He's right - like on your confirmation page, it shows you what your vote number was. Of course, it doesn't show you what the %'s are. That was TW's guess.

 

Reading from the other thread, it seems your reasoning is that something's better than nothing, even though it wasn't up to your expectations.

Since our vote really holds no power in the long run, isn't it your one best chance to vocalize (your SAPA role aside) that you think it's not what it should be?

I just don't understand that rationale for a yes vote.

 

If you believe that there's no power in the vote, don't vote. Nobody is forcing you to vote, or not vote. It's your choice.

If you think that having 99.9% of the pilot population voting one way or another holds no power, let me just say that I disagree. Not really worth bemoaning here.

I have listed my reasons for voting yes:


1. My observation was that our negotiations had not only hit a standstill, but was regressing.

2. Negotiating for six more months would probably get higher rates, but my opinion is that the overall increase in pay over the term would be substantially the same.

3. However, we may actually never reach even the number 2 scenario, when ANYTHING can happen. Mergers, accidents, lawsuits, oil, economy, more hijacking terror, whatever. "A bird in the hand is better than two in the bush" comes to mind.

4. We are not in a position to get any raise, as we are mid term on our current agreement, effective until Dec 2010. This is money that the pilot group said that they "didn't want" in Nov 2006, when they voted to lock us into a pay contract through 2010. We don't have to get ANY additional money.

5. There is no "home run" in this game. Steady, and take it step by step. This is a step, one that wouldn't be happening had ALPA been successful, but a step nonetheless.

6. I can't vote no because, as a second year FO, I'm only getting 0000000000.32%. The numbers still support that the overwhelming majority of folks will get some raise, measured in thousands of dollars.

7. We're in a better position to negotiate in 2010 with this package, than without it.

8. Any pay package will have some percentage of the group saying, "we deserve / should get more". Certainly, I'm in that boat. Even if the pay had been raised to $40 for first year, it's still chump change for the type of work we do. So, you want me to quibble about how many crumbs I'm getting?

9. Hey, at least we're not going backwards, like so many of our pilot brethren in other carriers have done in the past years

 

Gee, so that picture of me isn't turning you on? Ok, I'll find something else.

 

Just out of curiosity, did The Company advise pilots this time to shred their voting credentials so they wouldn't accidentally vote the wrong way?






.

 

I was just saying that if anyone wasn't happy with you they could elect someone else or recall you.

Thanks for being a NATCAvist by the way.

I'm not a betting man.

4. Nothing is "locked" in without a contract. Especially if number 3 happens.

5. You keep saying this but its just factually wrong.

7. Please explain this one.

9. Not everyone is going backwards. Some are and some are not. Its different from property to property. At Skywest, you guys should be leaps and bounds ahead of ALL other regionals.

 

Do you need 51% of votes cast or is it like the ALPA vote?

 

Tony,

Why haven't we even addressed increasing our profit sharing percentage? Why does this seem to be untouchable? Is it perceived inequity among the rest of SkyWest employees? This seems like the fairest way to increase our pay when we're doing well as a company while not eliminating our competitive advantage when we're trying to secure additional opportunities.

What about increasing daily guarantee? What about international per diem?

You're 0.32% base rate increase is actually a pay decrease if you fly the -700/-900 very much with the 1% reduction in BHO. Is the company planning on porking the third year FO/CA next year? Then it's the 4th year's turn when we're in year four and so on. Since we are a large hunk of the CRJ group, we're the most expensive hire year to give raises.

I'm sure you understand that the current pay agreement includes the understanding that the company will review our pay each year (why we're even doing this now). So next year when they "look" at it again -- gosh, those 3rd year folks are costing us a lot of money.

 

Who knows? The rules are never set in stone. I'm guessing the outcome will be whatever the company wants it to be.

 

Nice one.... the vote is performed by SAPA, and the company has already agreed to the proposal.