boxthrower

Who else agrees that company morale has been pretty damn low? From manipulation of the reserve grids to no hotel reimbursement, notification of in person bias training being put on the bid lines 90 minutes before the bidding opened with no notification to the union, no clarification on whether the day is locked to a trip or how we’re getting paid for it and the union not doing anything because it’s the weekend, along with the captain grids going from all green to flat out red in the course of two days when FCFS was down.

Throwitaway

So, you drinking the PBS koolaid yet? It will fix all your problems, "we promise, trust us!"

I agree with your sentiment. I have zero trust right now in the company or union to get the pilots a long deserved W. Until we gain without giving up (especially in the current and near future pilot market), I'm holding on to SAP with a kung-fu grip.

chrisreedrules

Union works weekends. Some in management do. But generally speaking many in management don’t.

Duck Sausage

I second that!

stillcantfly

I love PBS but seeing how the company is playing their cards.....I’m a firm no until I see that “good faith” I think we need some better lawyers in the negotiations as well.....

Approach1260

Yeah we can't even get this mandatory bias training implemented in good faith, why does anyone think the company is suddenly going to change their tune with PBS?

SAP is our golden goose, and everyone knows management's priority is to eliminate it. So unless the agreement put before the pilot group shows overall better quality of life than I have with SAP then I'll be a no. Once we give the company SAP we really don't have any cards left to play so we'll only get one good shot at it.

WhiteMorpheus

Like excellent soft pay (rigs), better retirement contribution, flow, straight drops on green grid days with an empirical method for grid status determination?

I think the last item is probably the best way to preserve the primary benefit of our current SAP, schedule flexibility, while also preserving the importance of seniority and maximizing the number of lines created pre-"SAP". Assign all flying and reserve blocks in one bid, open an initial FCFS drop/swap window, then assign the open time trips created in FCFS as BU/hybrid lines to reserves that want them in seniority order (then to those that don't want them in reverse seniority order).

I've always thought that the ability to swap/drop to get the days off I want is the best part of SAP. High Seniority bidders under PBS would already get the days off they want and an option to drop trips on "green" days could extend that flexibility to the junior lineholders.

Take a look at the QOL for line holders at Spirit regarding the power of the straight drop under PBS. For drops to work as well as SAP we need a finite methodology for grid status that is actually transparent, that we can see working, and that has no points of manipulation for the company.


As always, regardless of what gets negotiated we have to have a few months of mandatory participation test runs prior to a vote.

acestro

How many years will it take a new hire to flow to AA currently? I see the website advertise 6-7 years to flow.

WhiteMorpheus

10 flowing per month and 2000+ pilots equals 200 months for a new hire to flow.

SonicFlyer

Except that 2000 pilots will not flow. Many will take another route to go somewhere else before their flow number comes up. So it will be a lot quicker than what you have just described.