Why I'm Voting No
06-29-2017, 04:44 AM
#62
Gets Weekends Off
Joined APC: Jul 2006
Posts: 737
Originally Posted by Sumtinwong
My goodness! Its starting to sound like this union of ours is crossing the line. A friend of mine told me a certain union representative is walking around telling people that if they vote this contract down, Mesa will go out of business.
Talk about browbeating.
Talk about browbeating.
06-29-2017, 12:03 PM
#64
Line Holder
Joined APC: Jun 2017
Posts: 38
@deltajuliet,
Thanks for your post. A lot of pilots found it informative, but unfortunately some of your statements are false and/or misinformed. Here are our corrections:
This is correct and allows for flights that are scheduled to end before midnight, but incur a delay causing that flight to return after midnight, to continue without hindering operations to receive an extra day off. This concept originates from an arbitrator’s decision (GS 2 in the current contract). It is worth noting that Golden days have the time frame at 0000 instead of 0200. This is why it is important to bid your Golden days.
Pay rate comparison across the industry-
Industry Average FO is $32.99. CA is $67.19.
TA pay rates 1st year FO $36 interim rates that may be extended. CA rates start at $63 and finish at DOS+3 $67.32.
Your statement that: “FO’s will be lowest in the industry” is false. Based on contractual pay scales at other regionals, Mesa FO’s would be higher than their peers. This includes Envoy, PSA and Piedmont where the current 1st year pay is around $28. There are letters of agreement that increase this number, however their contract payrate is around $28 per hour., and those LOAs do terminate. Industry average 1st year FO pay is less than $33.
Is this a B scale?
No, the interim rates are our way of tying Mesa’s hands to the bonus structure that they are currently using to lure New Hire pilots.
Pilots advancing to the next pay scale annually-
Your statement is not true, pilots get 12 months of a pay rate. You will always have 24 pay checks at your applicable rate.
Holidays [missing Easter and super bowl Sunday]-
This is correct, but remember that Easter is not considered a federal holiday either. Mesa is currently 1 of 3 regionals that offers holiday pay.
Sits and long layovers are a factor of flights assigned to Mesa from our mainline partners. With Min. Day language of 4 hours per day, your schedules could suffer more than currently. When Mesa builds pairings, multiple parameters are available in the optimizer, including a minimum day. If selected and set at 4 hours per day, the optimizer tends to dilute the pairings across the entire month trying to get at least 4 hours on each day, at the expense of higher credit days. The results that we reviewed were overall worse than those produced today without the Min. day.
Industry Average Per Diem is $1.70-$1.80. This TA provides $1.60 with $40 for iPads. Initial ALPA proposal was per diem $1.70 with increases and iPad of $15 per month.
An average line provides 280 per diem hours. With $15 removed from the initial $40 for the iPad, $25 divided by 280 hours equals $0.089 per hour. Approx. $0.09 to be added to per diem rates which gives us an adjusted per diem rate of $1.69.
Remember that if Mesa provided your iPad, they would have the ability to assign you flying, track your whereabouts , as well as restrict any apps from being downloaded and monitor your activity while using the company provided iPad.
The Preferable part of hotel language in section 5-B-11-a is placed there purposefully. This single word does not negate this entire section. If we moved microwaves and refrigerators into the mandatory section, this would move us out of good existing hotels such as Sheratons and Marriotts and guarantee us a slot at the La Quintas.
The current hotel language states a “suitable” accommodation will be provided to the pilots and nothing much more. We’ve stated multiple times before that this TA isn’t perfect. However, of the multiple improvements to our current CBA, hotel language has some of the greatest gains. If there is a problem with a hotel, this language provides a means of changing out problematic hotels, however this requires pilots to actively participate by filing hotel complains.
This is not true. Some examples of where Mesa stays and other airlines stay: Midland (MAF), Birmingham (BHM), National (DCA), Cincinnati (CVG), Detroit (DTW), Dulles (IAD), Toronto (YYZ), Tulsa (TUL), Indianapolis (IND), San Antonio (SAT), Austin (AUS)- to name a few.
