AZFlyer

There was another email regarding a negotiation update sent out as well.

Phoenix21

The types of updates being sent out the last several weeks are a marked improvement over the communication from the union in the last several years.

Things mentioned in that email should have been goals in negotiations for the TA instead of the garbage presented to the pilot group that got shot down. At least the latest email leaves a sense that they’re working for the pilot group and have a sense of direction.

These increased communications have been long overdue, but they’re a step right direction and hopefully helps to fix some of the strained relationship between the Union leadership and the rest of the pilot group.

PDTFlyer

I couldn’t agree more with you. The communication has improved dramatically. The list of things they seek were goals during the TA, they were negotiating with a tyrant that is not in touch with the realities of today’s market. I really hope management takes a look in the mirror and realizes that what’s being asked for is at many many other regionals. If they continue with this stonewalling approach they’ll continue to lose pilots and eventually they’ll lose their jobs for not effectively managing an airline. The pilot group has proven that we can be on time, efficient, and reliable enough to perform amongst the top of the regionals for American. All while management has run morale into the ground. Can you imagine if they did right by their employees? Full time flight attendants shouldn’t be able to qualify for food stamps, that’s corporate greed on a reprehensible level. As a pilot group we are simply asking for things our peers already have. Not asking for something outlandish and ground breaking.

MantisToboggan

Mind copy and pasting? Never got it

ArmyRWP2018

April 18, 2019

Fellow Pilots,

Members of the Negotiating Committee and the MEC Vice-Chairman met with Piedmont management on Wednesday, April 17, to present the MEC's counter-proposal regarding compensation. In addition to expanding on the pay rates, the MEC has authorized a comprehensive response that addresses other contractual improvements that benefit every pilot on property. To be more specific, the MEC's proposal would resolve Direct Entry Captain grievances and includes improvements to:
scheduling practices
pilot quality of life
flow
hotel policy
SOE Captain incentives
and trip efficiency.
The package is robust. Yet, we feel these are justified and long-overdue contractual improvements that are necessary to make Piedmont an airline that can not only attract quality pilot candidates but more importantly, one that will encourage our current pilots to stay until their flow to American or beyond.

The MEC understands the importance of keeping the pilot group informed as to what transpired at our meeting. However, it is equally as important to cover what did not occur. No ultimatum was presented by either side. Additionally, no timetable or even an estimate for resolution has been set. While we feel both sides are eager to reach a satisfactory agreement, the MEC recognizes the importance of not rushing a product when it so profoundly affects the lives of our pilots. As always, we will keep everyone apprised of any notable related developments.

In Unity,

60av8tor

^^^^ well said ^^^^

MantisToboggan

Very interesting, thanks for that.

I don't think this was meant to be anything more than a simple take it or leave it pay raise. I'm glad they're standing up and trying to make changes around here, I just hope this was the right time to do it.

A Manikin

Should we be posting Alpa private emails on a public forum?

Phoenix21

At least, thanks to the communication efforts, the pilot group knows if doesn’t get something on that list that it’s the result of an a out of touch company management instead of an out of touch Union leadership.

Currently, Piedmont offers industry lowest pay and QOL, anout a 10 year flow for new hires (soon to be 12 if flow decreases to 5/month as the pilot group shrinks) where they can expect to have 11 days off with minimal schedule flexibility the whole time on property...

PDTs performance metrics are good now, but wont be sustainable long term if they can’t get people in the door and keep them on property long enough to upgrade, become instructors to train the new hires and eventually flow to American. Right now the company has to get 3 pilots into indoc to replace every one that flows just to keep the company the same size just to staff the jets it has taken (Forget taking additional planes or a new type) and it’s having problems even doing that.

Jackson28

Interesting move to turn down free money if there were no string attached - hope it pays off for you guys, definitely a gamble.