-year period.
Consider the likely possibility of some accelerated retirements, retirement improvements, rest improvements, and yes, SCOPE improvement, and “Land this plane.”
Your LEC recommends you vote YES.
CAPT. MIKE WORTHINGTON
Council 26 Chair
Block 11 Status Rep
[email protected]
CAPT. MARK HOLLIS
Council 26 Vice Chair
Block 3 Status Rep
[email protected]
CAPT. MICHELE LA VIGNA
Council 26 Secretary Treasurer
Block 6 Status Rep
[email protected]
********************************************
Members of Council 26 – VOTING IS NOW OPEN
Fellow Professional Airline Pilots,
The “TIME IS NOW” to VOTE! If you get nothing else from this comm, please take 3 minutes and VOTE: www.alpa.org/votenet. If you have voted, please read this.
“Read the room and always negotiate from a position of strength!”
For illustration purposes, in May of 2021, the average BLG for the MEM767 was 75:45. Similar numbers were fleet wide. In this environment, negotiations began. By November 2021, the amendable date, the same BLG was 76:50. With the almost complete clearing of the commercial passenger traffic on international routes resulting in voluntary and forced trip extensions, COVID continued for much of 2022 and was the environment in which most of this TA was negotiated. This resulted in an unparalleled position of strength never experienced at this company union to date.
Where are we today?
Covid thankfully, has ended. However, volumes are down and currently do not support our staffing. Total average daily package volume was down 17% in FY23 from the Covid peak of FY21. We have a Covid-sized airline in a post-Covid world. In the midst of the new “DRIVE initiative,” an effort is underway to maintain FedEx’s competitive advantage for the long-term health of our Fortune 50 corporation.
With our pilot staffing, MEM76 Captain average BLGs have plummeted from 75:51 as recently as this March to 68:20 in July and are now in August at 83:36 hours, well below the minimum BLG in a five-week month. This is a rapid and concerning trend that we must consider as we go forward and make difficult decisions.
The pilot-to-CH ratio is clearly on the downswing. According to our internal analysis, we are possibly overstaffed by as many as 700-800 pilots. Your own recent experience with bidpacks, trip revisions, cancellations, reserve utilization, and freight loads may serve as validation of this analysis.
*** Other property IAPs and TAs do not affect our reality or negotiating strength. Additionally, FedEx can hire whatever executive they choose in whatever title, but they all must abide by the CBA.
“Always negotiate from a position of strength.”
For those determined to find a better deal, it is worth asking, “How many months or years will it take until we are back in a position of strength?” The answer is difficult to predict. To some, the risk may be worth it. But you have got to ask yourself some questions:
“How much more would be enough to satisfy your NO! vote?” should be the first question. Polling will direct the TA2 negotiations. What will happen to the “focused” negotiations? Will the Company significantly expand the breadth of the negotiations or re-open sections? Is that a risk worth the reward? Right now, ask, “What would make enough of a difference to allay such risk?” Keep in mind, $1 of pay rate gain is approximately $1000 in W-2 increase. How much gain would be worth walking away from this deal? When have you been offered a 30% pay raise over 54 months in your FedEx career? Where in the industry can you be a 12-year top-of-pay scale widebody captain?
It is time to put emotions aside.
Sit down with the August bidpack AVG BLGs and complete this math exercise four times using the following criteria: current pay in or out of 4.A.2.c. (85 CH vs. 68 CH); then TA pay rate both ways. It’s not too hard to get to 12-month numbers. We can’t control the future, but we can anticipate and prepare for that future.
Closing Thoughts
Hopefully, the environment in which this deal was negotiated will not be repeated in our careers. Given the circumstances of the past few years, the Negotiating Committee was able to achieve a TA worth more monetarily than the last three negotiations combined. So many compare the TA to the recent Delta contract yet don’t accept that on a per capita basis, our TA is worth $2.231 million compared to Delta’s $1.564 million over an equal four-year period.
Consider the likely possibility of some accelerated retirements, retirement improvements, rest improvements, and yes, SCOPE improvement, and “Land this plane.”
Your LEC recommends you vote YES.
CAPT. MIKE WORTHINGTON
Council 26 Chair
Block 11 Status Rep
[email protected]
CAPT. MARK HOLLIS
Council 26 Vice Chair
Block 3 Status Rep
[email protected]
CAPT. MICHELE LA VIGNA
Council 26 Secretary Treasurer
Block 6 Status Rep
[email protected]
Recall immediately
11-14-2023, 08:57 AM
#3
New Hire
Thread Starter
Joined APC: Jul 2023
Posts: 8
Looks like all three were overwhelmingly recalled. 60% plus for all three.
