eaglefly

To add insult to injury, once this contract kicks in, AMR hopes to then divest Eagle to compete for flying contracts with other carriers. Since they will effectively then have slave labor, they'll be able to low-ball their way against every other regional out there flying for anybody. Even if they don't win a feed contract flying for X or Y, they'll effectively FORCE regional airline compensation across the board dramatically downward.

In effect, this is no longer a whipsaw WITHIN AMR, but soon industry wide and if successful, it will allow this cancer to spread to the ENTIRE REGIONAL industry if Eagle pilots allow it. Legacies X and Y will use this to their advantage to pit agianst their current regionals to ratchet costs downward.

Match it or else.......

The regional airline pilots 9/11 is now here.

What

Excuse me!!! The regional whipsaw has been in full effect since 9/11. AMR is joining the party almost a decade later. Look what Delta, US, Alaska, Continental and United do with their feed. They move it around to keep the regionals in check just like AMR is trying to do. The cancer has been here for a long while.

eaglefly

Your ignorance is excused.

We've all seen what carriers do with THEIR feed, but now it will be ONE carrier that will influence ALL the other carriers successfully. This contract will allow them to ALWAYS have the lowest.........er, "most competitive" labor costs and more importantly, PERMANENTLY (adjusted on an annual basis).

Everyone out there criticized ALPA at Eagle in the past for signing a 16-year, no strike contract in 1997. If this passes, then it's extremely likely EVERYONE will have to sign similar arbitration-only contracts, effectively nullifying unionism and collective bargaining for the entire regional airline pilot industry. Either that or risk losing your flying and jobs to another carrier who was forced successfully to crumble before you. A whole new level of slavery is upon your doorstep, you just don't recognize it yet. First it will be Eagle, then another and soon a new standard exists.

Time to wake up. The fecal matter is about to collide with the ocillating rotator. From my long perspective, this union has a long history of selling out its own pilots. IMHO, they are now about to sell out the entire regional pilot industry.

What

Don't get me wrong, I agree with you that this would become a substandard contract. I do a agree with you, this is garbage and we shouldn't engage in concession negotiations. What I don't see is how this contract would allow AMR to have the most lowest cost and drag down pay at other regionals. The Eagle pay would be predicated on other carriers. As other carriers pay increases or decreases so will Eagle pay. I think is sh!t, I think we should just wait and see how things pan out because it does;t matter who we belong to if AMR goes BK we will be affected. BuI just don't see how it would force other carriers to crumble. AMR is doing the same things other carriers do. Other carriers shift the flying around, AMR will shift Eagle pay to match other carriers and shift the airplanes around. Eagle Management is AMR Management, even if Eagle is spun it will still be controlled by AMR. Why do you think the pilots are negotiating with AMR for a better ASA, Spin or not AMR will control Eagle. Our Union Leadership that is negotiating this contract are on a special assignment paid by the company. So in reality the company is negotiating with the company and the pilots are just along for the ride. Pilots get to vote, but if they grandfather the Captains, and half the FO get to vote you get the idea how this will go. All Captains at Eagle either will receive a pay increase or maintain their current pay, all FO will take pay cuts when they upgrade compared to the current contract.

buddies8

so vote no and tell all to vote no.
let amr get some other pilot group to try this out on.
oh thats right they dont have anyone else.
alpa is on the mgt pay package with a 10 million dollar
windfall in three years. DFR

What

Hey Buddy, I do agree with you on this

babs

What regional airlines are considered in the IAI calculations? Are only airlines with similar fleet types included or would airlines like Great Lakes/Gulfstream/etc. be included?

What

For Pilots we are not sure, but CEO compensation at Eagle is adjusted based on the following, enjoy

By the way I don't see any regional airlines mentioned there.

