FDX - No negotiations update?
06-19-2015, 04:10 AM
#51
Line Holder
Joined APC: Jul 2007
Position: B-767 Captain
Posts: 53
The "fuzzy" part is the "red letter". I don't think Fred can say "with or without you" this time.
Delta just got a 14% raise in 6 months (14.48% compounded on 1/1/2016.) FedEx will have to do better than that or it will get turned down. The demographics of the crew force has changed dramatically in the last 5-7 years, the NO group is no longer on the property. If the company tosses us a turd, it'll be confirmation that they really don't get it.
Delta just got a 14% raise in 6 months (14.48% compounded on 1/1/2016.) FedEx will have to do better than that or it will get turned down. The demographics of the crew force has changed dramatically in the last 5-7 years, the NO group is no longer on the property. If the company tosses us a turd, it'll be confirmation that they really don't get it.
06-19-2015, 05:51 AM
#52
done, gone skiing
Joined APC: May 2005
Position: Rocking chair
Posts: 1,601
Originally Posted by MaxKts
Just read Fisher's letter. To me it looks like a precursor to the disgust we are going to have from the turd the company has just thrown to the negotiating committee! 
They win either way. We hold our nose and pass it, we get bought off on the cheap. We vote NO, the process goes though another peak in status quo and maybe this time next year we get to do it all over again.
The unknown in how much push the mediator does on the NC to take the offer and move it upstream. If the company has any inside pull, this is where it would show. The only meaningful pressure we can bring is the threat that comes with release from mediation.
06-19-2015, 06:33 AM
#53
Gets Weekends Off
Joined APC: Feb 2011
Position: Bus driver
Posts: 322
Originally Posted by dckozak
If the NC brings a "TURD" to the MEC and they, in turn, feel the membership have to pass judgement on it....than the company wins
They win either way. We hold our nose and pass it, we get bought off on the cheap. We vote NO, the process goes though another peak in status quo and maybe this time next year we get to do it all over again.
The unknown in how much push the mediator does on the NC to take the offer and move it upstream. If the company has any inside pull, this is where it would show. The only meaningful pressure we can bring is the threat that comes with release from mediation.
They win either way. We hold our nose and pass it, we get bought off on the cheap. We vote NO, the process goes though another peak in status quo and maybe this time next year we get to do it all over again.
The unknown in how much push the mediator does on the NC to take the offer and move it upstream. If the company has any inside pull, this is where it would show. The only meaningful pressure we can bring is the threat that comes with release from mediation.
06-19-2015, 06:42 AM
#54
Gets Weekends Off
Joined APC: Nov 2013
Posts: 2,756
Originally Posted by Full pull
I'm hoping the company is smart enough to know that if we don't have a contract by peak, nobody wins. Unfortunately I think the company has worked itself into a corner. There's not enough time for a turd to be presented to the membership and go back to the table. They better get it right the first time.
I hope you're wrong about that. I wonder if the MEC could look at it pretty quickly (it's not like they haven't already agreed on many of the detailed sections, this isn't a random offer out of the blue). Then could the negotiating committee counter it with changes and go back and forth? I am wondering if that's how the process goes, that is, if the company didn't put in a lot of bizarre scheduling/retirement changes, things that would never have a chance. The problem is the wait time when voting for/against the contract starts, so the MEC shouldn't put anything in front of us that is crap.
06-19-2015, 07:18 AM
#55
Gets Weekends Off
Joined APC: Feb 2010
Position: Socket Drawer
Posts: 1,797
Originally Posted by busdriver12
I hope you're wrong about that. I wonder if the MEC could look at it pretty quickly (it's not like they haven't already agreed on many of the detailed sections, this isn't a random offer out of the blue). Then could the negotiating committee counter it with changes and go back and forth? I am wondering if that's how the process goes, that is, if the company didn't put in a lot of bizarre scheduling/retirement changes, things that would never have a chance. The problem is the wait time when voting for/against the contract starts, so the MEC shouldn't put anything in front of us that is crap.
06-19-2015, 07:54 AM
#57
Organizational Learning
Joined APC: Nov 2005
Position: Directly behind the combiner
Posts: 4,948
The Company still wants concessions on health care.
