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Originally Posted by Deserthusker
(Post 3729676)
Sure they do. I don’t think a majority of them come back to “laugh at” your words the pilot group. The reason I quote you is because it comes off that you have great joy in watching a group of your former employees that are suffering. Kinda sick if you ask me. But what ever..I’m guessing you will have something to say.
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Originally Posted by MinRest
(Post 3729683)
Well if you’d head back a couple pages, you’d see several former employees trashing the state of the company and blaming people like you. Sounds like you’re just simply out to lunch on all of this huh?
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Originally Posted by Swedepilut
(Post 3729587)
The company had two of the biggest days it's ever had in it's history.
It was done with minimal selloff's and delays. The union isn't steering the ship anymore like it used to. This loss of control will make people do and say stupid things history has proven. |
Originally Posted by STzBack
(Post 3729964)
True that, it's so obvious now. Hopefully these don't end up regretting the approx 35% wage increase, FDP increase, 401K increase we were offered when 2029 comes. That's a lot of money left on the table for the next 5 years. But we want to work 10 hours days max, 13 days a month. Interesting how the loudest ones, the ones who are calling for job actions and ready to hold are on Year 18+ pay ad pretty comfortable financially. Always. The union has lost control of its useful soap box group and is catering its demands to very specific, becoming a minority, segment of the pilot group. Ain't going to work much longer.
You can't tell me the timing of the ad was just coincidence. |
Originally Posted by STzBack
(Post 3729964)
True that, it's so obvious now. Hopefully these don't end up regretting the approx 35% wage increase, FDP increase, 401K increase we were offered when 2029 comes. That's a lot of money left on the table for the next 5 years. But we want to work 10 hours days max, 13 days a month. Interesting how the loudest ones, the ones who are calling for job actions and ready to hold are on Year 18+ pay ad pretty comfortable financially. Always. The union has lost control of its useful soap box group and is catering its demands to very specific, becoming a minority, segment of the pilot group. Ain't going to work much longer.
Company 11‐9‐2023 Proposal 1. Section 27 • Base Wage Increases: o 23% on Dec. 21, 2023 o 6% on Dec. 21, 2024 o 4% on Dec. 21, 2025 o 4% on Dec. 21, 2026 o 4% on Dec. 21, 2027 o 4% on Dec. 21, 2028 • Wage Scale adjusted to 14 years for all fleets and ranks. • Tour‐Based Flight Pay Rate Increases: o $190 effective DOR o $200 effective January 1, 2024 o $202 effective January 1, 2025 o $204 effective January 1, 2026 o $206 effective January 1, 2027 o $208 effective January 1, 2028 o $210 effective January 1, 2029 o 2% annual increase each year beginning January 1, 2030 • NFAD Category Additions and Rate Increase: o NFAD hourly rate of $50.00 increases to $51.00 effective January 1, 2024. o New Beginning‐of‐Day NFAD category as previously proposed 9‐19‐2023. o New “Flight Asset Duty 1+ Hour” NFAD category as proposed 10‐5‐2023—applicable to hours of Flight Asset Duty greater than 1 hour in a duty day and paid at the NFAD rate multiplied by .33. Subject to following rules: If a crewmember is briefed for a Flight Assignment under subsection 28.3(A)(1) or a Travel Duty assignment the crewmember must complete the Flight Assignment or Travel Duty assignment. A crewmember must be available for duty the entire duty period. o New “Hotel 5+ Hour Reserve Duty” NFAD category as proposed 10‐5‐2023— applicable to hours of Reserve Duty at hotel greater than 5 hours in a duty day and paid at the NFAD rate multiplied by .2. Subject to the following rules: If a crewmember is briefed for a Flight Assignment under subsection 28.3(A)(1) or a Travel Duty assignment the crewmember must complete the Flight Assignment or Travel Duty assignment. A crewmember must be available for duty the entire duty period. o Per 27.2(I), when more than one NFAD category is applicable, the crewmember shall receive the greater of the types—but not more than one type of NFAD for the same period. • SDP Compensation as previously proposed to include: o increased base premium of $20k up to $26k depending on schedule type. o additional Tour‐Based Flight Pay factor for hours in a tour in excess of 10 Flight Hours of $50 for CA and $75 for EA‐Do flat fee per check ride of $500 or $750 per check ride when an EA‐D completes a check on a CA. 2. One Time Compensation Bonus • Upon ratification, each crewmember to receive a gross payment equal to the greater of the following two options: o $15,000.00 o $150.00 per Month of Seniority, capped at $30,000.00. 3. Section 28 • 28.3(A)(1)(a)—all flight duty start times modified to 60 minutes. • 28.3(A)(1)(b)—all flight duty end times modified to 30 minutes. • 28.5(F)(1)—Company proposed duty shut off rule for Unscheduled Rest Periods: o Unless otherwise provided for in the Agreement, a crewmember who requests an Unscheduled Rest Period pursuant to this subsection may elect, but will not be required, to remain on duty if the request is made after completing twelve (12) hours of duty. Unless otherwise provided for in the Agreement, a crewmember who requests an Unscheduled Rest Period pursuant to this subsection prior to completing twelve (12) hours of duty may elect, but will not be required, to perform more than twelve hours of duty. • Any other items as previously proposed on 9‐19‐2023. 