pipe

If you, like me, want to see this POS TA voted down it's going to take effort.

The powers that be are campaigning in favor - it is up to "the twelve of us" to push the pile. The vote will be within 10% of a 50/50 split. Whichever side does their legwork will win.

Talk up your reasoning every chance you get - and with anyone who will listen.

Pipe

pipe

I'm stealing this from GetRealDude in another thread - but I think it makes a great "talking point" sheet from which to start. Print it, carry it, pass it around, hang it in the bathroom stalls, post it with the crashpad ads, etc.

Please educate yourself. If this is passed, we'll have to live with it for the next 6-10years. That's a long time to get beat up (QOL) with no recourse.

BIG ISSUES:
- no increase in A Plan High 5 (degradation in benefits year after year)
- pathetic B Plan bumps (1% DOS the wait four years for added 1%)
- no cash over cap provision for B fund + 401k limits (big issue here)
- hourly rates insultingly too low (Minimum $300/CH WB Capt DOS)
- annual increases to pay also too low (should be 4, 4, 4, 4, 4 annually)
- retro payout is pathetic based on delays (RUFKM?)
- healthcare premium increase (significant and change annually)

- 6 week bid months (might be good for the SIG but a HUGE problem) - see TonyC breakdown on page 10 of this thread)
- vacation negatively affected by 6-week bid periods
- CRS no real time trip trading improvements
- CRS can still move R days w/o approval (but you get a 3 CH bump)
- CRS can still extend you in the field w/o approval
- CRS can throw you on a Company J/S practically at will
- CRS manipulation of open time with ghost ASBY/HSBY not fixed
- Higher % of bidpack will be VTO (this is mini-PBS)
- no resolution to our sick leave doctors note BS harassment grievance

- the loss of hotel room on a 4 hour hub turn
- no increase in vacation and sick leave credit per day
- no increase to the base housing allowance for the FDAs
- the Dash 8 400 deal in EUR is BS
- loss of first class DH when lie flat business class is available
- 767 Company DH (Jumpseat to Europe - say it ain't so)
- 18 hour deviation check-in reqmt (intercontinental)
- Pilot pays for each deviation booking fee up to $25 each time (BS)
- loss of hotel in lieu of DH (bad deal here)
- scope concerns (6 week bid period clause, TNT deal)
- POP is gone with bidding for ITU.

golfandfly

And we get a cost of living raise!! No for me!

busdriver12

Explain what you mean by, "Company can throw you on a company Jumpseat, practically at will"?

Truth or exaggeration?

golfandfly

I think it may be exaggeration, they included an older settlement... But most of this is correct..

GetRealDude

NO - for the reasons above.

I'm printing a copy of the list of problems as well. There are so many I can't possible remember all of them. Educate and share. Knowledge combined with a spine goes far.

busdriver12

I'm pretty big on accuracy, and when I see something that is questionable, I wonder about the rest of the points (except the ones I'm already clear on). It would be good if we could have a brutally honest assessment of the positives and negatives, with no BS and no exaggeration either way. Not sure there's anyone unbiased enough to put that one together.

iarapilot

I have seen it mentioned in a couple of posts that we will be paying a $25 fee when we change a DH ticket. Just pointing out that this is partly true. Just to get the facts straight, from the highlights.............and sorry for the formatting. When copying from the pdf, this is what I get. To lazy to manually fix it.

o Ability
to
maintain
2
active
DH
reservations
when
scheduling
deviation
travel
(8.C.1.a.v.)
o Current
language
allows
all
deviation
ticketing
fees
to
be
passed
on
to
the
pilot.
Now
limited
deviation
DH
ticketing
fees
to
$25
per
occurrence
after
the
2nd
change
(8.C.4.c.)

GetRealDude

Read the TA cover to cover and decide for yourself on the accuracy. CRS and DO already have wide discretion on company jumpseats. The added flexibility allowed under the TA simply expand that ability. Easy to envision wide discretion to the detriment of many. This lone bullet point pales in comparison to the magnitude of the overall productivity concessions allowed under the TA. That's my opinion. Feel free to educate yourselves and think about the scenarios. I guarantee you CRS and management are pouring over every detail and exploring their options to maximize efficiency.

Mark2792

This is a concessionary contract, and I don't like the new CRS abilities AT ALL.....but I suspect this will pass.