JoeFever1

I hope your initials are JL bc this shi rocks.

b42day

And truly automate FLICA to REALTIME none of this "Pending" and "Processing" BS (it's in the contract now but obviously totally ignored)

BiffleBalls

Yes... It is a great list of things we should go for. If you don't ask, you don't get...

BiffleBalls

I would also add a provision for being paid to set up Ipads or install and configure new apps. I spent a good deal of time setting up my ipad - oh and lets not forget the time we spent screwing around with the last one when they accidentally deleted a bunch of apps that we had to reinstall and reconfigure. I have spent way to many unpaid hours fooling around with this stuff.

ULLI

Did you get paid to do revisions for your jepps, FOMs?
I never did, but maybe some airlines paid for that time. Highly doubt it though

BiffleBalls

We did Jepps enroute. You can't do that on an Ipad without internet, so.. on your own time.

PositiveRate20

I like this guy

dracir1

This is great. However,....

As much as I agree w/ all these needing to be fixed/made to happen, they all cost MONEY. Which, for our contract, is negotiating capital. So, if we want a better system than FLICA offers now, is it worth a not getting as much in daily rate? Or lack of significant improvement in LTD premiums? Or a smaller per diem raise?

It's one thing to say "I want EVERYTHING" but it's another to expect the company to just eat the cost for all of it (because we want it).

Here's a better exercise for everyone here - pick your TOP 6 to 9 things that are most important (you can exclude the rate - that goes w/o saying). AND BE SPECIFIC. For some, it's health care costs. Other may want cheaper/better LTD. Others may think the direct contribution needs to be higher. We are behind in almost every area to the point that there are so many to to choose from (better scheduling, positive space commuting, red-eye pay, international override, better reserve rules. We WILL get an improvement in each of these - the question is how much of each.

The key point in which we ALL need to decide (and is why I continue to post/advocate on here) is the minimum/baseline of pieces. What's the minimum DC we'll accept? 18%? 20%? Do we want positive space commuting or it just a nice to have (from what I understand, we're a pilot group that has about 50% commuters). How much should the red-eye override be?

I think we can all reach a consensus - just NOT HERE IN THE FORUMS!!! Write your rep and tell them. Again, be specific.

AlternateLaw

I would be careful with this one…. It forces them to assign it to a reserve or offer premium for it. We would arguably be undercutting ourselves by taking it for straight pay. However, we are fat enough on reserves we don’t see the premium.

fcoolaiddrinker

Yup. There has to be a contractual time. I’ll buy the argument of moving the time later a bit but removing it completely is a bad idea. We had a loa that did just that in the last agreement and it was a complete disaster (way to much downside to even start to explain) that had to be withdrawn. You need to force it to premium at some point. Especially considering premium should get fixed to a more equitable distribution in a new agreement.