This was sought by the Negotiating Committee, but again since pay was deemed more important by the pilot group, the money for uniforms was shifted into seeking better compensation.
Our peers have a range of 50% to 100% deadhead pay in the air and some have ground deadhead language with the average specified at 50%. If you ground deadhead at Mesa, it is paid at applicable pay rate at 62.5%. Obviously, in our next negotiation, we will seek a higher deadhead rate, which will be easier to achieve if we are at 62.5% versus 50%.
Vacation was calculated for a standard 4-day with 21 hours as 5.25 hours each day. For simplicity, and since vacation is issued at 7 days, 21 divides evenly into 3 hours per day.
This is correct. Vacation may be restricted by the company based on needs of service. For example, with transportation demand high during the holidays, you cannot expect Mesa to shoot themselves in the foot by offering more vacation slots which do not allow them to cover anticipated flying schedules. However Mesa is required to issues enough vacation slots to cover every week of vacation owed to pilots in a given year.
This is a software issue. We also would have liked 3 days of partial vacation, but this wasn’t our call. It’s purely a limitation of the software.
1-year training notes for equipment transfers is not ideal, but is a way to keep training costs lower to Mesa and in return allows slots to be offered to pilots.
Mesa is offering retention bonuses currently, and it is part of the New Hire Compensation plan. Captains are not leaving in the amounts as FOs with less than 3 years seniority at Mesa. LOA-3 addresses this and should put a cap on future retention bonus offered to select pilots by requiring Mesa to offer such bonuses to all pilots in a given status or the entire pilot group.
Cost associated with this was too high and Mesa was only willing to implement for line holders anyways. Since the majority of line holders receive 12 or more days off currently, we refocused our sights on compensation.
This is Correct. If a pilot requests a seat for training, UA or AA will block off seats to accommodate. A “no show” pilot then causes a problem with lost revenue for that seat. If you make a request for a seat and plans change, be sure to cancel your reserved seat. This is an issue from our code share partners and is no change from current practice.
ALPA was trying to get a more refined definition of Reserve Buffers, but due to the complexity of calculations and numerous variables it proved nearly impossible. For example: Reserve Buffers are affected by local weather phenomena, Historic pilot sick calls, TDY or moving reserves from one Domicile to another with fewer reserves. This language was the only way to get started in defining Reserve Buffers. Since now they have to provide us with their method of calculation it will be easier for us to call them out when they don’t stick to it.
Our current contract was written before the new FAR 117. That is why the definition has to be defined. This is not a concession because if we do not define FDP then Mesa retains rights to do as they please by section 1-F. Therefore, defining this term is vital to protecting pilots.
If reserve pilots are on their last day prior to days off, and no flight assignments have been made by 5 hours prior to ending reserve shift the pilot is automatically released. (Reference 13-N-10) There will be NO asking to be released from the Company. If you get no assignment, you are automatically released.
Call me first/ Call me last is not dead. Your argument is false. Reference 13-N-15-d-(1)-(d). Reserves will be implemented different than current book, so comparing it to the current process is comparing apples and oranges. The only time seniority is not considered in reserve assignments is ready reserve, which is the same as current practice.
If our math is right, 17% is greater than 0% which is current book that Mesa MAY offer long call if staffing permits. Now Mesa MUST offer long call. During the next round of negotiations this number should become larger.
This was discussed in negotiations, but did not progress further due to short staffing system wide and removal of the pro rate table would increase the number of days off. Again, per pilot demand, our focus was mostly on compensation.
Once again, if our math is correct, 1% is higher than the current 0%. We know this TA isn’t perfect, but it’s better than the equipment lock that our senior captains currently experience.
Again, everything comes at a cost. With upgrades still coming, a 3-year seat lock does not make sense to implement for a FO when current upgrades are around 2.5 years and with the option to select the aircraft of their choice.
