I agree. It's not decent, it's excellent. Well done to the three pilot groups.

Bloch actually has a history of weighing DOH more heavily than other arbitrators in SLI cases. Of course, a lot of those cases were under the old ALPA Merger Policy, which listed DOH as something that should be considered, so it's hard to tell whether he'll still consider it today with Merger Policy no longer listing DOH. The DAL/NWA case can't really be used as an example to indicate his new preferences, since he was only one of three arbitrators, and I'm sure they all had to compromise to reach the final award that all three could get behind.

 

Regardless of whether or not it's confidential now, it still serves no good purpose to a UNIFIED pilot group moving forward with ONE list under ONE contract. All that the release of this information is going to do is continue to put all 3 pilot groups at odds with each other over an issue that is completely dead now. It is all in the hands of the arbiter, and once his decision comes out it'll be time to accept the award (good, bad, or ugly) and move on as one pilot group working together.

Sure the Colgan MEC put out a good read, but was it really a good idea?

 

+- 7% would not be too bad in the realm of an integration. Ultimately no group should see "gains" per se in their relative seniority. Under DOH every single Colgan pilot loses relative seniority with the exception of the pilots that were hired when the other two airlines were not hiring. Under Pinnacles methodology every single Colgan pilot loses close to 40%. Under the Colgan methodology every pilot of the three companies remains plus or minus 3% with most likely staying right where they are.

As has been mentioned, Bloch will likely go with a hybrid of all or none of any. No one suggested method is perfect and all (well 2 out of 3) have some merit.

Relative seniority is what controls a pilots life. People from all airlines need to understand that with a younger pilot group there WILL be a longevity spread likely in this final list as their have been in many of the past precedents. There will be 4 year guys next to 7 year guys and 20 year guys next to 13 year guys. The only way to prevent that is to go DOH. By going DOH you take a pilot with career expectation of being currently 10 in seniority who can hold any seat, any plane, any base and any schedule and you then make them barely top 500 in the new list....and it gets worse.

By going DOH you make half the Colgan captains street captains by putting a large number of FOs ahead of them. While an early 07' Colgan captain has seen progression and movement he will now stagnate for the next X number of years until every FO upgrades ahead of him before gaining anymore QOL. It is highly likely that the upgrade movement will be in the dash 8 or saab and when given a choice of sitting FO for another year or so or upgrading into a saab or dash 8 most will choose an upgrade.

I can see peoples arguments when they say "But ive been here 4 years, why does this guy whos been here 3 years go ahead of me?" We all simply work for different companies with totally different histories and dynamics. In reality 4 years at one company affords you the exact same as 3 years at another. While a 4 year Pinnacle pilot would be a junior CA a 3 year pilot at Colgan would be a junior CA. When you put the two together guess what? You are still two junior CAs next to each other in seniority who bid bottom of the barrel lines and share equal QOL.

Another scenario would be two similar pilots again. One is 4 numbers from upgrade and the other is 100. Why would the pilot who had no expectation of upgrade in the near future be able to instantly expect not only an upgrade, but an upgrade into a line while the other pilot would find that they are now 1+ year or more away from upgrade?

I know there is a lot of fear of Colgan coming in and stealing CRJ spots away, while there are some pilots who would want nothing more than the CRJ the reality is there are some at all companies who would see benefit in another certificates equipment for various reasons. It would be a wash more than likely. In addition, the 200 is in essence the same equipment as a dash 8. It pays nearly the same and in short time will pay exactly the same. Never mind the fact that it is a "jet" instead of a "prop" it pays the same.

This whole thing is a mess, when the results come out just tear off the band aid quick and get it over with.

I know there are countless arguments for the other two methods as well as the 15,000 other methods that could have been proposed. Luckily its not up to us, its up to Mr Bloch to put some sugar on this turd and make it presentable.

 

Deletededed

 

Will help when voting for future reps.

They clearly demonstrated that they are not interested in unity with us. They are interested in us groveling at their feet.

 

It's the duty of each NC to look out for the best interests of THEIR pilot group. I'd pay attention to what your negotiating committee is presenting, & not worry about the others because it really doesn't matter what you think. It's in the arbitrators hands. IMO it does no good for anyone to share what each negotiating committee presented. THAT is what divides people.

Someone will always get screwed in a merger, but it is what it is. When the decision is released you can take a look at your new number & do one of two things. Accept it & move on at work, or quit. But PLEASE, PLEASE do not be bitter & miserable over it. You do not want that in your life.

 

And that is exactly why the cjc committee released this. They are trying to look like the good guys and show how bad everyone else is. Their plan is just as devious as they perceive the other plans to be. They are just trying to play it up as fair when in reality they are trying to get the upper hand on the mesaba and pncl pilot groups because they know the majority of their pilot group has less than 4 years seniority. maybe even less.

 

What did you expect? have the same contract as Jet Blue? Delta? Southwest?
Show me a contract of another RJ operator that is much better than ours. Maybe a rate that pays $1/hr more or some work rules that might be a little better than ours. When you look at the big picture it's very good for what we got as a regional.

 

These are a lot of assumptions on what the merger committees perceived dubious plan was in this fastread.

 

And ziploc bags of frozen dinners?