One contract for xj 9e and 9l
08-25-2010 | 03:16 PM
#41
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Joined: Apr 2007
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From: CRJ FO
Well I guess it would be interesting to see where you fit on the seniority system with that regard, sounds like you have it pretty nice. I would say the top 20% of CA's and FO's at XJ probably feel the same way as you. But for us middle and bottom feeders, not so fortunate...I would give up a dollar of pay per hour to have another day off if that means spending more time with my family, maybe you wouldn't. Everyone's different and has different desires, high seniority guys want pay, low seniority guys want pay and days off so we aren't going to see eye to eye on all of this. Just saying I've read alot of comments on APC about how abismal 9E's current contract is. I would be curious though to see your guys latest TA proposal to see if it is anything close to XJ's current contract, but then again curious as to why our contract is lacking, compared to 9E's?
No, I'm not bidding in the top 20% in base. Not even in the top 30%. You want to look at descent contracts, look at Horizon or Air Wisconsin. Neither of us are even close.
Last edited by 1forflying; 08-25-2010 at 04:24 PM.
08-26-2010 | 06:00 AM
#42
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Joined: May 2010
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From: A320 FO
I did a quick read through of the XJ contract yesterday, and for the MOST part, yeah, it's better. I don't think the company will drop everyone back to 4 hours and 11 days off. We don't have the staffing for it. They'd have to hire 200 more people to do that, which will cost them more in the long run due to training costs, health insurance, etc. To drop us down to 4 hours, you'd have every pilot flying 3 legs a day on average. We don't have enough people to do that, even post merger.
It looks like we've got vacation slide, but XJ's vacation language is better. We get 5 days (with two days off), they get 7. Put that with vacation slide, and you get more days off in the long run since you'd be sliding 7 days instead of 5.
We accrue sick time faster (3.75 per month), but they don't want us to use it. If we DO call in sick, it's a roller coaster ride of doctor's notes and base management meetings.....and that's after only 3 of them.
I didn't see a sick policy or a commuter policy in XJ's contract, but I could have missed them. If they're not in the contract, expect 9E to try to axe 'em both and implement our crappy ones. So, we NEED to get commuter language and sick call/fatigue call language in any agreement we get. Without it, the company is just gonna change it on the fly like they have been the past few years.
Insurance is hands down better at Pinnacle. However, the company has this as their #1 thing to get rid of apparently. It's what caused the showdown at the NMB that led to us being put on ice. The only thing I saw in XJ's contract that I understood (I think) was something to do with name brand drugs, a $500 deductible and a $50 co-pay after that. My wife takes a medication daily that has NO generic brand, so even with XJ's higher pay rates, I wouldn't see much more take home just thanks to that alone. I'd be paying retail every month for her medications until I hit $500, then $50 a month after that. That's a huge difference over $10 a month. I'd rather take the $10 generic/$20 name brand the company offered in TA1 than that. If I'm wrong on this, XJ guys, please correct me.
It looks like we've got vacation slide, but XJ's vacation language is better. We get 5 days (with two days off), they get 7. Put that with vacation slide, and you get more days off in the long run since you'd be sliding 7 days instead of 5.
We accrue sick time faster (3.75 per month), but they don't want us to use it. If we DO call in sick, it's a roller coaster ride of doctor's notes and base management meetings.....and that's after only 3 of them.
I didn't see a sick policy or a commuter policy in XJ's contract, but I could have missed them. If they're not in the contract, expect 9E to try to axe 'em both and implement our crappy ones. So, we NEED to get commuter language and sick call/fatigue call language in any agreement we get. Without it, the company is just gonna change it on the fly like they have been the past few years.
Insurance is hands down better at Pinnacle. However, the company has this as their #1 thing to get rid of apparently. It's what caused the showdown at the NMB that led to us being put on ice. The only thing I saw in XJ's contract that I understood (I think) was something to do with name brand drugs, a $500 deductible and a $50 co-pay after that. My wife takes a medication daily that has NO generic brand, so even with XJ's higher pay rates, I wouldn't see much more take home just thanks to that alone. I'd be paying retail every month for her medications until I hit $500, then $50 a month after that. That's a huge difference over $10 a month. I'd rather take the $10 generic/$20 name brand the company offered in TA1 than that. If I'm wrong on this, XJ guys, please correct me.