You’re right. We’re also disappointed that we couldn’t get improved insurance. But with 30% of the pilot group involvement and 8% enrolled in higher premium plans, we just couldn’t justify the cost. It would have been almost $55 million to improve health insurance, which is the same value of the wage increases. The lower cost insurance plan offered by Mesa is industry standard, since contribution from the pilot is approximately 30 – 50%. The higher plans require pilot contribution of roughly 85%, which is not industry standard. Since a smaller portion of pilots would receive improvements in benefits and 100% of the pilots would receive the benefit of a bigger paycheck, we decided to concentrate more on compensation.
We agree that new hire bonuses are discouraging to pilots on property, however due to the Railway Labor Act, there is very little we can do about New Hire Bonuses. This isn’t just our problem, it’s every regional airlines’ problem. Until a pilot finishes IOE, ALPA has no control over what the company can offer them. This LOA does not allow management to pay “whoever they want,” that is what management is currently doing with their bonus programs. This LOA states that if one pilot of a group is offered a retention bonus, ALL pilots of said group will be offer the SAME retention bonus.
This does not threaten your flying schedules. Reference 1-B-2 states that a very specific and rare type of flying may be contracted out to meet the needs of service. As far as Mesa pilots flying Mesa aircraft, they are Mesa Pilots, just on retired status. The number of flights flown under this LOA is miniscule due to the extremely high cost (Mesa must keep these pilots trained and current), they must only fly with other retired pilots, and must be travelled to and from locations. Keep in mind that flying allowed is only what is NOT covered in our OPS SPECS. It’s not a scope violation. Negotiations are a give and take, and we got a lot of other benefits in the TA because of this. Also, Section 1-B-3 prevents the formation of alter egos such as Freedom in past Mesa Practices.
In closing, Mesa Management has always needed us. After all, there is no airline without pilots. Although pilots talk about not needing this deal as much as our management, the pilot group has been very loud in asking about the pace of negotiations. You asked to be in line with our peers and the numbers show that this TA will bring us in line with our peers on many items. We’ll say it again, we know it’s not perfect, but it is a vast improvement from where we currently are and gives us a much stronger foundation from which to build in our next negotiation. We encourage all our pilots to ask us questions directly and not use speculation or she said/he said talk. If you do not know the answer, just ask. We’re here to give you the correct information.
Fraternally,
Your Negotiating Committee
Thanks for your post. A lot of pilots found it informative, but unfortunately some of your statements are false and/or misinformed. Here are our corrections:
Originally Posted by deltajuliet
The pilot group’s call to arms of the last two years has sounded something like “Industry Standard!” While TA17 improves on the horrible, debatably worse-than-current-book tentative agreement from 2015, it still falls very, very short of our unanimous goal of Industry Standard, let alone raising the bar. Some might want a few extra dollars before punching out, but bluntly, that’s selfish. Others have resigned themselves to the idea that “this is the best we can get.” What are the five hazardous attitudes again?
I intended to put this out sooner, but life has been busy and I wanted to give every word of our negotiators’ work its full due. Now that I have, yes, there are some improvements, but many of those improvements fall short of standard, omit critical language, or allow management plenty of loophole flexibility. Other work rules are definitively worse than current book.
This has hurt many pilots many times. You’re at min days off, you get delayed into the next day, and you even miss your commute home. Great. So you whip out your cell phone and call Crew Line Adjustments to get a different day off. “Sorry, look at 2-A-12, a day doesn’t mean a day.”
I intended to put this out sooner, but life has been busy and I wanted to give every word of our negotiators’ work its full due. Now that I have, yes, there are some improvements, but many of those improvements fall short of standard, omit critical language, or allow management plenty of loophole flexibility. Other work rules are definitively worse than current book.
This has hurt many pilots many times. You’re at min days off, you get delayed into the next day, and you even miss your commute home. Great. So you whip out your cell phone and call Crew Line Adjustments to get a different day off. “Sorry, look at 2-A-12, a day doesn’t mean a day.”
