New Mesa Thread
01-13-2016 | 12:54 PM
#3741
Line Holder
Joined: Oct 2013
Posts: 1,674
Likes: 0
"Mesa does not provide the iPad. Therefore, all new hire pilots are required to purchase an iPad prior to training."
Straight from my new hire packet from 9/4/2014 class. Since they are offering new hires $500 toward an iPad which is REQUIRE does that make me eligible for $500 of retroactive pay?
Straight from my new hire packet from 9/4/2014 class. Since they are offering new hires $500 toward an iPad which is REQUIRE does that make me eligible for $500 of retroactive pay?
01-13-2016 | 01:41 PM
#3742
Gets Weekends Off
Joined: Dec 2010
Posts: 977
Likes: 0
I mean, at least communicate that it's happening, ALPA.
01-13-2016 | 02:03 PM
#3743
Gets Weekends Off
Joined: Dec 2010
Posts: 977
Likes: 0
Can somebody list all the extra benefits new hires are getting along with the costs? We need to come together as a group in order to streamline the ease of process for filing these grievances.
I'm being lazy right now, so does anyone have the specific section where we can find the verbiage in the CBA that the company is breaking by offering these special perks?
I personally think the $10,000 bonus is a sham against the CBA since it is technically income to pilots and was not bargained for.
Maybe if we all file a grievance, our reps can continue to not bring it to management's attention.
I'm being lazy right now, so does anyone have the specific section where we can find the verbiage in the CBA that the company is breaking by offering these special perks?
I personally think the $10,000 bonus is a sham against the CBA since it is technically income to pilots and was not bargained for.
Maybe if we all file a grievance, our reps can continue to not bring it to management's attention.
From: http://www.twu567.org/pdfs/library/f...y/RLABarga.pdf
"The Railway Labor Act prescribes a series of procedures for the resolution of disputes over the formation of, or changes to, the collective bargaining agreements. Such disputes, know as "major" disputes, are governed by statutory requirements.
Written notice of proposed changes in agreements affecting rates of pay, rules, or working conditions("Section 6 notices") must be given at least 30 days in advance"
Where you at, ALPA? Maybe let's dispute payments to new hires that are not mentioned in the CBA in any way, shape, or form? Maybe? Please?
01-13-2016 | 02:05 PM
#3744
sippin' dat koolaid
Joined: Jun 2013
Posts: 982
Likes: 0
From: gear slinger
We need some new blood, like some of us younger guys who aren't afraid to tell senior management to go pound sand when it comes to things like direct violations of the CBA and negotiating a realistic contract.
01-13-2016 | 02:09 PM
#3745
Gets Weekends Off
Joined: Dec 2010
Posts: 977
Likes: 0
The problem is that too many, or maybe even every single one of our reps has no future outside of Mesa, and they don't want to rock the boat with management because they're are all expecting some sort of kickback to propel them on towards retirement at the old folks home in PHX. Look at our MEC chair for example...dude doesn't stand a snowball's chance in hell of getting hired on anywhere beyond the regionals, so of course he will bend over for JO and be a company yes man until the bitter end.
01-13-2016 | 03:06 PM
#3746
Banned
Joined: Sep 2015
Posts: 519
Likes: 0
Can somebody list all the extra benefits new hires are getting along with the costs? We need to come together as a group in order to streamline the ease of process for filing these grievances.
I'm being lazy right now, so does anyone have the specific section where we can find the verbiage in the CBA that the company is breaking by offering these special perks?
I personally think the $10,000 bonus is a sham against the CBA since it is technically income to pilots and was not bargained for.
Maybe if we all file a grievance, our reps can continue to not bring it to management's attention.
I'm being lazy right now, so does anyone have the specific section where we can find the verbiage in the CBA that the company is breaking by offering these special perks?
I personally think the $10,000 bonus is a sham against the CBA since it is technically income to pilots and was not bargained for.
Maybe if we all file a grievance, our reps can continue to not bring it to management's attention.
01-13-2016 | 03:12 PM
#3747
Line Holder
Joined: Jul 2015
Posts: 73
Likes: 0
This is what they are offering guys.
Another breakdown I got from a new hire. This is what they offered him.
+ $250.00 (Food Allowance/week training)
+ $250.00 (Stipend/week training)
+ $500.00 (IPad)
+ $1000.00 (IOE Completion bonus)
------------------------------
Total $2,000.00 (Add ins)
+ Salary
+ $250.00 (Food Allowance/week training)
+ $250.00 (Stipend/week training)
+ $500.00 (IPad)
+ $1000.00 (IOE Completion bonus)
------------------------------
Total $2,000.00 (Add ins)
+ Salary
01-13-2016 | 03:34 PM
#3748
Line Holder
Joined: Sep 2006
Posts: 507
Likes: 0
More like $3,500.00, figure 2 month training
01-13-2016 | 03:36 PM
#3749
Living the Dream
Joined: Sep 2013
Posts: 1,795
Likes: 0
Well, our new Negotiating Committee is going to call everyone. Let them know this is a serious issue. They've also encouraged emailing them rather than just venting on message boards, so let's do that too. When elections come up in spring, vote for change.
Good on the FO who called the company out. I didn't hear it; was he cordial or confrontational about it?
Good on the FO who called the company out. I didn't hear it; was he cordial or confrontational about it?
01-13-2016 | 04:33 PM
#3750
Gets Weekends Off
Joined: Dec 2010
Posts: 977
Likes: 0
I don't like that term "Pilot Trainee"--it implies you aren't an employee until you finish your checkride.
I could see Mesa arguing that these trainees were not in fact "pilots," setting their pay longevity date as the day they pass their checkride, and not enrolling them in benefits/insurance programs until after their checkride. This was how Pinnacle used to do it, and it allowed them to circumvent any Section 6 violations and unilaterally pay bonuses/extra money to new hires.
By claiming that these folks are "trainees" and paying them via 1099, they might get away with it (unless ALPA intervenes and puts it in front of the NMB as a Section 6 violation never LOAed by the union).
I could see Mesa arguing that these trainees were not in fact "pilots," setting their pay longevity date as the day they pass their checkride, and not enrolling them in benefits/insurance programs until after their checkride. This was how Pinnacle used to do it, and it allowed them to circumvent any Section 6 violations and unilaterally pay bonuses/extra money to new hires.
By claiming that these folks are "trainees" and paying them via 1099, they might get away with it (unless ALPA intervenes and puts it in front of the NMB as a Section 6 violation never LOAed by the union).
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