Current CBA language provides Base and Buy-Up group health benefit options, and limits the year-over-year increase in premiums to 6%. Any plan which provides less or costs more is, by definition, concessionary. There's really no point in discussing shiny pay rates (and I doubt they're very shiny) as long as there are concessions. We work harder than any other group of pilots, save perhaps our brothers in Louisville, and we deserve and have earned the best health care insurance. Don't waste my time telling me why we should "share the load" of a system that may never even come to fruition. The Company negotiated this benefit, they owe it, we deserve it, we demand it. End of story.
Be ready for The Company to turn our fellow employees against us. They've lost their defined benefit retirements. Their health care benefits have eroded. The Company will paint us as the bad guys for wanting to keep the retirement and insurance benefits we have while asking for more.
Don't let The Company or your fellow employee make you feel guilty for standing up for what is right, morally and ethically. Settling for less won't restore the mechanics' retirement plans. Conceding health care benefits won't make the couriers' health care benefits better. It's long past time for us to stand up and settle for nothing less than what we deserve, nothing less than the very best, across the board.
.
Current CBA language provides Base and Buy-Up group health benefit options, and limits the year-over-year increase in premiums to 6%. Any plan which provides less or costs more is, by definition, concessionary. There's really no point in discussing shiny pay rates (and I doubt they're very shiny) as long as there are concessions. We work harder than any other group of pilots, save perhaps our brothers in Louisville, and we deserve and have earned the best health care insurance. Don't waste my time telling me why we should "share the load" of a system that may never even come to fruition. The Company negotiated this benefit, they owe it, we deserve it, we demand it. End of story.
Be ready for The Company to turn our fellow employees against us. They've lost their defined benefit retirements. Their health care benefits have eroded. The Company will paint us as the bad guys for wanting to keep the retirement and insurance benefits we have while asking for more.
Don't let The Company or your fellow employee make you feel guilty for standing up for what is right, morally and ethically. Settling for less won't restore the mechanics' retirement plans. Conceding health care benefits won't make the couriers' health care benefits better. It's long past time for us to stand up and settle for nothing less than what we deserve, nothing less than the very best, across the board.
.
06-19-2015, 08:30 AM
#58
Gets Weekends Off
Joined APC: May 2006
Position: Excessed WB Capt.
Posts: 1,063
06-19-2015, 10:47 AM
#59
Gets Weekends Off
Joined APC: Nov 2005
Position: 757 Capt
Posts: 2,418
Contract is much more than just pay rates. Raise my min pay per day to 9CH and I'm not going to reject a payrate that's the same or even slightly less than the current rates.
Don't have all the details on Delta's pay raise bump, but it's my understanding that it's intended to replace their current profit sharing plan. That's mgt for ya, take this concessionary contract but when we make $$ we'll share the wealth....well, we didn't know we were going to be THIS profitable, need to fix that since we're just giving those pilots a HUGE amount of money.
And it's interesting to read that payrates need to be XXX$ just to stay even or I'm voting NO. Tough thing is nobody really takes the time to figure out the value of our current pay rates in 2015$, if you do so, think you'll be disappointed.
Health care will continue to be an issue, but in absolute $$ values, even an 6% increase in what the company pays per year is less than the value of a single days work for our WB Capts...and that's spread out over a year and tax deductible to boot
If the company truly wants a change on health care spending....bribe us. Propose a third option, or modification to the existing two. Develop an HSA compliant version and dump, say 70% of the savings into a pilot owned account. I'm still young enough that it'd be nice to have a taxed deferred account to pay for health care costs post retirement, God willing...but that certainly wouldn't be true for everyone.
Don't have all the details on Delta's pay raise bump, but it's my understanding that it's intended to replace their current profit sharing plan. That's mgt for ya, take this concessionary contract but when we make $$ we'll share the wealth....well, we didn't know we were going to be THIS profitable, need to fix that since we're just giving those pilots a HUGE amount of money.
And it's interesting to read that payrates need to be XXX$ just to stay even or I'm voting NO. Tough thing is nobody really takes the time to figure out the value of our current pay rates in 2015$, if you do so, think you'll be disappointed.
Health care will continue to be an issue, but in absolute $$ values, even an 6% increase in what the company pays per year is less than the value of a single days work for our WB Capts...and that's spread out over a year and tax deductible to boot
If the company truly wants a change on health care spending....bribe us. Propose a third option, or modification to the existing two. Develop an HSA compliant version and dump, say 70% of the savings into a pilot owned account. I'm still young enough that it'd be nice to have a taxed deferred account to pay for health care costs post retirement, God willing...but that certainly wouldn't be true for everyone.
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