Originally Posted by deltajuliet
We’ll call these the de facto rates since they’re what most of the Captains will be receiving. These rates, like all rates, continue to leave our pilot group as the lowest paid 121 jet operators in the country. This is in no conceivable way industry standard. Some comparisons:
Year – 2 – 5 – 10 – 20
Mesa – 65 – 71 – 82 – 105
Envoy – 70 – 77 – 88 – 106
SkyWest – 70 – 78 – 91 – 119
Republic – 72 – 78 – 91 – 120
Compass – 69 – 76 – 89 – 111
And God help us if we ever do more 50-seat flying.
Year – 2 – 5 – 10 – 20
Mesa – 58 – 63 – 73 – 93
TSA – 66 – 71 – 83 – 101
Envoy – 67 – 73 – 84 – 101
SkyWest – 65 – 72 – 84 – 110
Piedmont – 63 – 73 – 88 – 93
Air Whiskey – 69 – 76 – 89 – 109
In fact, our CRJ900/E175 rates are actually below the vast majority of 50-seat rates at other carriers. In what world is this considered industry standard, particularly when you consider our healthcare premiums, iPad purchases, and uniform expenses that lag behind everybody else?
Yes, $22.18 to $36 an hour is a big jump for first year pay and about the only part of the contract that really surprised me. It’s one facet that comes close to industry standard, but it’s one small part of a giant agreement, our first year FO’s will still be the lowest paid in the industry – 50-seat jet rates included – and we’re creating a B-scale to do it.
Year – 2 – 5 – 10 – 20
Mesa – 65 – 71 – 82 – 105
Envoy – 70 – 77 – 88 – 106
SkyWest – 70 – 78 – 91 – 119
Republic – 72 – 78 – 91 – 120
Compass – 69 – 76 – 89 – 111
And God help us if we ever do more 50-seat flying.
Year – 2 – 5 – 10 – 20
Mesa – 58 – 63 – 73 – 93
TSA – 66 – 71 – 83 – 101
Envoy – 67 – 73 – 84 – 101
SkyWest – 65 – 72 – 84 – 110
Piedmont – 63 – 73 – 88 – 93
Air Whiskey – 69 – 76 – 89 – 109
In fact, our CRJ900/E175 rates are actually below the vast majority of 50-seat rates at other carriers. In what world is this considered industry standard, particularly when you consider our healthcare premiums, iPad purchases, and uniform expenses that lag behind everybody else?
Yes, $22.18 to $36 an hour is a big jump for first year pay and about the only part of the contract that really surprised me. It’s one facet that comes close to industry standard, but it’s one small part of a giant agreement, our first year FO’s will still be the lowest paid in the industry – 50-seat jet rates included – and we’re creating a B-scale to do it.
Industry Average FO is $32.99. CA is $67.19.
TA pay rates 1st year FO $36 interim rates that may be extended. CA rates start at $63 and finish at DOS+3 $67.32.
Your statement that: “FO’s will be lowest in the industry” is false. Based on contractual pay scales at other regionals, Mesa FO’s would be higher than their peers. This includes Envoy, PSA and Piedmont where the current 1st year pay is around $28. There are letters of agreement that increase this number, however their contract payrate is around $28 per hour., and those LOAs do terminate. Industry average 1st year FO pay is less than $33.
Originally Posted by deltajuliet
What is a B-scale?
BOB CRANDALL'S BOO-BOOS THE FIERY AMERICAN AIRLINES CHAIRMAN FACES LABOR STRIFE THAT COULD CREATE LONG-LASTING SCARS AT HIS COMPANY. HERE'S HOW HE WENT WRONG. - April 28, 1997
“The war started back in 1983, when a growth imperative gripped major airlines as they raced to compete with low-fare startups. Crandall convinced the pilots that the airline couldn't buy planes to add routes unless new pilots could be hired at drastically reduced pay scales. It seemed like another brilliant Crandall win-win at the time. The pilots who were then at American got to keep their pay, and the new planes offered them opportunities to move more quickly from co-pilot to captain status. Meanwhile, with each new cut-rate pilot, Crandall lowered his average labor costs, all the better to finance the debt incurred in buying the new jets.