Originally Posted by FeverDream
Was uninformed. Did not realize there was an effort to recall LEC 26 members since none of the ones who endorsed the TA were running. I did get a ballot notification that there was in fact an effort. I couldn't remember the comms from LEC 26 during the ratification vote, so I found the last one. I have posted below in case anyone wants to view as they cast heir vote for or against recall:
********************************************
Members of Council 26 – VOTING IS NOW OPEN
Fellow Professional Airline Pilots,
The “TIME IS NOW” to VOTE! If you get nothing else from this comm, please take 3 minutes and VOTE: www.alpa.org/votenet. If you have voted, please read this.
“Read the room and always negotiate from a position of strength!”
For illustration purposes, in May of 2021, the average BLG for the MEM767 was 75:45. Similar numbers were fleet wide. In this environment, negotiations began. By November 2021, the amendable date, the same BLG was 76:50. With the almost complete clearing of the commercial passenger traffic on international routes resulting in voluntary and forced trip extensions, COVID continued for much of 2022 and was the environment in which most of this TA was negotiated. This resulted in an unparalleled position of strength never experienced at this company union to date.
Where are we today?
Covid thankfully, has ended. However, volumes are down and currently do not support our staffing. Total average daily package volume was down 17% in FY23 from the Covid peak of FY21. We have a Covid-sized airline in a post-Covid world. In the midst of the new “DRIVE initiative,” an effort is underway to maintain FedEx’s competitive advantage for the long-term health of our Fortune 50 corporation.
With our pilot staffing, MEM76 Captain average BLGs have plummeted from 75:51 as recently as this March to 68:20 in July and are now in August at 83:36 hours, well below the minimum BLG in a five-week month. This is a rapid and concerning trend that we must consider as we go forward and make difficult decisions.
The pilot-to-CH ratio is clearly on the downswing. According to our internal analysis, we are possibly overstaffed by as many as 700-800 pilots. Your own recent experience with bidpacks, trip revisions, cancellations, reserve utilization, and freight loads may serve as validation of this analysis.
*** Other property IAPs and TAs do not affect our reality or negotiating strength. Additionally, FedEx can hire whatever executive they choose in whatever title, but they all must abide by the CBA.
“Always negotiate from a position of strength.”
For those determined to find a better deal, it is worth asking, “How many months or years will it take until we are back in a position of strength?” The answer is difficult to predict. To some, the risk may be worth it. But you have got to ask yourself some questions:
“How much more would be enough to satisfy your NO! vote?” should be the first question. Polling will direct the TA2 negotiations. What will happen to the “focused” negotiations? Will the Company significantly expand the breadth of the negotiations or re-open sections? Is that a risk worth the reward? Right now, ask, “What would make enough of a difference to allay such risk?” Keep in mind, $1 of pay rate gain is approximately $1000 in W-2 increase. How much gain would be worth walking away from this deal? When have you been offered a 30% pay raise over 54 months in your FedEx career? Where in the industry can you be a 12-year top-of-pay scale widebody captain?
It is time to put emotions aside.
Sit down with the August bidpack AVG BLGs and complete this math exercise four times using the following criteria: current pay in or out of 4.A.2.c. (85 CH vs. 68 CH); then TA pay rate both ways. It’s not too hard to get to 12-month numbers. We can’t control the future, but we can anticipate and prepare for that future.
Closing Thoughts
Hopefully, the environment in which this deal was negotiated will not be repeated in our careers. Given the circumstances of the past few years, the Negotiating Committee was able to achieve a TA worth more monetarily than the last three negotiations combined. So many compare the TA to the recent Delta contract yet don’t accept that on a per capita basis, our TA is worth $2.231 million compared to Delta’s $1.564 million over an equal four-year period.
Consider the likely possibility of some accelerated retirements, retirement improvements, rest improvements, and yes, SCOPE improvement, and “Land this plane.”
Your LEC recommends you vote YES.
CAPT. MIKE WORTHINGTON
Council 26 Chair
Block 11 Status Rep
[email protected]
CAPT. MARK HOLLIS
Council 26 Vice Chair
Block 3 Status Rep
[email protected]
CAPT. MICHELE LA VIGNA
Council 26 Secretary Treasurer
Block 6 Status Rep
[email protected]
********************************************
Members of Council 26 – VOTING IS NOW OPEN
Fellow Professional Airline Pilots,
The “TIME IS NOW” to VOTE! If you get nothing else from this comm, please take 3 minutes and VOTE: www.alpa.org/votenet. If you have voted, please read this.
