From my understanding the LOA is something US Airways came to the NC with. It was negotiated directly with Airways and was more of a take it or leave it offer. This isn't something that we can try and improve after a no vote. Airways refused to negotiate a traditional flow-thru. They do not want to be told who to hire.

And it's 3 or 25% a month hired, not interviewed, so if they decide to get selective they will need to interview more than that and since its only a minimum number Airways could theoretically hire more than that.

 

I hate to say this to my old PDT compadres, but the way this TA sounds, the joke is on you. 5+ years and this is the best the NC could get you?

On principal, I'd strike.

I wish you all the very best, it just seems like the company continues to insult you, and take what dignity you have and **** all over it.

(Just my .02)

Sad.

 

All I can tell you Meyer is that this LOA is no more than a slap in the face. Why give out your rights just for an interview ???

 

My biggest issue with this LOA, is that they are already hiring more than 3 of our pilots per month that they've had classes, so why sign something that lessons the number of people that can go. Not to mention opening up everyone's records (who knows whats in those records the way some in our training department are)

Also, I know of one PDT captain that got hired at mainline with no internal recs and he was a captain for less than a year, so again, why sign an agreement that makes people that are getting hired there at this time suddenly ineligible to get hired?

 

You are right; I can't quantify in entirety which contract is better than the other. I would say however, FA's have high and low lines, 100% DH pay in flight or GROUND, a true 10 hrs in base if they get stuck out on a trip (none of this new 3 hours, and then back to work), and better hotel language. Also, they benefit second-hand from items we have in our contract.

I have read over the TA, and I am passing judgement on it. It is a huge slap in the face. I'd love to make it to a roadshow. When are the next ones? Are the dates and times going to be fixed this time, or are they going to change the day before? Maybe the NC or MEC could send out a detailed "cliffs notes" on everything that changed. A pros/cons list would be great, so we don't have to do it on a message board. All-day road shows in the hubs would be great too, so those that are working 21 days a month can take your advice and get "a little background." Shoot, make a code-a-phone detailing what improved, and what got worse, for those who are too lazy to read through the TA. I do not think that the improvements in the new TA are enough to offset the increases in insurance premiums, or the pitiful "bonus", or the pay cuts. And yes, they are pay cuts. When we continue a payscale where it was 3.5 years ago, that is a pay cut.

I'm also not telling anyone to vote yes or no. Everyone can sift through the information, and make their own decision. What I do have a problem with is our union reps candy-coating what is in the TA. Give it to us in an un-biased format; don't give the highlights, and then leave out the crappy fine print.

 

Believe me, I'd love to see the big pay and QOL increases we all deserve, but guess what? It will never happen. Not in this economy and certainly not in the regional industry. The NC had to fight tooth and nail for 4 years just to get this mediocre deal.

If you vote no on this TA know the consequences. If you think that management will come right back to the table begging to make us a better offer you are wrong. If you think we will be able to strike soon after we turn down this TA, you are wrong. The mediator felt this deal was very favorable for us and was "one of the best to come across his desk in years". As far as the NMB is concerned mediation services have been completed. The road to being released will be long and drawn out, and the company will be laughing all the way to the bank.

For me personally I would prefer to have this contract closed out going into this merger, with my messily pay raise (that sadly puts at the top of the turboprop business) 75% dh pay, $1.70 per diem, 6% signing bonus, huge improvement in reserve rules and pay protections and US Airways career progression language. Sure, our guys are getting picked up, a couple at a time by Airways, but the new LOA puts a little structure and guarantees into the process. Do you think that if we vote down this TA down they will continue to hire our guys at the same pace? Maybe, maybe not.

All I'm saying is that if you are voting no on this TA, do it because you really truly believe we can get something much better, not because you just want to send the company a message. If you do think we can get a much better deal know that it may take another year or more and by that time the gains we make may be offset by the wages we lost by staying on our current contract.

 

6%??? Ill sign it just for that! Especially those of you planning to leave this year or the next. Regional is a stepping stone. Pretty good career for some as lifers but don't expect the same treatment that major guys get from their management. Wait... Even major guys get screwed and we're only a small regional.

 

Remember also that bonuses are taxed differently, you will only see about half of that 6% in your pocket

 

In any year mainline only has to take 36 of our guys. Also they can decide at any time that we don't have any qualified pilots and suspend the letter

 

I wonder if they will quit taking us until the we pass the contract? Will they only take the required per month or use that as a minimum (hopefully)?