ASA/XJT JCBA: No Dual Qual!
11-19-2010 | 11:38 AM
#71
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You are a fool of you think Dual Qual is a good idea. The exact same argument applies to Captains flying the right seat and getting paid the FO rate. We should allow that too. It allows the company big savings, right? They get to have fewer pilots and can be more efficient, you get an increased QOL because you have more options! Tell me how that is different?
Guys, Dual Qual is increased work for you (which you will be proficient on) for less pay. I know Delta does it with the 757 and 767, but guess what!? They're paid at the 767 rates. Dual Qual allows the company to pay you 50 seat rates for Vacation, Sick Time, Cancellations, etc. Why on Earth would you give up a negotiated pay structure that, oh by the way, airlines with different sized aircraft use, for the promise of more flexibility? Did UPS base their pay structure for the fleet based on the smallest aircraft? No.
Do you also think that Crew Pay will be able to track this? They can't do it properly in the current environment but you're willing to give that up on the promise of a better life? I'm also curious about the failure rates at airlines with Dual Qual. I know Skywest has a higher failure rate, and I'm not saying Dual Qual is the reason why, but is it a factor? Again, I'm not saying we can't do it, but why would you give in to an increase in work and responsibility for less pay? QoL is not the answer as that is a factor that the company can control thru a myriad of other factors. If you want Dual Qual, demand higher than current 700 rates for the increased responsibility. Anything less and you're arguing for pay cuts. If that's the case, I'd like to see the proposal for Captains flying as FOs too, I want the total option to have a better quality of schedule and that will really let me make life great.
Guys, Dual Qual is increased work for you (which you will be proficient on) for less pay. I know Delta does it with the 757 and 767, but guess what!? They're paid at the 767 rates. Dual Qual allows the company to pay you 50 seat rates for Vacation, Sick Time, Cancellations, etc. Why on Earth would you give up a negotiated pay structure that, oh by the way, airlines with different sized aircraft use, for the promise of more flexibility? Did UPS base their pay structure for the fleet based on the smallest aircraft? No.
Do you also think that Crew Pay will be able to track this? They can't do it properly in the current environment but you're willing to give that up on the promise of a better life? I'm also curious about the failure rates at airlines with Dual Qual. I know Skywest has a higher failure rate, and I'm not saying Dual Qual is the reason why, but is it a factor? Again, I'm not saying we can't do it, but why would you give in to an increase in work and responsibility for less pay? QoL is not the answer as that is a factor that the company can control thru a myriad of other factors. If you want Dual Qual, demand higher than current 700 rates for the increased responsibility. Anything less and you're arguing for pay cuts. If that's the case, I'd like to see the proposal for Captains flying as FOs too, I want the total option to have a better quality of schedule and that will really let me make life great.
First, instead of an "override", we must have a "blended payrate" based on ratio of aircraft and JCBA 145/200 pay and JCBA 700/900 pay. The company will have considerable cost savings from Dual Qual. Part of that cost saving must be returned to the pilot group by having a blended payrate that at the very least, is at current 700/900 pay.
11-19-2010 | 12:39 PM
#72
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From: EMB 145 CPT
First, instead of an "override", we must have a "blended payrate" based on ratio of aircraft and JCBA 145/200 pay and JCBA 700/900 pay. The company will have considerable cost savings from Dual Qual. Part of that cost saving must be returned to the pilot group by having a blended payrate that at the very least, is at current 700/900 pay.
11-19-2010 | 01:22 PM
#73
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From: Title 10
Correct, and that is even with the USD being worth .01 cents/dollar more than the USD. Doing the math, $16,000 USD = $16,291 CAD. So someone working for Colgan gets a whopping $291 per year more if they are in the US versus Canada. When adjusted for exchange rates, Jazz pilots make substantially more than their US counterparts, particularly compared to the regional pilots having to live in high cost of living areas like NYC area, New England or California.
11-19-2010 | 02:45 PM
#74
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From: A320
Its true guys....XJTs concessionary rates for 50 seat aircraft are within $1 of your 900 rates! Our pre-concession rates were higher than your current 900 rates! Thats to fly 50 seats! No mercy, we need to bring this up to where it needs to be. Work rules (QOL) will always be #1 in my book though. What good are high pay rates if you're never home?
11-19-2010 | 03:31 PM
#75
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From: Delta Gear Slinger
Yes, we hear this all the time. We know, we know, we know. Tell your MEC what you want from the contract! As you said, QOL and work rules should be far more important though.
11-19-2010 | 03:34 PM
#76
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From: Delta Gear Slinger
Its true guys....XJTs concessionary rates for 50 seat aircraft are within $1 of your 900 rates! Our pre-concession rates were higher than your current 900 rates! Thats to fly 50 seats! No mercy, we need to bring this up to where it needs to be. Work rules (QOL) will always be #1 in my book though. What good are high pay rates if you're never home?
11-19-2010 | 08:47 PM
#77
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Joined: Feb 2006
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From: DD->DH->RU/XE soon to be EV
CA
1 65.28
2 67.24
3 69.25
4 71.33
5 73.47
6 75.67
7 77.19
8 79.50
9 81.89
10 84.35
11 86.88
12 89.48
13 92.17
14 94.93
15 96.83
16 98.77
17 100.74
18 102.76
FO
1 24.50
2 36.47
3 38.73
4 41.31
5 42.55
6 43.82
7 45.14
8 46.49
I'd like to see these with standard 3-6% per year added for every year until new rates are signed as the baseline for negotiation. For the 50 seat equipment at least. Horizon's 700 rates should be used for the larger stuff.
I KNOW, it's nothing but voiding a bladder into the effects of a pressure differential.
11-20-2010 | 02:55 AM
#78
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From: e190
^ those payrates X (401k match % + B fund Defined Contribution %) =
Years 1-5 = 6.5% (4% matching + 2.5% B fund)
Years 5-10 = 9% (5% matching + 4% B fund)
Years 10-15 = 11% (6% matching + 5% B fund)
Years 15-20 = 11.5% (6% matching + 5.5% B fund)
Years 20+ = 12% (6% matching + 6% B fund)
Years 1-5 = 6.5% (4% matching + 2.5% B fund)
Years 5-10 = 9% (5% matching + 4% B fund)
Years 10-15 = 11% (6% matching + 5% B fund)
Years 15-20 = 11.5% (6% matching + 5.5% B fund)
Years 20+ = 12% (6% matching + 6% B fund)
11-20-2010 | 10:33 AM
#79
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From: EMB145 Capt
If you provide a doc's note the sick call does not count as an occurrence. If you opt to not get a note then after 4 sick calls in a 12 month period we get a verbal warning, after 5 a written warning, and 6 supposedly term. We accrue 5 hours of sick time a month from date of hire. No graduated rate. Hope this helps. R/David
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