Same playbook-FedEx, SWA, Delta TA?
10-11-2015 | 09:49 PM
#21
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For example, seems like newhire pay should not be considered a cost. It's what the company needs to do to attract qualified pilots. The die trying (is that what they call it?) shouldn't cost, it's a win for the company, and something many of our pilots would like. Also, retirement notification shouldn't be considered a cost, it keeps people through peak of 2016, an incentive that shouldn't be paid for through other concessions.
10-12-2015 | 03:26 AM
#22
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From: Retired
And that Ladies and Gentlemen is the difference between tactical and strategic thinking. You mention: "It seems like there are definitely win/win scenarios in this TA". The company is considering the TA in its entirety. Just sayin'.
10-12-2015 | 06:46 AM
#23
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Good thing y'all voted GOP the last 40 years and failed to support Labor in general. This writing has been on the wall for decades. Even the angst over the pension for YOU. If you would have supported pensions for others, maybe there would be support out there for yours.
10-12-2015 | 07:23 AM
#24
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Good thing y'all voted GOP the last 40 years and failed to support Labor in general. This writing has been on the wall for decades. Even the angst over the pension for YOU. If you would have supported pensions for others, maybe there would be support out there for yours.
And if everyone had voted Democrat, there would be pensions for all, with our pensions increasing? Another hilarious statement. You must realize that our fine president and other Democrats don't look at us as labor. We are the filthy, evil rich, who must be taxed beyond infinity.
10-12-2015 | 07:47 AM
#25
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Ah, not necessarily. It seems like there are definitely win/win scenarios in this TA. However, I feel like it those scenarios are getting charged and paid for by the pilots, instead of being considered zero cost items.
For example, seems like newhire pay should not be considered a cost. It's what the company needs to do to attract qualified pilots. The die trying (is that what they call it?) shouldn't cost, it's a win for the company, and something many of our pilots would like. Also, retirement notification shouldn't be considered a cost, it keeps people through peak of 2016, an incentive that shouldn't be paid for through other concessions.
For example, seems like newhire pay should not be considered a cost. It's what the company needs to do to attract qualified pilots. The die trying (is that what they call it?) shouldn't cost, it's a win for the company, and something many of our pilots would like. Also, retirement notification shouldn't be considered a cost, it keeps people through peak of 2016, an incentive that shouldn't be paid for through other concessions.
You just made my Point. If Management really wanted New Hire Pay to double, they could have made that happen in the 2011 Bridge contract. ALPA proposed to raise new hire Training pay. It was a good thing for our new hires but make no mistake it came at a cost in some other area.
Sorry, I think the Rule still stands. If Management Wants it, it is Generally Bad for us.
1. PBS
2. Freeze A-Plan
3. Any work rule Proposal by them
4. Lay Flat seats vice Business or First
4. 8 in 24
10-12-2015 | 08:41 AM
#26
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From: Gear Monkey
You just made my Point. If Management really wanted New Hire Pay to double, they could have made that happen in the 2011 Bridge contract. ALPA proposed to raise new hire Training pay. It was a good thing for our new hires but make no mistake it came at a cost in some other area.
Sorry, I think the Rule still stands. If Management Wants it, it is Generally Bad for us.
1. PBS
2. Freeze A-Plan
3. Any work rule Proposal by them
4. Lay Flat seats vice Business or First
4. 8 in 24
Sorry, I think the Rule still stands. If Management Wants it, it is Generally Bad for us.
1. PBS
2. Freeze A-Plan
3. Any work rule Proposal by them
4. Lay Flat seats vice Business or First
4. 8 in 24
This is what it will take if the TA is voted down and we want to achieve a more acceptable TA 2.0
10-12-2015 | 11:00 AM
#27
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