Several years later, however, this move came back to haunt him. The pilots hired at what came to be known as the ‘b-scales’ developed a sort of inferiority complex. ‘All of a sudden, there was a whole group of people working there who were extremely resentful of the fact that the person sitting next to them was making a lot more money for exactly the same job," says Larry Crawford, president of Avitas, an aviation consulting firm in Reston, Virginia. "They began to wonder what kind of scheme was coming at them next.’ …they still resented their status as second-class citizens.”
Like Frank Lorenzo’s wake of destruction or the proliferation of regional jets in the 90’s, American’s creation of the B-scale is one of the most infamous anti-pilot policies our profession has had to come back from. It hurt the career earnings of thousands and its ripple effects on the industry aren’t quantifiable.
Does any of that excerpt sound like JO or Mesa Airlines? It should. We’ve heard all the same rhetoric, and just like American Airlines, our pilot group has the power to stop it. Let’s make the right decision this time – future aviators will thank you.
THE PAY RATES IN THIS CONTRACT WOULD STILL QUANTIFIABLY LEAVE US AS THE LOWEST PAID JET OPERATORS IN THE COUNTRY. THIS ALONE WARRANTS A “NO” VOTE.
BOB CRANDALL'S BOO-BOOS THE FIERY AMERICAN AIRLINES CHAIRMAN FACES LABOR STRIFE THAT COULD CREATE LONG-LASTING SCARS AT HIS COMPANY. HERE'S HOW HE WENT WRONG. - April 28, 1997
“The war started back in 1983, when a growth imperative gripped major airlines as they raced to compete with low-fare startups. Crandall convinced the pilots that the airline couldn't buy planes to add routes unless new pilots could be hired at drastically reduced pay scales. It seemed like another brilliant Crandall win-win at the time. The pilots who were then at American got to keep their pay, and the new planes offered them opportunities to move more quickly from co-pilot to captain status. Meanwhile, with each new cut-rate pilot, Crandall lowered his average labor costs, all the better to finance the debt incurred in buying the new jets.
Several years later, however, this move came back to haunt him. The pilots hired at what came to be known as the ‘b-scales’ developed a sort of inferiority complex. ‘All of a sudden, there was a whole group of people working there who were extremely resentful of the fact that the person sitting next to them was making a lot more money for exactly the same job," says Larry Crawford, president of Avitas, an aviation consulting firm in Reston, Virginia. "They began to wonder what kind of scheme was coming at them next.’ …they still resented their status as second-class citizens.”
Like Frank Lorenzo’s wake of destruction or the proliferation of regional jets in the 90’s, American’s creation of the B-scale is one of the most infamous anti-pilot policies our profession has had to come back from. It hurt the career earnings of thousands and its ripple effects on the industry aren’t quantifiable.
Does any of that excerpt sound like JO or Mesa Airlines? It should. We’ve heard all the same rhetoric, and just like American Airlines, our pilot group has the power to stop it. Let’s make the right decision this time – future aviators will thank you.
THE PAY RATES IN THIS CONTRACT WOULD STILL QUANTIFIABLY LEAVE US AS THE LOWEST PAID JET OPERATORS IN THE COUNTRY. THIS ALONE WARRANTS A “NO” VOTE.
No, the interim rates are our way of tying Mesa’s hands to the bonus structure that they are currently using to lure New Hire pilots.
Originally Posted by deltajuliet
Every single pilot hired after the 7th or after the 22nd of the month gets screwed out of half a month of a better pay rate every single year. This really needed to be fixed.
Your statement is not true, pilots get 12 months of a pay rate. You will always have 24 pay checks at your applicable rate.
Originally Posted by deltajuliet
We're missing Easter, and let’s be honest, Super Bowl Sunday (hey, Republic has it).
This is correct, but remember that Easter is not considered a federal holiday either. Mesa is currently 1 of 3 regionals that offers holiday pay.
