This TA improves the life for a RSV tremendously. Super senior guys, I don't really see how it changes much for them other than higher insurance premiums. DH pay, yes but line holders don't DH nearly as much as RSV pilots. As for the senior FO's, it seat locks them after they upgrade for progression to Mainline. That's standard in other airline agreements, but it's new to us and will leave a bitter taste in their mouth considering who has gone to mainline from PDT recently.. I think it's a 50-50 shot to pass depending on who votes. All it needs is 51% of votes cast. Who knows.

 

And I still don't understand the LOA14, progression to mainline. Even the union can't give me a straight answer on what it means.

 

From DOS, the lesser of 25% or 3 slots/ month for every month in which US Airways is hiring have to be piedmont pilots. There are examples in the LOA. This letter is signed by US Airways group and is binding in a merger however the new American has an option of renegotiating it if they need to. I've been told this LOA is not something that can just be ignored or thrown out like the RJ agreement was since it was signed by US Airways. If AA no longer wants it they will have to negotiate with us to modify or delete it.

 

Here are my good and bads:

75% Dh pay
11 Days off (will benefit only reserves)
75hr ( will benefit only reserves)
Increased 401k

The bads
FOs will actually take less money home every paycheck after pay raises and insurance raises.
You will go from paying $170 for family insurance to close to $390 at month
Your monthly pay raise will be about $90
Anyone that upgrades will be seat lock for a year before going to ML. And ML has full access to your records.
ML can get away from this loa very easily by merging (which jus happened) or by raising the min qualification to required jet time.
Section 25 wasn't even touch. Same conditional wordings than before.
6% bonus from 2012 (year where everyone made around $2000-$3000 less thanks to Tamdar) and it won't even come close the lost of not getting pay raises for 4 years.

I'm not saying you should vote Yes or No. Just weight the pros and cons for you and make a personal moral decision.

 

So this is a max of 3? You are saying per month....what if there is more than one class in a month? Also is this a true flow, or will there be interviews? Is it seniority based? Do you need to be a captain?

I'm at PSA. For me this is a relatively important part of our TA. I hope the language is strong.

 

3 people a month? That would take 5.5 years of consistent hiring to flow 200 captains. Consistent hiring seems optimistic given airways mgmt history of 'shrink to profitability'.

 

3 per calendar month if they have any class on that given month. If they don't have a class in particular month you will need to subtract 3 from the total of that year.

No. It is not a true flow. You still need to interview and they can still turn you down.

It is not seniority based.

You don't have to be a Captian but if you don't have PIC time your chances to get called are slim.

And to your last question. It is one of the more WEAK languages I have ever seen.

 

What I don't like about the "flow Thru" is that you give up rights.
If you have a letter of discipline on record then you are disqualified. Well in the real world that letter would never leave your HR dept. it would be illegal for them to send it.
I think PSA/PDT need a me too clause to mirror Eagles.
And it needs to be a seniority based flow thru.

 

I agree, but I think the only part of our TA that will never be re-negotiated is LOA 14. Opinion: We kind of have to accept it as it is. It has its positives and its negatives.

 

Just to clarify...... USairways gave this to PSA... Not one cent is spent to negotiate such.... We have no rights to Airways just because we're a wholly owned..... This really has nothing to do with this TA but it's there to try to make ir more enforceable in a sense....

It's better then nothing and unless USAPA wants us there's no hope of a flow thru..... That'd take their involvement and they have never shown a desire to push for such.....

AE is totally different..... Those to say a "me too" clause are asking for a hail mary...... They have numbers and arbitrator decisions to make sure 1000 of their pilots have a chance..... Why are we entitled to the same? We're different and last I checked under two different companies....

These are interviews only. If they find all applicants not worthy they do not have to make a job offer. There's no seniority rights to an interview. You must meet all basic qualifications and have 12 months at the company, be in good standing with the company, no discipline history, and allow all training records to be viewable. Again it's 3 per month a new hire class occurs and can't be more then 25%.....