4. Section 19 • CC 52 schedule remains as is in current book. • 19.4(B)—days off after Transition, Initial New Equipment, and Requalification Training changes to a minimum of 7 days. • No Seam Tour Adjustment Program. • Any other items as previously proposed on 9‐19‐2023. 5. Section 30 • Contract term that runs through Dec. 21, 2029. • No options to extend the term beyond Dec. 21, 2029. • EFPP eliminated. • Any other items as previously proposed on 4‐21‐2023. 6.Section 6 • 6.8(A)—Conflate TR Captain position into one CA SDP. Establish Evaluator Aircraft Delegate (EA‐D) SDP. • EA‐D position will first be offered to current CA in seniority order—holding the position subject to successful completion of any FAA required training/evaluation. Any remaining EA‐D vacancies shall be filled pursuant to 6.8(B). • As part of implementation of the elimination of the TR Captain position, Current TR Captains will be offered CA positions—holding the CA position is subject to successful completion of any FAA required training/evaluations.• 6.6 Retreat Rights—remove ability to retreat during IOE. • Any other items as previously proposed on 4‐21‐2023. 7.Section 15 • Section 15.7 New Fleets—Company to conduct seniority‐based bid within 180 days of first New Fleet Aircraft being placed on Company operating certificate or upon placement of the 7th New Fleet Aircraft on certificate—whichever occurs first. • Sections 15.6— Company will release equipment locks prior to filling vacancies under 15.6 through involuntary assignment or with a new crewmember. However, any equipment locked crewmember awarded a First Officer vacancy in another fleet is subject to the greater of their remaining existing equipment lock or a new 24‐month equipment lock—and the crewmember may not upgrade in‐fleet or in another fleet until the lock expires. 8.Section 4 • Eliminate NRFO SDP position. • Modify NRFO related manuals, eliminate certain NRFOs, recategorize remaining NRFOs into two groups: Group 1 any crewmember off IOE can complete; and Group 2 both crewmembers must be NRFO trained and have one year in the fleet. • A crewmember who completes (i.e., the crewmember must remain available for duty for the entire NRFO assignment) a NRFO assignment will be guaranteed a Flight Hour Credit per LOA 27‐010. If the crewmember flies during the same duty day and his Flight Hours as described in 27.2(G) for the duty day exceed the Flight Hour credit, then his Flight Hours calculated as described in 27.2(G) will be used instead of the Flight Hour credit. • Company may use OEM pilots or OEM contract pilots for NRFO flights. • The parties to agree on transition through implementation letter. 9. Section 10 • No change to current book PTO accrual rates, except for new 7‐day advance accrual for new hires. • No change to current book PTO usage rates. • No change to current book personal day bidding limits for Peak Season (5%) and Non‐Peak Season (10%). • No change to current book cash out rates for Overflow PTO Days in subsection 10.6(B). • Retirement/Resignation cash out limited to Active Bank Days only (no Overflow or Long‐ Term). • Any other items as proposed on 4‐21‐2023. 10.Section 16 • New Parental Leave Policy: o Up to 6 months of time off for pregnant crewmember (in addition to applicable medical leave), and to include two weeks of paid time. o Up to 3 months for crewmember whose spouse or domestic partner gives birth or a crewmember who adopts, and to include two weeks of paid time. • No change to 3‐year limit for LTD/Loss of Medical. • No expansion of Medical Leave of Absence provisions in subsection 16.3(A).• Any other items as proposed 4‐21‐2023. 11.Section 20 • Crew Meal LOA 20‐002 to be executed as part of TA. • No change to current book rates for Meal Allowance or Crew Meal Deviations. • Any other items as proposed on 4‐21‐2023. 12.Section 24 • No change to current book subsection 24.3(A) life insurance coverage amount. • No change to lesser of 60% or $5,000 per month for LTD/Loss of Medical Benefit. • No change to current book subsection 24.7(B) regarding Company payment of medical expenses and incidentals. • No change to current book severance payment rate or other current book language in subsection 24.15(C). • No Worker’s Compensation and Disability Benefits provision. • Benefits Committee not added to Section 17 committees. • Any other items as proposed on 4‐21‐2023. 13.Section 29 • Company 401(k) Matching Contributions increased as follows: o 60% effective January 1, 2023 (current book) o 65% effective January 1, 2024 o 66% effective January 1, 2025 o 67% effective January 1, 2026 o 68% effective January 1, 2027 o 69% effective January 1, 2028 o 70% effective January 1, 2029 • No addition of any type of defined/direct contribution program. • Any other items proposed on 4‐21‐2023. 14.Remaining Sections/Items: • Section 9—as previously agreed. • Section 13—as previously agreed. • Section 14—as previously agreed. |
The following should be in bold:
EFPP NRFO changes Signing bonus. If a pilot on property for less than a year gets $15,000, then a 15 year plus pilot gets $60,000. |
Originally Posted by Cachaco
(Post 3731150)
You guys decide....
