Nothing short of getting hired by a real airline or a true market rate contract will make me happy. Why are you so happy to work for less?

I never said there weren't gains in this thing, but it is NOT industry standard in its language, nor market rate in its pay.

Good luck negotiating the next one when we gave away all our leverage here.

I wonder, how much of that $187M/yr is in the form of snack boxes on mint flights? Discount pilots make me sick.

 

Have you looked at the contract comparison guide? Even once?

We fall in the middle of nearly every category with the TA, Above in some and below in others.

 

If you look at the guide we are above in sections that cost Jetblue little to nothing and below in sections that could prove expensive. Scope, and the related sections, cost Jetblue little to nothing. In the end each pilot needs to decide the value of those sections.

 

Did you notice that the comparison guide format changed dramatically? That they present the same data in a new way to make it look better? Did you notice that they omit all of the areas we are way behind? Did you notice that we are near the bottom on pay? (The one they couldn't omit and its hard to massage.)

 

To that end a poor scope section could cost us seniority should jb decide to do as Alaska did and farm out half of their ASMs.

How many 737 and 717 spots could be flown by mainline pilots at UAL and DAL if the 70seaters were not allowed? Or better if those RJs were at mainline?

Not to mention the M&A language. If it never happens it’s worthless, it could be priceless.

You are 100% correct. Each of us has to put a price on perceived costless items. Past performance is not indicative of future results...

I’m still undecided.

 

I think you’re emotionally crippled because your “number” is smaller than the guy next to you.

Yes the format changed, no it doesn’t change the data.

 

I think you don't value yourself because you are willing to work harder for less money.

 

Charts can absolutely be used to present the same data in different ways. The vacation accrual chart is a great example. The disparity in credit per vacation skews the data. In years 2-4 we appear to be ahead of everyone but American. But both us and everyone else has two weeks of vacation. Then in years 5-9 we appear middle of the pack but in reality we still have two weeks of use it or lose it vacation and they all have three.

 

Yup. Plus, when you look at things like healthcare, they omit comparisons of the plans. The numbers look impressive until you find out the healthcare quality is the lowest of the low. This really hurts bad when your basic pay rate is below even SWA. This is a very simplistic analysis simply to sell the TA to us, not to paint an accurate picture.

And, we're really selling out on other things such as giving the company the ability to get involved in your healthcare (to create a parallel / unofficial medical record documentation system - it needs to be 100% retained at the FAA 1st class level and nothing more - you're either qualified or you''re not - they have no business going any further than seeing your 1st class license). I've already extensively commented on the language problems in the TA which will haunt us later. The lawyers did a sub-standard job of preventing loopholes - there are too many (see my previous posts).

This is a largely a 1.1 * cost neutral contract. The only way to begin to get paid what you are worth is to pick up RSAs often (juicers) or fly nothing but redeyes (you don't care about your health). Work harder for less.


Signing bonus is pathetic and doesn't even begin to cover ALPA membership dues over the 3+ years of contract "negotiations". It doesn't account for the years of working well below what we are worth.


There is no reason to accept false choices from B6 or ALPA. We still have recourse to improve this TA.

The Railway Labor Act Simplified

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.

 

And what is their purpose of putting stats on the number of pilots and aircraft we have vs. everyone else?


Is this to infer a datum plane for comparison? E.g. we deserve less pay because we have less people and less airplanes?


Notice how they didn't advertise this:




Notice how they didn't run various bottom line comparisons. E.g.

• 2nd year FO doing 70 hrs of credit/month (commuter) not flying redeyes except for maybe 0 to 1 times/month.
• 10yr FO doing 100 hrs of credit who lives in base picking up RSAs (juicer).
• 1st yr Captain on Reserve commuting from West coast.
• 5th yr Captain with a low-end line commuting from New Mexico doing 70-75 hrs/month.
• 15 yr Captain getting Aruba day turns, picking up RSAs, getting trips with DHs on the end (career juicer).

Let's see a bottom line calculator that shows bottom line pay, bottom line days off, etc.



The Railway Labor Act Simplified



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.