Needs to also say:


"1.a. The minimum rest period will begin at the time the crewmember arrives in his hotel room. Delays from travel, complications from check-in procedures, or dis-satisfactory rooms shall not infringe upon 10 hours of rest."


So it would be smart for the company to make sure that you're not waiting 2 hrs from a shuttle and to always add 30 minutes to allow for room assignment issues.



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.

 

So why not have it in a contract?



Besides, I'm not even sure this contract allows you to take it to court. There are so many references to grievances and arbitration in this TA that it may just be another 3A.


Your argument places the burden of remedy completely on the pilot.





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.

 

Emergencies were explicitly said to count against you under the existing Dependability Policy (read the list of things that count against you in the DP text).



This TA makes things even worse by legitimizing the arbitrarily defined and enforced Dependability Policy. It outsources the flowchart to the DP.



So even Emergency Leave can still count against you?


Remember, if it's not explicitly defined, it's a bad contract.



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.

 

Genuine, non-inflammatory hypothetical, Queue:

Should there be some sort of recall of the NC or even at an executive level, why wouldn't you take your passionate crusade of bettering the profession to that same, recalled level? You've said you could write things better than, what I assume to be, full time ALPA attorneys versed in labor law.

Well, why wouldn't you?

Though I'm anticipating the "management troll" replies from the others, I'm just looking for an answer to the question.

 

Why are we giving the company the authority to force you to take an unnecessary medical examination? Define "reasonable cause". If the FAA gives you a first class qualification, then it should stop there. This is ripe for abuse through medical tyranny. If you get on their bad side, they can "suspect" you of drinking or emotional problems and use this language to coerce or intimidate you. This also empowers the company's medical examiner. Remember, that guy is always on the company's payroll. He's not on your side. You could have one false EKG and you're done for.


This alone should send a strong NO vote by every lanyard wearer.


How did this garbage even get to us!!!???



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.

 

More weak language. Firstly, we shouldn't agree to any company initiated examinations.


Secondly, there need be explicit definitions of "safeguards". For example, what prevents them from talking about your medical issues through GMail, then their accounts get hacked and your medical records are now on Wikileaks or APC? What is the penalty to BJ if they make a mistake? Remember when Equifax leaked all your credit report info? (https://techcrunch.com/2017/09/07/eq...ion-consumers/) What happened to them? Nothing. This has no penalties against BJ for violations (not that any of this ought to be allowed in the first place!)



What is the definition of "directly responsible"? No company employees should ever have ANY access to ANY of your medical records whatsoever, and without exception. Medical personnel are required to maintain records in compliance with HIPAA but this seems to create a parallel record keeping system ripe for abuse and security vulnerability.



Medical stuff should be limited to the company getting a "Yes" or "No" from the FAA medical officer and nothing more. You either have a 1st class or you don't.

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.

 

More weak language.


"reasonable"? What defines it reasonable? The company probably wouldn't find it reasonable to give you a Band-Aid.


What happens if you get stabbed by a needle with HIV while you're dumpster diving (cabin cleaning) while you're commuting in for duty? The contract doesn't elsewhere define duty as starting when you start dumpster diving. BJ will simply say you weren't "on the job" if you were cabin cleaning.


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.

 

You understand literally everything you have complained about tonight is Industry standard.

Or


The things you want added are not in any airline contract in existence.


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It's not worth it.

 

Firstly, labor law is not a limiting factor. It doesn't stop us from negotiating better conditions of employment. Attorneys are not as useful as you may think or are led to believe. Where were our ALPA lawyers in allowing so many loopholes? Literally every page I read has huge loopholes if not just grossly unacceptable concessions (e.g. the company dealing with pilot medical issues). Lawyers tend to invite vagueness in contracts in order to keep themselves employed in fighting those very same loopholes. You have to make a lawyer work for you otherwise they are screwing you (e.g. if you sit in their office telling them your sob stories, they are only acting like they care because they started the clock the second you walked in - $$$$).

Secondly, getting to an ALPA MEC or NC position is purely a high school level popularity contest, exactly like politics. I don't play those kinds of games. If the BJ pilot group would vote for me, I would consider it, but that won't happen under ordinary circumstances. Too many pilots at BJ suffer from Stockholm Syndrome and they will object to me as Bozo does. He had to block me because I was so threatening to his fragile little brain.

Thirdly, ALPA would use their powers against me the second I threaten their monopoly and establishment. I would need legal protection from them. While I support ALPA, I don't support its current form. It's too expensive and doesn't deliver results, as evidenced by this garbage TA. I want it filled with killers with proven track records.





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.