Originally Posted by JustInFacts

Where did I say you were a draft *****? I simply quoted you saying that vacation was a BIG reason you came to Fedex. Any other implication is on you! And how is our vacation a benefit only made possible by higher pay rates?



All of block 1 and 2 were hired before 9/11, when our contract had rates lower than Delta. In January 2014, Delta had rates higher than ours. In November 2015, our rates went a little higher than theirs until January 2016, two months later. So, since a little more than half our crew force has been hired since Januray 2015, and for all but two months of that time, Delta had higher rates, the majority of our crew force was hired when we didn't have the highest rates. Unless, of course, you are suggesting that we hired as many pilots in those two months as we have in both blocks 1 and 2 combined. Notice that I am excluding those pilots hired after 9/11, even though Delta still had higher rates than us all the way until mid 2004.

Originally Posted by Flying Boxes

The longer you argue for less pay means the closer you get to retiring with $130K pension. End of discussion. The majority has already voted down sub standard pay.

Originally Posted by JustInFacts

Again, where have I stated that we should accept sub-standard pay rates? I have said in other threads that we should get industry leading pay. I have said that pay rates aren't the only thing people consider. You even said in the end of year salary thread that I quoted that vacation was a BIG reason that you came here. In that year, Delta's top rate was about $40/hour more than ours. You even said that pay is different here in that posting.

This isn't my last contract here. If I am stuck with a $130K pension, my guess is everyone on property will get that or less.

Originally Posted by JustInFacts

Since we are talking contract facts, let's look at the history.

Compensation: In 1999, our top rate was $184 while Delta's was $250. In 2004, our top rate was $206 while Delta's was $319. We went from Delta being paid 30+% more to them being paid 50+% more, yet people like to say we had industry leading pay. Our top rate didn't pass that $250 mark until 2008 for our A380 rate that we never got.

Reserve: 90 minute call out. Saying that an overwhelming majority of our pilots must be able to report withing 90 minutes is true, but not necissarily what happens in reality. This is also a product of only having two recoveries and all of our trips ending when we hit our base. Can that change, sure. How and what are the follow on concequences? Can you imaging how the company could abuse pairings that are allowed to be built to transit a pilots base? What about revisions that allow the company to sweep a pilot through their base?

System bidding: Yeah, it sucks. It didn't poll in the top four in items to be fixed. Have you looked at Uniteds' new contract? If they bid to a seat, and a new bid comes out and they could hold a better seat, yet haven't trained for the previos seat, they can't bid. If you are stuck in a seat, and a junior pilot got hired into the seat you want, how do you suggest fixing it? A bump and flush bid? Wouldn't that be sticking it to the junior guys, or does that only apply if you aren't the junior guy?

Hotels: Well, I guess I will tell that Delta and United crew that are staying at this same hotel that they are staying at an industry worst place.

It is easy to point out problems, it finding the solutions that don't have negative effects worse than the original problem that becomes tricky.

While some might not agree with the focused approach, it is what the majority wanted.

So, what isn't the MEC telling us about being released? Have they mentioned that a PEB could say that the rejected TA was the highest per pilot contract? Have they said that the PEB could make recommendations for a new contract? Have they mentioned that Congress could force the rejected TA on us or a recommended TA from the PEB? This isn't meant to try to scare anyone, it is only mentioning the possibilties that haven't been brought up. If we are so important to the US and world economy, shouldn't these items be a concern?

Originally Posted by Flying Boxes

Stop grasping at straws trying to validate that you are correct. Also stop proving you’re an egomaniac. QOL is important and higher pay offers much more QOL in any area of the contract. For you to double down on the EOY survey post is just contextually false and but you just can’t bring yourself to admit you are wrong and post something positive about what the majority actually wants. Open your aperture to see how connected pay is to everything for pilots at any airline. Are you a management pilot?

Originally Posted by Flying Boxes

^^^This^^^
FedEx pay can get confusing if you dig into the details.

12+ year B777 F/O

Total Pay: ~$320K
Days Off: 204 for the year (averages to ~17 days a month - 174 CH of vacation a year, BIG reason I wanted FedEx)
Actual Block Hours: around 650 (No reserve days this year)
Actual Pay Credit Hours: just short of 1,400 CH (Pay hours)
No vacation buy back, I love my time off!

Additional money from FedEx (Not included above):
B Fund: $22K
Company 401K Match: $500.
Another year of A Fund (working on high 5 still, union trying to change this in future-wait & see)

Originally Posted by Cocoloco

Come stay at UPS Hotels. I mean Motels. Not even Spirit or Frontier stay at these 2 star motels.

Originally Posted by gatorhater

you guys still at the Ayers in ONT? Nice people, substandard transport and property.

Originally Posted by Cocoloco

Yes, Total dump but good location. Like 80% of our domestic hotels. Crap. And 40% of our Intl. Hotels. Your accomadtions are light years nicer. SYD, KIX, CGN, MAD, etc.

Originally Posted by gatorhater

you guys still at the Ayers in ONT? Nice people, substandard transport and property.

Originally Posted by ExHerk

We aren’t there anymore. They switched to a Marriott this year.