Originally Posted by Hockeyjr1

I’ve been at spirit almost 1.5 years. The good of our contract is reserve grid must be 75% green every month, we are required to have 4 days off after working up to 6 days which is waivable, and we can drop to zero as line holders. Extra 5 hrs pay for overnights over 24 hrs, rescheduling has to go through reserves then OT lists before it hits a line holder on a trip. Reserve is seniority based by days left available. A lot of our trips have nice soft pay and you can work sometimes one leg each day for 3 days in a row.

The worst is probably getting paid by duty period not by calendar day and having average daily credit with no leg by leg pay (offered in TA 2024). They stopped reserves from dropping before I got her because guys were “checkering” the grids and no one was legal for 3 day + trips. IMO reserves should be able to swap days around but dropping them will keep lineholders from adjusting their schedules. Biggest thing here is we actually use our reserves. They want 14-20 a month usually and by the time the day comes it drops down close to it.

I was on reserve for 9 months and the 3rd one in I had every weekend off. I’m now a line holder getting minimum 3 weekends off with 14-17 days off total. I was supposed to be on a 3 day trip today but dropped it last week as I would have worked 12 days with 1 off. I’ll either pickup tradeboard stuff or X list for 200% at some point. If you want time off then drop trips you want to work then pickup or xlist. Last month I was down to 22 days off at 55 credit and they called for a 3 day that paid 30 hrs. This month I have 19 off and 61 credit. Wanna take a vacation next month? Drop to zero and do whatever.

Overall I like our contract. There’s a very hands off approach here from management also. If I’m late starting a trip I’m not going to be hunted down and asked why. We have no occurrences or marks for sick calls just don’t abuse it. It’s also hard to abuse sick time when you can drop trips coming up without calling out.

Our negotiations together for a JCBA I think can take the best of both if we stick together on the vote. We have QOL without the pay of other airlines and personally it works for me. Keep some of ours with some of your contract plus your pay rates and well actually be an airline people leave to come to.

as of right now there’s 3 days red for the rest of the month for MCO FOs and it’s one day on each of the next 3 weekends. The rest is green

Originally Posted by mkitrn

Management notes
- they will easily cave on drop to zero
-JB already has great work rules in pilots mind

Originally Posted by Bluedriver

Management notes:

-NK pilots will cave easily on Profit Sharing bonuses, industry leading pay rates, pay per calendar day (vs pay per duty period), as long as they don't have to compromise on DTZ at all.



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Originally Posted by mkitrn

I mean that is not what I am getting out of yalls little chat. But what do I know?

Originally Posted by mkitrn

Management notes
- they will easily cave on drop to zero
-JB already has great work rules in pilots mind

Originally Posted by disenchantMINT

I don't think anyone is arguing JB can't improve on work rules, despite them being well above industry average. They aren't "shtty" as an earlier post claimed. We are dealing here with above average work rules and higher pay ($340 TA rates are not high enough, but here we are) vs. low pay and drop to zero. So let's keep some perspective and humility.

Originally Posted by MainlineFlyer

ROFL, I can't tell if you are joking or not. The only section of our CBA that was even SLIGHTLY above industry average was scope, even there SWA had us beat. Obviously scope can no longer be pointed to, so what about our work rules are better than our peers at DAL and UAL?

Originally Posted by MainlineFlyer

ROFL, I can't tell if you are joking or not. The only section of our CBA that was even SLIGHTLY above industry average was scope, even there SWA had us beat. Obviously scope can no longer be pointed to, so what about our work rules are better than our peers at DAL and UAL?

Originally Posted by stanherman

EPS, ADG trigger @ 0100, reserve reassignment protections just to name a few.