^^^^^^^. THIS. ^^^^^^^^

With pay being the overriding issue (and the one that mgt has always been most resistant toward), this is where we should be taking the hardest look. Notice that the bullets that have items which directly relate to additional money IN YOUR PAYCHECK (pay rates and per-diem, for example) have only marginal increases. It's great that a 2nd year FO can now obtain a higher company matching on his 401K. But, how many of them can even contribute to a 401K when they're still only going to make around $40K per year, half of which will be eaten up by lousy, overpriced health insurance, uniforms, union dues, taxes, etc? For those guys, who will still be struggling to feed a family on 20K take-home, 401K contributions are no longer a concern, let alone an option. Don't think mgt doesn't realize these types of areas, where it sounds like a nice offering to everyone, but not all people will financially benefit. They understand that these offerings won't actually cost them much. The one that does, however is PAY, because it applies universally. And, no surprise, that's also where this TA continues to fall short.

For the first time in Mesa's history, the pilots actually have an ability to bargain from a position of power. Not to use that would be foolish considering what they've been forced to endure, and still would be, if mgt weren't seeing an even more desperate situation on the horizon. I say vote this weak TA down and DEMAND a more acceptable contract.

 

My question is where was the Mediator during these negotiations? How much of a factor was he/she on the numbers and qol?

 

Pay decrease for FO's in 3 years?!

Are you $😤€¥#%£ kidding me?!

If that's how management STILL feels after cancelling flights due to LACK OF PILOTS they all need to be out of a job and have their brains examined.

NO!

 

Vote no!!!!!!

 

I love all these comments...full text document isn't released and people are deciding votes on "rumors" or what a "reliable" source wants you to believe.

 

"First officers working in their first year will immediately see a 62 percent increase in wages, plus gradual increases over the next four years. More senior first officers will see wages boosted 10 to 37 percent immediately, with gradual increases to follow.

Houston captains will see an immediate 10 to 12 percent raise, with an additional 21 percent increase compared with today's rate during the life of the contract."

 

All,

We have already started to see a significant amount of speculation and rumors here on the forums in regards to TA2017. We started this user in order to address ANY and ALL questions in regards to the new TA.

We will be working to address all the questions and/or statements already posted on the forums and continue to monitor activity moving forward.

All we ask is that you take the time to get educated on the REAL facts and ask any question you may have. All the pilots on the committee were part of the pilot group during the last failed TA and we are well aware of the issues during that process. We are here to educate you to enable you to make an informed decision, if you have any questions we will do our best to answer them in a timely manner.

In Unity,

MAG Negotiating Committee

 

Hi, new guy here. Could you advise me how senior IAD is, or how long one would be on reserve there? What type aircraft are based there? Thanks

 

The contract has been seen by quite a few people and we know that this thing isn't up to par with the industry. I think many of the statements on here are quite accurate.

I'm a no too. There's no way we should be accepting this crap.

 

When you put the percentages up like that, you do a good job of spinning the facts. Mesa is years behind other non-wholly owned carriers. YEARS! These new pay rates don't do us justice especially when you consider anyone with a family here cant afford to buy the insurance.

How is it that every other carrier can offer affordable health insurance and better contract language almost across the board? Mesa can't even be comparative on pay rates when they already have less contract exposure.