“Read the room and always negotiate from a position of strength!”
For illustration purposes, in May of 2021, the average BLG for the MEM767 was 75:45. Similar numbers were fleet wide. In this environment, negotiations began. By November 2021, the amendable date, the same BLG was 76:50. With the almost complete clearing of the commercial passenger traffic on international routes resulting in voluntary and forced trip extensions, COVID continued for much of 2022 and was the environment in which most of this TA was negotiated. This resulted in an unparalleled position of strength never experienced at this company union to date.
Where are we today?
Covid thankfully, has ended. However, volumes are down and currently do not support our staffing. Total average daily package volume was down 17% in FY23 from the Covid peak of FY21. We have a Covid-sized airline in a post-Covid world. In the midst of the new “DRIVE initiative,” an effort is underway to maintain FedEx’s competitive advantage for the long-term health of our Fortune 50 corporation.
With our pilot staffing, MEM76 Captain average BLGs have plummeted from 75:51 as recently as this March to 68:20 in July and are now in August at 83:36 hours, well below the minimum BLG in a five-week month. This is a rapid and concerning trend that we must consider as we go forward and make difficult decisions.
The pilot-to-CH ratio is clearly on the downswing. According to our internal analysis, we are possibly overstaffed by as many as 700-800 pilots. Your own recent experience with bidpacks, trip revisions, cancellations, reserve utilization, and freight loads may serve as validation of this analysis.
*** Other property IAPs and TAs do not affect our reality or negotiating strength. Additionally, FedEx can hire whatever executive they choose in whatever title, but they all must abide by the CBA.
“Always negotiate from a position of strength.”
For those determined to find a better deal, it is worth asking, “How many months or years will it take until we are back in a position of strength?” The answer is difficult to predict. To some, the risk may be worth it. But you have got to ask yourself some questions:
“How much more would be enough to satisfy your NO! vote?” should be the first question. Polling will direct the TA2 negotiations. What will happen to the “focused” negotiations? Will the Company significantly expand the breadth of the negotiations or re-open sections? Is that a risk worth the reward? Right now, ask, “What would make enough of a difference to allay such risk?” Keep in mind, $1 of pay rate gain is approximately $1000 in W-2 increase. How much gain would be worth walking away from this deal? When have you been offered a 30% pay raise over 54 months in your FedEx career? Where in the industry can you be a 12-year top-of-pay scale widebody captain?
It is time to put emotions aside.
Sit down with the August bidpack AVG BLGs and complete this math exercise four times using the following criteria: current pay in or out of 4.A.2.c. (85 CH vs. 68 CH); then TA pay rate both ways. It’s not too hard to get to 12-month numbers. We can’t control the future, but we can anticipate and prepare for that future.
Closing Thoughts
Hopefully, the environment in which this deal was negotiated will not be repeated in our careers. Given the circumstances of the past few years, the Negotiating Committee was able to achieve a TA worth more monetarily than the last three negotiations combined. So many compare the TA to the recent Delta contract yet don’t accept that on a per capita basis, our TA is worth $2.231 million compared to Delta’s $1.564 million over an equal four-year period.
Consider the likely possibility of some accelerated retirements, retirement improvements, rest improvements, and yes, SCOPE improvement, and “Land this plane.”
Your LEC recommends you vote YES.
CAPT. MIKE WORTHINGTON
Council 26 Chair
Block 11 Status Rep
[email protected]
CAPT. MARK HOLLIS
Council 26 Vice Chair
Block 3 Status Rep
[email protected]
CAPT. MICHELE LA VIGNA
Council 26 Secretary Treasurer
Block 6 Status Rep
[email protected]
11-22-2023, 08:15 AM
#4
Line Holder
Joined APC: May 2021
Posts: 38
Originally Posted by FeverDream
Looks like all three were overwhelmingly recalled. 60% plus for all three.
12-08-2023, 11:40 AM
#9
Line Holder
Joined APC: Nov 2023
Posts: 67
Originally Posted by FrankTheTank
Interims take job now. JF for 3 months.
Blk 6 was unopposed, permanent rep won by default
Blk 11 won by the interim rep, will be replaced by permanent rep in Mar.
Blk 11 interim also was elected interim chair.
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