Company 11‐9‐2023 Proposal 1. Section 27 • Base Wage Increases: o 23% on Dec. 21, 2023 o 6% on Dec. 21, 2024 o 4% on Dec. 21, 2025 o 4% on Dec. 21, 2026 o 4% on Dec. 21, 2027 o 4% on Dec. 21, 2028 • Wage Scale adjusted to 14 years for all fleets and ranks. • Tour‐Based Flight Pay Rate Increases: o $190 effective DOR o $200 effective January 1, 2024 o $202 effective January 1, 2025 o $204 effective January 1, 2026 o $206 effective January 1, 2027 o $208 effective January 1, 2028 o $210 effective January 1, 2029 o 2% annual increase each year beginning January 1, 2030 • NFAD Category Additions and Rate Increase: o NFAD hourly rate of $50.00 increases to $51.00 effective January 1, 2024. o New Beginning‐of‐Day NFAD category as previously proposed 9‐19‐2023. o New “Flight Asset Duty 1+ Hour” NFAD category as proposed 10‐5‐2023—applicable to hours of Flight Asset Duty greater than 1 hour in a duty day and paid at the NFAD rate multiplied by .33. Subject to following rules: If a crewmember is briefed for a Flight Assignment under subsection 28.3(A)(1) or a Travel Duty assignment the crewmember must complete the Flight Assignment or Travel Duty assignment. A crewmember must be available for duty the entire duty period. o New “Hotel 5+ Hour Reserve Duty” NFAD category as proposed 10‐5‐2023— applicable to hours of Reserve Duty at hotel greater than 5 hours in a duty day and paid at the NFAD rate multiplied by .2. Subject to the following rules: If a crewmember is briefed for a Flight Assignment under subsection 28.3(A)(1) or a Travel Duty assignment the crewmember must complete the Flight Assignment or Travel Duty assignment. A crewmember must be available for duty the entire duty period. o Per 27.2(I), when more than one NFAD category is applicable, the crewmember shall receive the greater of the types—but not more than one type of NFAD for the same period. • SDP Compensation as previously proposed to include: o increased base premium of $20k up to $26k depending on schedule type. o additional Tour‐Based Flight Pay factor for hours in a tour in excess of 10 Flight Hours of $50 for CA and $75 for EA‐Do flat fee per check ride of $500 or $750 per check ride when an EA‐D completes a check on a CA. 2. One Time Compensation Bonus • Upon ratification, each crewmember to receive a gross payment equal to the greater of the following two options: o $15,000.00 o $150.00 per Month of Seniority, capped at $30,000.00. 3. Section 28 • 28.3(A)(1)(a)—all flight duty start times modified to 60 minutes. • 28.3(A)(1)(b)—all flight duty end times modified to 30 minutes. • 28.5(F)(1)—Company proposed duty shut off rule for Unscheduled Rest Periods: o Unless otherwise provided for in the Agreement, a crewmember who requests an Unscheduled Rest Period pursuant to this subsection may elect, but will not be required, to remain on duty if the request is made after completing twelve (12) hours of duty. Unless otherwise provided for in the Agreement, a crewmember who requests an Unscheduled Rest Period pursuant to this subsection prior to completing twelve (12) hours of duty may elect, but will not be required, to perform more than twelve hours of duty. • Any other items as previously proposed on 9‐19‐2023. 4. Section 19 • CC 52 schedule remains as is in current book. • 19.4(B)—days off after Transition, Initial New Equipment, and Requalification Training changes to a minimum of 7 days. • No Seam Tour Adjustment Program. • Any other items as previously proposed on 9‐19‐2023. 5. Section 30 • Contract term that runs through Dec. 21, 2029. • No options to extend the term beyond Dec. 21, 2029. • EFPP eliminated. • Any other items as previously proposed on 4‐21‐2023. 6.Section 6 • 6.8(A)—Conflate TR Captain position into one CA SDP. Establish Evaluator Aircraft Delegate (EA‐D) SDP. • EA‐D position will first be offered to current CA in seniority order—holding the position subject to successful completion of any FAA required training/evaluation. Any remaining EA‐D vacancies shall be filled pursuant to 6.8(B). • As part of implementation of the elimination of the TR Captain position, Current TR Captains will be offered CA positions—holding the CA position is subject to successful completion of any FAA required training/evaluations.• 6.6 Retreat Rights—remove ability to retreat during IOE. • Any other items as previously proposed on 4‐21‐2023. 