Hey they put DHs in mint. Only if it’s over 7hrs. Because....we have zero flights over that block

I've had 11 years to know what the company thinks of all of us, but might this be about AOL pilots? Can't tell from the highlight sheet.

Or continue to be NMs & pay a contract “service/maintenance” fee if they don’t want to pay back dues & remain employed in the Agency shop.

Dang missed that little part.

Since the AIP bullet points came out, the biggest issues I heard pilots complain about were the weak COLA increases, no 321 payscale/override and profit sharing. I think if they would have gotten more gains in those 3 areas, this TA would be an easier pass.

Reading the TA Highlights, the scheduling and pairing construction section are pretty good and that's where they got the most gains, but then again, a lot of that stuff is industry standard that other airlines already had in place, we are just so beaten down working under the crap FSM/PEA for so many years that those sections sound amazing now.

The biggest issue for me is the Implementation timeline! There are some absolutely ridiculous timelines. Why does it take until 1/2019 to give the reserves that extra day off? We all know the company is going to take their sweet time to implement that stuff as close as possible to December 2019! That is over a year away!

After reading the highlights, my thoughts so far are,

Scope is good. Vacation pay and benefits (If I'm interpreting it right) are good compared to our peers, (meaning we can sell back more than just once per year, and we can fly over if we want, unlike others) however I'm still unsure about the distribution. That's something that will need explaining. I want more information on things like effective deductibles compared to others, and I'm not thrilled at our insurance still. I was expecting more gains (i.e lower health care costs). Also, what's with Section 15? Physical standards? If the company doesn't think you're fit they can send you to a doctor? Is that something we have now, or other airlines have? Also, what defines "Fit"? As far as I understand, if you can hold a medical, you are 'fit' for duty.

I'm not happy about implementation dates though. Section 3 and Section 12 don't go into full effect until 12/31/19, and Section 7 (PTO/VACA) until 1/1/2020.


I'll be waiting for the full TA to be published to make any sort of YES/NO decision.

I was very surprised by the 7-5 vote.

Same old awful insurance with very few gains. Looks like we still pay out of the nose for absolute garbage coverage. Thanks NC, if my family has a major medical issue we are still hosed. Way to knock it out of the park on that one!

But hey, if your in the 190 you get a 6.8% raise!!! Awesome

yeah 18 months for implementation. No good. Remember when we were supposed to have a "call in well" section with the new FSM that still hasn't been turned on? Thats a 1/3 of the the life of this thing. Especially since guys are scared of sending this thing back and waiting another year. I need to see a 3% increase each year. If we're only gonna take deliveries of 321s, I need an override. A 4 year deal, when other airlines are expiring in 2019. The 50 mil just ins't enough. No change in profit sharing. Those are my hangups. Essentially I feel like I'm just voting for a pay raise

I think the "physically fit" might be along the lines of calling in sick. They want some language in there if they ask you to produce a doctors note, it comes out of the company pocket. At other airlines its something along those lines