Originally Posted by deltajuliet
It's an improvement over current book, and while pay and hotels were in dire need of fixing, so too is scheduling. We do 3.5 hour sits to do 2 hours of flying some days, and on 30-hour overnights we're not compensated for a whole day away from home. This is a baby step in the right direction but a far cry from the Min Day language we actually need.
Originally Posted by deltajuliet
Per diem still falls below everyone else. Current rates at other non-WO shops are as follows:
Republic – $1.95 ($2.50 int’l)
ExpressJet – $1.85
SkyWest – $1.90
iPads are also provided by every other airline in the country. To sanction buying our own is to lower the bar, and the extra $40 essentially just brings the per diem rate to around $1.70 while you’re still paying for your own iPad.
Republic – $1.95 ($2.50 int’l)
ExpressJet – $1.85
SkyWest – $1.90
iPads are also provided by every other airline in the country. To sanction buying our own is to lower the bar, and the extra $40 essentially just brings the per diem rate to around $1.70 while you’re still paying for your own iPad.
An average line provides 280 per diem hours. With $15 removed from the initial $40 for the iPad, $25 divided by 280 hours equals $0.089 per hour. Approx. $0.09 to be added to per diem rates which gives us an adjusted per diem rate of $1.69.
Remember that if Mesa provided your iPad, they would have the ability to assign you flying, track your whereabouts , as well as restrict any apps from being downloaded and monitor your activity while using the company provided iPad.
Originally Posted by deltajuliet
One word negates and invalidates this entire section [Section 5 - hotel preferred items].
Originally Posted by deltajuliet
“…a replacement hotel will be sourced when both parties agree on such action.” So the company can veto replacements in perpetuity. This section has no teeth and we’re not guaranteed anything better than we already have. Aside from Compensation and Scheduling, Hotels were in dire need of better language. It’s just not there. I still laugh when I think back to the company call where JO famously stated, “We’re within 1% of SkyWest’s hotel budget.” 
Originally Posted by deltajuliet
I’ll continue echoing a popular sentiment. “We don’t stay where nobody else stays.”
Originally Posted by deltajuliet
Uniform needs to be paid for. Period. With annual stipends for upkeep.
Originally Posted by deltajuliet
Too low, not industry standard.
Originally Posted by deltajuliet
Funny how a reserve calling in sick uses up 4 hours, yet vacation is only worth 3 hours a day. Our current contract is the same way and it only benefits the company.
Originally Posted by deltajuliet
More faulty language borrowed from the last contract; management can unilaterally decide to have one vacation slot over Christmas and a whole bunch in other undesirable parts of the year. No need to cancel vacation when 90% of pilots can only get it during low flying times.
Originally Posted by deltajuliet
This is extremely limiting and restrictive in what you can get awarded. Need 3 days off the end of a week to lead into the next, or for a wedding, or to move, or just because? You’re SOL.
Originally Posted by deltajuliet
We cannot sanction training agreements. These are a slap in the face and no other regional does them. Instead of strong arming people to stay with financial coercion, Mesa should look at retention bonuses for every pilot like Endeavor and Air Wisconsin have. Or, you know, respectable pay rates.
Mesa is offering retention bonuses currently, and it is part of the New Hire Compensation plan. Captains are not leaving in the amounts as FOs with less than 3 years seniority at Mesa. LOA-3 addresses this and should put a cap on future retention bonus offered to select pilots by requiring Mesa to offer such bonuses to all pilots in a given status or the entire pilot group.
Originally Posted by deltajuliet
Scheduling needed a major overhaul, but we’re still at our perpetual 11 days off with nothing else to show for it.
Originally Posted by deltajuliet
The company can charge pilots if they don’t cancel travel? Seriously?
Originally Posted by deltajuliet
“Operational needs.” The company can still do whatever they want with buffers, they just have to come up with an explanation for ALPA now. Shouldn’t be too hard. I guess we’ll never have enough pilots to drop anything again, anyway.