7.Section 15 • Section 15.7 New Fleets—Company to conduct seniority‐based bid within 180 days of first New Fleet Aircraft being placed on Company operating certificate or upon placement of the 7th New Fleet Aircraft on certificate—whichever occurs first. • Sections 15.6— Company will release equipment locks prior to filling vacancies under 15.6 through involuntary assignment or with a new crewmember. However, any equipment locked crewmember awarded a First Officer vacancy in another fleet is subject to the greater of their remaining existing equipment lock or a new 24‐month equipment lock—and the crewmember may not upgrade in‐fleet or in another fleet until the lock expires. 8.Section 4 • Eliminate NRFO SDP position. • Modify NRFO related manuals, eliminate certain NRFOs, recategorize remaining NRFOs into two groups: Group 1 any crewmember off IOE can complete; and Group 2 both crewmembers must be NRFO trained and have one year in the fleet. • A crewmember who completes (i.e., the crewmember must remain available for duty for the entire NRFO assignment) a NRFO assignment will be guaranteed a Flight Hour Credit per LOA 27‐010. If the crewmember flies during the same duty day and his Flight Hours as described in 27.2(G) for the duty day exceed the Flight Hour credit, then his Flight Hours calculated as described in 27.2(G) will be used instead of the Flight Hour credit. • Company may use OEM pilots or OEM contract pilots for NRFO flights. • The parties to agree on transition through implementation letter. 9. Section 10 • No change to current book PTO accrual rates, except for new 7‐day advance accrual for new hires. • No change to current book PTO usage rates. • No change to current book personal day bidding limits for Peak Season (5%) and Non‐Peak Season (10%). • No change to current book cash out rates for Overflow PTO Days in subsection 10.6(B). • Retirement/Resignation cash out limited to Active Bank Days only (no Overflow or Long‐ Term). • Any other items as proposed on 4‐21‐2023. 10.Section 16 • New Parental Leave Policy: o Up to 6 months of time off for pregnant crewmember (in addition to applicable medical leave), and to include two weeks of paid time. o Up to 3 months for crewmember whose spouse or domestic partner gives birth or a crewmember who adopts, and to include two weeks of paid time. • No change to 3‐year limit for LTD/Loss of Medical. • No expansion of Medical Leave of Absence provisions in subsection 16.3(A).• Any other items as proposed 4‐21‐2023. 11.Section 20 • Crew Meal LOA 20‐002 to be executed as part of TA. • No change to current book rates for Meal Allowance or Crew Meal Deviations. • Any other items as proposed on 4‐21‐2023. 12.Section 24 • No change to current book subsection 24.3(A) life insurance coverage amount. • No change to lesser of 60% or $5,000 per month for LTD/Loss of Medical Benefit. • No change to current book subsection 24.7(B) regarding Company payment of medical expenses and incidentals. • No change to current book severance payment rate or other current book language in subsection 24.15(C). • No Worker’s Compensation and Disability Benefits provision. • Benefits Committee not added to Section 17 committees. • Any other items as proposed on 4‐21‐2023. 13.Section 29 • Company 401(k) Matching Contributions increased as follows: o 60% effective January 1, 2023 (current book) o 65% effective January 1, 2024 o 66% effective January 1, 2025 o 67% effective January 1, 2026 o 68% effective January 1, 2027 o 69% effective January 1, 2028 o 70% effective January 1, 2029 • No addition of any type of defined/direct contribution program. • Any other items proposed on 4‐21‐2023. 14.Remaining Sections/Items: • Section 9—as previously agreed. • Section 13—as previously agreed. • Section 14—as previously agreed. |
Originally Posted by Deserthusker
(Post 3731246)
So this is your first ever post and you have this detail of the “proposal”? Kinda sus
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Originally Posted by Cachaco
(Post 3731259)
It is important for everyone to know the truth of what the EB rejected, and how the pilot group could be benefiting from this proposal.
Do you see the benefits that proposal has outweighing the concessions it ask for as a good idea? |
Originally Posted by HeavyD
(Post 3731182)
The following should be in bold:
EFPP NRFO changes Signing bonus. If a pilot on property for less than a year gets $15,000, then a 15 year plus pilot gets $60,000. What should be in bold is that this would be for now until 2026-2029. Why not take the personal quality of life increase for the same period that our contract is valid and fight again, under legal allowed conditions (section 6) in 2026-2029?? |
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