08-26-2010 | 06:15 AM
#43
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Joined: Dec 2007
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I did a quick read through of the XJ contract yesterday, and for the MOST part, yeah, it's better. I don't think the company will drop everyone back to 4 hours and 11 days off. We don't have the staffing for it. They'd have to hire 200 more people to do that, which will cost them more in the long run due to training costs, health insurance, etc. To drop us down to 4 hours, you'd have every pilot flying 3 legs a day on average. We don't have enough people to do that, even post merger.
It looks like we've got vacation slide, but XJ's vacation language is better. We get 5 days (with two days off), they get 7. Put that with vacation slide, and you get more days off in the long run since you'd be sliding 7 days instead of 5.
We accrue sick time faster (3.75 per month), but they don't want us to use it. If we DO call in sick, it's a roller coaster ride of doctor's notes and base management meetings.....and that's after only 3 of them.
I didn't see a sick policy or a commuter policy in XJ's contract, but I could have missed them. If they're not in the contract, expect 9E to try to axe 'em both and implement our crappy ones. So, we NEED to get commuter language and sick call/fatigue call language in any agreement we get. Without it, the company is just gonna change it on the fly like they have been the past few years.
Insurance is hands down better at Pinnacle. However, the company has this as their #1 thing to get rid of apparently. It's what caused the showdown at the NMB that led to us being put on ice. The only thing I saw in XJ's contract that I understood (I think) was something to do with name brand drugs, a $500 deductible and a $50 co-pay after that. My wife takes a medication daily that has NO generic brand, so even with XJ's higher pay rates, I wouldn't see much more take home just thanks to that alone. I'd be paying retail every month for her medications until I hit $500, then $50 a month after that. That's a huge difference over $10 a month. I'd rather take the $10 generic/$20 name brand the company offered in TA1 than that. If I'm wrong on this, XJ guys, please correct me.
It looks like we've got vacation slide, but XJ's vacation language is better. We get 5 days (with two days off), they get 7. Put that with vacation slide, and you get more days off in the long run since you'd be sliding 7 days instead of 5.
We accrue sick time faster (3.75 per month), but they don't want us to use it. If we DO call in sick, it's a roller coaster ride of doctor's notes and base management meetings.....and that's after only 3 of them.
I didn't see a sick policy or a commuter policy in XJ's contract, but I could have missed them. If they're not in the contract, expect 9E to try to axe 'em both and implement our crappy ones. So, we NEED to get commuter language and sick call/fatigue call language in any agreement we get. Without it, the company is just gonna change it on the fly like they have been the past few years.
Insurance is hands down better at Pinnacle. However, the company has this as their #1 thing to get rid of apparently. It's what caused the showdown at the NMB that led to us being put on ice. The only thing I saw in XJ's contract that I understood (I think) was something to do with name brand drugs, a $500 deductible and a $50 co-pay after that. My wife takes a medication daily that has NO generic brand, so even with XJ's higher pay rates, I wouldn't see much more take home just thanks to that alone. I'd be paying retail every month for her medications until I hit $500, then $50 a month after that. That's a huge difference over $10 a month. I'd rather take the $10 generic/$20 name brand the company offered in TA1 than that. If I'm wrong on this, XJ guys, please correct me.
08-26-2010 | 10:26 AM
#47
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08-26-2010 | 01:05 PM
#48
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Joined: May 2010
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From: A320 FO
I'm assuming there will be some sort of fence agreements. That could kill dual qual dead, honestly. Why even waste negotiating captial on it if they can't use it because the -900s (or all but 16 of them) are fenced off?
08-26-2010 | 05:09 PM
#49
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Joined: Jan 2008
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From: CL-65 captain
"Your wheelchair pusher makes more than my FO."
(and has better flight bennies)
or....
pushing a $45 wheelchair.....$25k/yr
Pushing a $25mil jet........18K/yr