Originally Posted by deltajuliet
Right now, FDP is not defined in our contract, and we’re better off that way. Because it isn’t defined, reserves are under no obligation to answer their phones when on it. Essentially, that means you’re released and you can go home. If the company really wanted to keep you on reserve following a flight, they could put you on Ready, but they don’t want to pay you. Seriously, ask your reps. To accept what the company has been trying to do for years is a major concession, and our pay rates need to go up significantly to even humor the idea.
Originally Posted by deltajuliet
Release from further duty will never, ever happen. Why would they ever release you when they can now officially put you on FDP and be flush with free reserves every day? This is a major concession.
Originally Posted by deltajuliet
Just like TA15, Call Me First and Call Me Last are essentially gone. There goes seniority on reserve. The company can now bring everybody up to right below min guarantee then go to the next guy. Want to fly a lot? Nope. Want to fly as little as possible? Nope.
Originally Posted by deltajuliet
Long Call Reserve sounds nice until you realize only 17% get it.
Originally Posted by deltajuliet
In what world does having a week of vacation mean you just work more the rest of the month? 7 days vacation should equate to minimum 18 days off. We have the same problem now.
Originally Posted by deltajuliet
1% is anemic, pathetic, and not industry standard.
Originally Posted by deltajuliet
Again, not industry standard.
Originally Posted by deltajuliet
We get killed on this compared to every other carrier, and there are no discernable changes. Enjoy paying more than everybody else while still getting paid less than everybody else.
Originally Posted by deltajuliet
While this is distinct from JO’s unethical and unilateral new hire bonuses, these follow the same trends in allowing management to pay who they want when they want however much they want. Captains should expect to never see a dime. So much for unity, solidarity, and equity.
Originally Posted by deltajuliet
The “Steve Trigg Clause.” We killed Freedom because our scope was threatened, and now we’re giving it away? Every Mesa flight needs to be operated by a Mesa Airlines line pilot. Anything else is outsourcing. Beyond that, why would we openly welcome Age 67+?
Originally Posted by deltajuliet
For the first time in Mesa Air Group’s history, management needs a deal more than we do. Let’s capitalize. Let’s set the bar higher. Let’s stop being the butt of jokes by other pilots. Let’s bring this place up to Industry Standard and keep the profession’s positive momentum going.
I appreciate the work done by our negotiators, and I think they may be the people to finish the job. But this isn’t it. We’re not across the finish line yet. Let’s stand together, send it back together, and get this thing done together. Let’s do it right.
I appreciate the work done by our negotiators, and I think they may be the people to finish the job. But this isn’t it. We’re not across the finish line yet. Let’s stand together, send it back together, and get this thing done together. Let’s do it right.
Fraternally,
Your Negotiating Committee
06-29-2017, 02:02 PM
#66
2 days off
Joined APC: Jun 2009
Position: Embraer Systems Analyst
Posts: 1,853
MAGnegotiations, why don't you admit you're a management sympathizer who thinks Mesa pilots aren't worth it? Why would you be ok with a below average contract that will be last again in a year or two as other places that are already paid higher than you will go even higher? Just admit to everyone here that you think Mesa pilots are not worth it and they should know they work for a bottom feeder so at least you will have some dignity.
06-29-2017, 03:00 PM
#67
Hold my beer, watch this.
Joined APC: Aug 2012
Position: Airbus Pilot
Posts: 246
Originally Posted by OOMainline
Finally some logic out there. I do not have any skin in the game, and this deltajuliet "pilot" seems to have been put in their place.
I stand 100 percent behind deltajuliet. He gets it.
06-29-2017, 05:33 PM
#70
Line Holder
Joined APC: May 2017
Posts: 46
Originally Posted by wt93205
I will wait for deltajuliet to respond and if need be help him rip MagNeg responses apart.
Have you ever flown with one of those super-seniors whose entire identity is wrapped up in being bitter about Mesa? That was this guy.
MagNeg gave a logical and lengthy explanation. There's no reason they or any of the negotiators should be considered 'on managements side'.
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