You should be helping the company to the fullest extent that our union contract allows. It cracks me up when people screw the performance numbers on purpose and then get ****ed when the company won't pay better. This is business, pure and simple. If you feel like a slave get a new job. Otherwise show up and fly the contract.

The more profitable the company the more money we can negotiate for. I've flown both the 200 & 900 it's easy to transition between the two. As stated in a earlier post: Pay based off seniority would nullify any issues with sick leave, disability etc. UPS does this already.

The union comes to the table realizing the different scenarios and their cost vs benefits. This isn't caving to the company without anything in return. Part of negotiating is give and take. We'll cut your costs, but we get a percentage of that cost to increase our benefits.


My question to you if the union could negotiate
1) more days off, better pay with a dual qual pilot group
vs
2) lower pay, less days off with two fleet groups

Which would you choose?

Medical and dual qual are two different negotiation sections. I personally would not agree to a change in our medical unless it is to lower our costs to that which 9E currently has.

I believe a no furlough clause for a specified time period would be attainable. Given the projections of hiring at majors I don't think it would need to be enforced.

I agree with you I would be a no vote on dual qual unless there are gains made in other areas.

Imagine all the epaulet flipping that would cause!

Now that is great!

eh, not a whole lot. proper epaulette procedule for dual qual is to wear one upside down and one normal. CA's wear the left one upside down, FO's the right side upside down. The reason being is that when you are on the 200, you don't want to have both the right way, because it would show that you are not as experienced in heavy iron international routes as you really are....

But do you flip both upside down if you are doing a 200% trip and the FO is making more than the CA? I just want to make sure I am "Standard".......

Here are the XJ payrates starting Dec 1rst.

I was thinking the 9E TA rates were closer to this, but it looks like we have some work to do.

Higmeister....
As an experienced FO you should know where to find that info. it is in your FOM. Might wanna hit the books before you upgrade, it's not the cakewalk you think it's gonna be. Know where to find stuff.....;) I'm tired of spoon feeding you.

I would vote "NO" on dual qualification. The Debacle of the blended FO rates PALES in comparison to the damage the pilots will suffer if there is a dual qualification.

I MAY be talked into it if the single rate was the 900 rates for all aircraft. 76 seat pay for everything from SAAB to the 900. In fact lets just have 2 Captain Rates. One for the jets and one for the turboprops. SAABs get DASH rates. Think of the benefits...

- Payroll wouldn't screw up the paychecks cause we won't have to check all the changing rates when we get switched between aircraft 4 times in a 3 day.

- The company wouldn't have to worry about all those training events when people want to move from one aircraft to another one.

- Negotiations for pay then really only becomes an issue of arguing one rate. I mean if we 200 guys get paid 900 rates that's good. But imagine how easy determining the turboprop rates get. I mean the DASH rate is the same as the 200 rate. The SAAB rate would be the same as the DASH. The 200 rate is the 900 rate. Imagine how easy things would be.

Of course this is ridiculous.
It's just as awful idea as dual, triple, quadruple qualification.

Split the FO rates.
Get Dec 1, 2010 rates plus a little bit.
Small fences to protect the weak.

Here's a question...
Why bother having two companies remaining Pinnacle/Mesaba? Why not just have one?

No fences.

Why would we want to voluntarily fence our opportunities?