I attended one of the dog and pony shows the last time. I asked why the hotel language was not stronger in the last TA compared to the contract. An ALPA attorney at the meeting told me it was not possible to have stronger language regarding hotels. He then went on to tell me that if we wanted better hotels that we should call in fatigued more often. I was shocked. That is how our union is fighting for us. The road shows do NOT do anything for us, but trying to ram this down our throats.

So if it was not possible to have stronger language in the hotel section, then why does this TA contain stronger language? The hotel language needs to be even stronger than what is in this TA. It should state that we are involved in the actual selection and approval of all hotels. This TA invites members of the hotel committee to onsite visits and allows our input. We still would not have an actual say. Also, the clause about keeping hotels until the end of the hotel contract needs to go. We have no idea how long of a contract the company has with some of these dumps.

 

Schedules out on crew pay

 

Proposed TA / Other Regionals

DH Pay ; 62.5% / 75% - 100%
Long Hotel ; @ 20 hrs / @ 12 – 15hrs
Per Diem ; $1.60 no intl / $1.70-$1.90 - $2.50 intl
Holidays; No Easter / All (some have Super Bowl Sun.)
Uniform; ½ pants & / jackets head to toes + stipend ($300)
Min daily credit; 2hrs after 28hrs / 4-5 hrs daily min guarantee
Medical reimbursement; 0 / $100
Customs pay; 0 / 18-20 min
FO pay same equipt; $36hr / $39-41
FO pay new hire 2yrs; $31? / $39-42
Cpt pay yr 1; $62.31 / $69.5
Health Care cost %; over 90% / 25% - 35%
EFB; reimbursement monthly / paid
Roller boards; 0 / included w/uniform
Flight case/EFB bags; 0 / included w/uniform
Minimum days off; 11 / 11 or 12 or Kine guaranteed. If JRA below line must be restored

Company & codeshare partner can change the parameters of block time, (pay).

 

XS previously said the matter had been concluded. I think knowing this piece of information is crucial to knowing how much leverage we really have.

I also had two additional questions I was hoping you could shed light on:

Does this mean you can't just get 3 days of vacation in a week? Does it also mean you couldn't connect the last three days of a week to the first several days of the following week?

So you live in Phoenix, you're based elsewhere, you have AQP, and you forget to tell the company to cancel your travel, Mesa can charge you deadhead costs?

 

Mesa revenue last year was $323 million according to Wall Street.

That's revenue. They won't say what profit is.

 

It would of been 1600$ for my family for crappy coverage. I had to go through the health marketplace to get decent coverage. This is the straw that forced me to leave Mesa. Couldn't be happier that I did.

 

What's the story with the pilot retention LOA? Is there going to be a retention bonus or is it thrown in the TA in case JO decides he needs one?

 

Option #2


..

 

I'm sorry your TA is a joke. I hope you vote no for the sake of the industry. NO company has health benefits as bad as yours. I couldn't believe someone said they got it cheaper on the marketplace. That says it all about this TA.

 

Yeah, it does. And there's more things wrong with it than just the insurance. The question is - of all the people that are inclined to vote yes, what percentage of them don't realize how bad it is and what percentage don't care? We can't do much about the ones who don't care, but we really need a good way to reach the ones who aren't seeing the light. To make matters worse, it seems some members of our own union are actually working against us in this regard and urging us to just take what's being offered rather than fighting for what other companies have. Hearing how Mesa is "different" as some sort of lame excuse for accepting this behavior is vomit inducing.