The Process the AMR Compensation Committee Used to Determine Compensation
Each year, the AMR Compensation Committee conducts a comprehensive review of its executive compensation program. In 2010, the AMR Compensation Committee concluded its annual review in May, prior to entering into the Assignment Agreement with Mr. Garton. As part of this review, the committee used several tools to structure its compensation programs to meet AMR’s objectives. These tools included benchmarking, internal equity data, and input from Mr. Arpey, Chief Executive Officer of AMR, each of which is discussed further below. In addition, the AMR Compensation Committee also used peer group analysis and tally sheets to analyze Mr. Garton’s compensation.
Benchmarking and Peer Group Analysis
AMR’s Compensation Committee believes that it is important that AMR’s executive compensation program is in line with other airlines and sufficiently competitive to retain the officers of AMR and its subsidiaries and to attract talent from other industries when needed. The committee reviewed the following reports in 2010:
Peer Group Analysis. The peer group analysis was prepared by American’s Human Resources department. This analysis compared the compensation of Mr. Garton to compensation paid to his peers at AirTran Airways, Alaska Air Group, Continental Airlines, Delta Air Lines, JetBlue Airways, Southwest Airlines, United Airlines and US Airways (the “Peer Group”).
Executive pay in the airline industry has been highly variable during the past decade due to bankruptcy proceedings, mergers and volatile economic and industry conditions. Executives at several airlines in the Peer Group did not receive equity grants for several years or received substantial equity

awards following mergers with other carriers or the emergence from bankruptcy. To help smooth this variability and provide more meaningful comparisons, the Peer Group analysis in 2010 included both granted and realized pay and averages of both over the last three years. The AMR Compensation Committee did not target a specific pay level or rank among the Peer Group. Instead, the committee’s objective was to ensure that Mr. Garton’s realized compensation was generally in line with his peers in the Peer Group. The analysis showed and the committee determined that the realized pay for Mr. Garton was in line with the Peer Group for the period 2007 through 2009.
Benchmarking Report. Hewitt, the AMR Compensation Committee’s consultant, prepared a competitive market analysis that compared the compensation of Mr. Garton, Mr. Hutchinson, Mr. Hazy and Mr. Cleveland to the compensation paid to their peers at 28 companies in the comparator group shown below (the “Comparator Group”). These companies were selected from Hewitt’s database of participating survey companies because AMR shares one or more of the following characteristics: (a) comparable revenue size (with AMR’s revenue being approximately at the median); (b) operations in multiple locations across the United States; (c) similar labor requirements; (d) headquarters in the Dallas-Fort Worth area; and (e) comparable management structures so that job comparisons are meaningful. The companies in the Comparator Group for 2010 were:

3M Company
Alcoa Inc.
The Boeing Company
Burlington Northern Santa Fe LLC Caterpillar Inc.
The Coca Cola Company
CSX Corporation
Deere & Company
FedEx Corporation
General Dynamics Corporation
The Goodyear Tire &
Rubber Company
H.J. Heinz Company
Honeywell International, Inc.
J.C. Penney Corporation, Inc.
Johnson Controls, Inc.
Kimberly-Clark Corporation
Lockheed Martin Corporation
Northrop Grumman Corporation
Raytheon Company
Sara Lee Corporation
Target Corporation
UAL Corporation
Union Pacific Corporation
United Parcel Service, Inc.
United Technologies Corporation
Weyerhaeuser Company
Whirlpool Corporation
Xerox Corporation


The Comparator Group analysis focused on both annual total compensation and each pay element — base, short-term incentive and long-term incentive pay. For each of Mr. Garton, Mr. Hutchinson, Mr. Hazy and
Mr. Cleveland, the AMR Compensation Committee generally targeted the median total compensation for similar positions at companies in the Comparator Group. However, the committee benchmarked Mr. Garton’s pay to the head of marketing and the chief financial officers in the Comparator Group analysis because of his
(a) contributions and broad skill set; (b) oversight of a large operating group, our flight attendants, in addition to his marketing responsibilities at that time; and (c) prior experience as a chief financial officer of a company in the airline industry.

RyanP

We have 4 main groups of people at Eagle that are going to vote yes to this garbage:

1) Sellouts in the top 280 who get pay raises out of it at the junior pilots expense with very little to no negative repercussions
2) Large number of ATR Captains
3) A good percentage of NY and LAX Captains
4) People with no critical thinking ability that can't comprehend the history of AMR tactics

This whole thing is supposed to be about getting us a SIGNIFICANTLY enhanced ASA. There IS no significantly enhanced ASA in the plan B when you tear into it. AMR still has the flexibility to slash our fleet with this agreement and ALPA even gets paid in the process.. the devil is in the details.. not in the bullet points they want you to believe..

buddies8

all it took was 10 million dollars guaranteed payment to alpa for them to sell out the pilots at ae.