But well below where it should be, unless you jump all over RSAs and other "work harder" incentives. The pay rates might allow the juicers and 120%'ers to make almost SWA pay.



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’ve been a No vote from the get go. Profit sharing, COLA, and 4 years are my big pitfalls. I’m seething at all. I can totally understand if it passes and if it does I totally can swallow it. Looking over at the Spirit thread, we’re looking pretty good. It’s why I’ve never been in BP. I’m actually happy 90% on here can talk about this thing in a civilized manner.
Saw something about global open time, does this mean we can pick up trips in any base?
And did we figure out the 50 million formula? Max at 12 years but is there a percentage per month?

 

I think all cba grievances are resolved via the arbitration process, no?. standard legal sh^t? good question

 

Section 2 - definitions



Needs to be amended exclude leaving voicemail or other passive, non-interactive mechanisms. Two way communication through JETCRW is not explicitly defined. There is no way to determine if it is the intended pilot pressing buttons on the iPad (unless they spy on you by taking your picture using the device's camera). This is a legal Trojan horse for BJ. Positive Contact must NOT be defined as "positive contact". It needs a new term such as "Acknowledged Notifications" with a lower burden of compliance.



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 like this post- I totally get your sticking points 311. Mine are just different thus my tendency to like the TA so far.
Id like to know how you feel COLA and profit sharing trump the QOL/retirement and Scope/Codesharing protections though.
No snark, serious question.
And Im not letting the formula for a 1 time payout influence my vote at all. Other stuff is too important imo.

 

I'm just jumping around... but the legal language is vague, unenforceable, and open to interpretation, which is BAD.


For example, it shouldn't say "Hotel Guidelines". It should say "Hotel Requirements" and be followed with a first sentence text saying "The following items must be assured by the company unless there is a mutual agreed upon exception made by BJ and the B6ALPA hotel committee, through 85%+ member ratification."



By saying "Items used to determine suitability of a hotel should include, but are not limited to:", doesn't prevent them from giving you a roach motel since they are not written as "requirements" but rather by "considerations". To make it worse, it says *should*. So this entire section might as not well exist since it contains the "should" legal loophole and vital missing verbiage.


This TA is garbage. It was written by people who have never read a real contract before. So much for ALPA lawyers. BJ's lawyers managed to only gain further retainer for themselves and for ALPA lawyers by putting in tons of loopholes to keep them employed.



I'm voting NO.



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.

 

we'd have to know how many pilots they are counting and how many months each of those pilots have been here (capped at 144). take all the pilots times all the months, then take your number of months you have been here (capped at 144) and divide by that big number (which is unknown), and then multiply that number by $50,000,000.

or maybe $44,000,000 at first? because it talks about holding back 12% of the bonus for lawsuits and such, and i assume we'd get that part later?

 

No.. that is a false assumption and a common false narrative. You *never* have to agree to arbitration.

Arbitration is what companies are doing nowadays in order to trick customers/employees from having a court find the company guilty. It is basically a way to take away your ability to take things to a real court.

It has become standard because people don't care to or know how to read the legal fine print. But, standard doesn't make it something acceptable. It was once standard NOT to have arbitration agreements, but big corporations have consistently screwed customers and employees.

Read this: https://www.huffingtonpost.com/entry...b0568a880b3e26

No one can force you to work somewhere that has binding arbitration. We don't have to agree to a contract that enforces mandatory arbitration. It's only "mandatory" if we agree to it in the first place. This is how the 3A disaster happened in the first place. We need the right to take grievances to court via lawsuit in the event of a violation, not some kangaroo court paid for by BJ.


This TA is far worse than I thought.



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 actually get excited about the QOL stuff. There’s some really good stuff in there, hence why I can easily swallow it The best part of this job is time off and flexibility. Codesharing is number 1 but as I mentioned in a way back post I don’t see B6 outsourcing it’s brand. It’s the one thing they can still control. The 1 time payout doesn’t sway me either. Just trying to gather numbers
As for COLA & Profit, I feel like those set a precedent on the rest of the career. Profit sharing is the toughest to get back. But as lame as it sounds, I think most of us want to help out, go above and beyond. Kinda of pride thing. With Profit sharing the way it is, it’s our last piece of the pie to keep those greedy a**holes in check so the Bonnies of the world don’t have free reign. And the COLA, it’s just principle. You’re blatantly saying we don’t want to pay you enough to keep up with inflation. And I’d like to see an expiration cliff then. An Auto 2% raise each year after contract expires.
And I thinks it even better for the junior guys which I’ve considered. I do have to plead ignorance for the 190 guys. I’m not sure if they’re getting bent over

 

i was really really surprised to not see that in there. isn't that pretty normal to have?