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Piedmont Airlines Regional Airline

Piedmonts new pay raise

Old 03-28-2018, 10:36 AM
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Default Piedmonts new pay raise

We had lots of triple premium last month. This month it goes to double despite still low coverage. We know that premium pay gets paid the following month. Now let's do a little math game.

64$ X 16 hours = 1,024
85$ X 12 hours = 1,020





discuss
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Old 03-28-2018, 10:48 AM
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Originally Posted by BeechPilot33 View Post
We had lots of triple premium last month. This month it goes to double despite still low coverage. We know that premium pay gets paid the following month. Now let's do a little math game.

64$ X 16 hours = 1,024
85$ X 12 hours = 1,020





discuss
A little birdy told me that along with a host of QOL improvements, pay increase is forthcoming. However, ready reserve is going to be a thing (however it will be incentive pay based).

End of April ends the negotiation period. Allegedly whatever comes through the pipeline needs to be a yes vote since the company is not obligated to do anything for us since this is just a contract amendment and not an outright contract negotiation.

Should be interesting.
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Old 03-28-2018, 01:00 PM
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Just because they aren't obligated doesn't mean they won't come back to the table if the new hire pipeline dries up.
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Old 03-28-2018, 02:13 PM
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Originally Posted by Newstick189 View Post
A little birdy told me that along with a host of QOL improvements, pay increase is forthcoming. However, ready reserve is going to be a thing (however it will be incentive pay based).

End of April ends the negotiation period. Allegedly whatever comes through the pipeline needs to be a yes vote since the company is not obligated to do anything for us since this is just a contract amendment and not an outright contract negotiation.

Should be interesting.
First off, nothing ever HAS to be voted yes. The content of the TA or LOA should be voted on by it’s merits. Also, there is a mediation period that follows the negotiations. It only results in “suggestion” by the mediator but it could lead to more negotiations. Next, ready reserve (in the right form) is not a bad thing. Some would love it and others would dislike it. Also, what pay increases are coming?! 1%? 50%? 100%? Will captains make out better than first officers? Or vice versa?

Most importantly, what host of QOL improvements are coming? Will we get three days off between trips? Will we get a guaranteed mix of 1, 2, 3, and 4 day trips? Will MMD be converted to a true minimum day and be increased? Are there reserve improvements such as a defined trip assignment hierarchy or automatic release on your last day? Does the interface period get eliminated? Is there a contractual obligation for the company to make better trips? Is there an electronic trip trade/pickup/drop provision?

Finally, what are the give backs for all these improvements your birdie mentioned? You’ve already said ready reserve but what about PBS? If so, what kind of system is it? Do we get better vacation blocks to make up for the potential to go down to a 5 day “vacation?” Does the Union have input into the bid? Can the company take a trip off of a senior pilot and put it on a junior pilot to make more efficient schedules?

Critically, was the person who told you that this MUST be passed in the Union? If so, we’re completely hosed. I’m sorry to jump on you. I’ve heard a ton of ridiculous rumors and opinions in the last few weeks. Silly speculation is only hurting the employee group at this point.
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Old 03-28-2018, 03:34 PM
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Originally Posted by Newstick189 View Post
A little birdy told me that along with a host of QOL improvements, pay increase is forthcoming. However, ready reserve is going to be a thing (however it will be incentive pay based).

End of April ends the negotiation period. Allegedly whatever comes through the pipeline needs to be a yes vote since the company is not obligated to do anything for us since this is just a contract amendment and not an outright contract negotiation.

Should be interesting.
It doesnt “need” to be a yes vote... it could be a no vote and the company is going to end up having to increase pay and change the way scheduling works if they wish to continue to expand. If not attrition will increase, recruitment will tank and eventually they’ll have to return aircraft back to Envoy...
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Old 03-28-2018, 05:10 PM
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Originally Posted by MickeyFlies View Post
First off, nothing ever HAS to be voted yes. The content of the TA or LOA should be voted on by it’s merits. Also, there is a mediation period that follows the negotiations. It only results in “suggestion” by the mediator but it could lead to more negotiations. Next, ready reserve (in the right form) is not a bad thing. Some would love it and others would dislike it. Also, what pay increases are coming?! 1%? 50%? 100%? Will captains make out better than first officers? Or vice versa?

Most importantly, what host of QOL improvements are coming? Will we get three days off between trips? Will we get a guaranteed mix of 1, 2, 3, and 4 day trips? Will MMD be converted to a true minimum day and be increased? Are there reserve improvements such as a defined trip assignment hierarchy or automatic release on your last day? Does the interface period get eliminated? Is there a contractual obligation for the company to make better trips? Is there an electronic trip trade/pickup/drop provision?

Finally, what are the give backs for all these improvements your birdie mentioned? You’ve already said ready reserve but what about PBS? If so, what kind of system is it? Do we get better vacation blocks to make up for the potential to go down to a 5 day “vacation?” Does the Union have input into the bid? Can the company take a trip off of a senior pilot and put it on a junior pilot to make more efficient schedules?

Critically, was the person who told you that this MUST be passed in the Union? If so, we’re completely hosed. I’m sorry to jump on you. I’ve heard a ton of ridiculous rumors and opinions in the last few weeks. Silly speculation is only hurting the employee group at this point.
Well, of course it doens't "NEED" to be a yes vote. My information was second hand from a captain I was flying with who had just freshly talked to someone on the negotiating committee. That being said, according to the way our current contract is written, the negotiation could just end without any changes. Therefore, it could be an undetermined amount of time before the company decides they need to incentivize hiring vs. attrition, or our contract expires. This was the way it was explained to me. All I have to say is our current attrition is about 10 per month, and our hiring is about 22. Do the math.

I didn't hear the specifics about pay increases, other than something was coming. Same with QOL. PBS was NOT on the table. I was told the interface problem would be "fixed" and our 48 hour period would become much more useful.

Vote no if you want to. If it's ****ty I will vote no on the merit of it being ****ty. But if it's any increase I will take it. This "mid contract" negotiation is not a real contract negotiation.
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Old 03-28-2018, 06:20 PM
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I hear a lot of really, really, incredibly dumb $hit out of people at this airline. That was one of the worst.

If you feel backed into a corner to vote yes on something that's less than we deserve simply because it's only 5 items up for negotiation, YOU ARE THE PROBLEM.

If you take any increase just because it's slightly better than what we have now YOU ARE THE PROBLEM. That would be like putting sprinkles on a dog turd and calling it a sundae.

We are in the drivers seat. They will bring our pay and QOL up to industry standards, or this place will not get new pilots. It won't keep current pilots.

That captain has a horribly wrong take on our situation. You swallowed it hook line and sinker. We are better than this. Wise up
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Old 03-28-2018, 07:07 PM
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Amen. We are worth more.
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Old 03-28-2018, 07:25 PM
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Agree 100% with Mantis!!
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Old 03-28-2018, 07:53 PM
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Originally Posted by BeechPilot33 View Post
We had lots of triple premium last month. This month it goes to double despite still low coverage. We know that premium pay gets paid the following month. Now let's do a little math game.

64$ X 16 hours = 1,024
85$ X 12 hours = 1,020





discuss
I'm very confused on what exactly you want to discuss.

First, where did this 85$ number come from? You think we're getting a 33% raise?????? I wish I could share that kind of optimism. Hope you are right and I have to eat crow.

Secondly, what the hell does premium pay being paid out the following month have to do with anything? Are you expecting a 33% raise like... today? Like you're picking up double premium because you expect a 33% raise any second now?
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