This. 100% this.

 

Nope. Wrong. Amazing how many defeatists are employed here. Got to give it to HR, they did a great job filling the ranks with yes men.

More table scraps please master....

Jeeeez the LEVERAGE is NOW. There is NO sale pending. Freakin unicorn riders.

 

Incredibly ignorant. False threats meant to spoof you into action. You will build a sand castle that will fall apart when the tide comes in.



Previous posters were right. BJ is at the weakest point of negotiations. We finally have something they want - TIMELINE. Our people made a huge tactical mistake by retreating. Of course failure on behalf of BJ pilots is so frequent, it's now become a tradition. Learn from history or be a predictable victim of it.











This communique is for entertainment purposes only. It does not implicitly or explicitly acknowledge employment with any air carrier nor is any relationship implied. This communique does not represent the opinions or policies of ALPA or JB ALPA and does not represent the collective pilot group, ALPA, nor does it imply collective bargaining, advocacy, or workforce actions intended to disrupt operations.

 

I think the MEC screwed our leverage by voting 12-0 to accept the AIP and cancelling the 2nd picket.

Now, the AIP will stand until August (when it is voted in, or turned down). We are no longer in a contract dispute.

If this gets voted down, it's just because of the MEC. Nothing more nothing less.

Also, I hardly ever agree with Queue, but we do agree that if the AIP fails, the MEC and NC have to go.

 

Got another phone call for an open trip, not in my domicile, but in a BJ domicile. I'll be curious to see if the "improvements" in the contract are dependent on "proper staffing levels"...never gonna happen.

Leaning NO just on the fact of the lame surface level numbers.
-------
Remember, a CFO leaves when they don't agree with the CEO's future plans/ purchases.

Keeping the "merger" alive. The BJ experiment has failed.

 

C'mon United.

Pretty pretty Please?

 

No way. This can be fixed and “acceptable” with 2-4 items fixed, at a small cost to the company, in one negotiating session. No guarantees obviously on that, and the union will say no way, but hear me out...it is possible.

Delta’s failed 2015 TA had some glaring issues and had a lot of Moakists toeing the “best we can get” line from the top of the union down. They had a very divided group over that TA, had the former DALPA and National president (Lee Moak) calling the no voters “stupid” and “rocket surgeons,” saying they’ll never get anything more, wont get another cent, etc etc. By the way, Moak, after 3 terms of being the ALPA national chairman, was on an approved leave of absence running Moak consulting firm during these negotiations. Seems weird right? DPA cards were being signed and collected, there was unrest with DALPA, and things got pretty polarized. “It was gonna pass no matter what, no Delta TA has ever been voted down, etc etc.” They even played the soon to come to us “new airplane order” contingent upon ratification game. Delta pilots held the line and voted no anyway. And the majority of guys who voted it down decided the moakies needed to get recalled and replaced. So they cleaned house. Shortly thereafter, they got a new TA, worlds better than TA15. Plenty of reading on that saga, but here's a good start: Moak Set Us Up?

We don’t have the same alpa dynamics here that they had. We don’t have political guys vying for national positions or “Moakie” holdovers. Our NC and MEC is solid and selfless. But this still fell short in some key areas (based on bullet points, not final language). If this doesn’t pass, I wouldn’t want them recalled or replaced. They could take the pilot vote and our expectations to management, show them that we won’t accept below market rate in X Y Z areas, and the company could easily say ok, fine, here’s $5-10/hour here, $20/hr there, 3% a year, etc etc. The company needs this more than we do right now. We should have zero concessions in this environment...it won't ever be this good again (hope I'm wrong on that in 4-5 years as we negotiate our next contract and things are still good). No reason to sell ourselves short of market rate. This is the very low end of "market rate" and falls out of market rate with 2% raises on already low rates.

Or it isn't quick, and it gets dragged out further...but the company doesn't want that. They blinked.

My proposal: New actual market rate DOS rates ($230/$240 E190/195, $245/250 CS100/300, $265 bus), and 3% annual increases, moved up to Jan 1 from May 1 to offset this delay in getting a market rate contract. 50% OE trips instead of 75%.

 

I agree completely. Just the 3% shoulda been a big deal so we don't fall further behind.

 

BJ's business model relies on shortstaffing and shortchanging. It exploits legal frameworks and psychology.

• The legal framework is the FOM, Bluebook, and FSM. It defines how they will exploit you to compensate for the lack of proper staffing.
• The psychological framework is "culture", "juicers", and your natural desire to do an excellent job. I previously provided a link to a research paper
  • Quote:

    CULTURE AS SOCIAL CONTROL: CORPORATIONS, CULTS, AND COMMITMENT
    Charles A. O’Reilly and Jennifer A. Chatman
    
    
    The notion of “organizational culture” has attracted a broad base of scholarly interest. While many researchers study culture using an ethnographic approach, we examine it from a functional perspective, viewing culture within groups and organizations as a social control system based on shared norms and values. From a psychological perspective, we show how a shared normative order or culture can influence members’ focus of attention, shape interpretations of events, and guide attitudes and behavior. Specifically, we explore the psychological mechanisms used to develop social control systems and demonstrate how similar these approaches are across a variety of strong culture settings, ranging from conventional organizations to more extreme examples of cults and religious sects.
  • source: http://faculty.haas.berkeley.edu/cha...ialControl.pdf
  • Juicers are the tools (useful idiots) of this management mechanism of control.
  • It all relies on your natural ego to want to do a good job. It is deep within each of us. This is not a bad thing - quite the contrary. We should all strive to excel as servant leaders and employees, however, the company is exploiting our good will while not adequately compensating and respecting us.

They have developed a control mechanism whereby they staff workgroups at less than 100%. People want to do a good job so they will jump higher because it is in their nature, in their work ethic, to excel. For those that don't, there are legal mechanisms to pacify and control. Only people at the top benefit with ridiculously high paychecks while the rest of us beg for table scraps.

• Let us not be enablers.
• Let us not subsidize their exploitative model.

These are not honorable people.





History, logic, and basic negotiation philosophy dictates we should not accept substandard AIPs or contract language.



This communique is for entertainment purposes only. It does not implicitly or explicitly acknowledge employment with any air carrier nor is any relationship implied. This communique does not represent the opinions or policies of ALPA or JB ALPA and does not represent the collective pilot group, ALPA, nor does it imply collective bargaining, advocacy, or workforce actions intended to disrupt operations.

 

100% agree with this. We desparately need more of us to see it this way. Voting yes on these substandard bullet points would be squandering possibly the best bargaining position many of us will see in our entire careers.