Local 357 officially supports TA!!!
 

The IBT ALD and Local 357 supports a TA that:

Offers pay increases that barely cover inflation, pays FO's less than Dispatchers, and has the least increase where 70% of the group is located. The bulk will see a $3-7 increase.

36mo/seat lock for the Q400

Hot reserve

Co-basing

Vague language subject to interpretation

Deadhead pay based on scheduled block time, not actual

Must be contactable when on duty

No hard staffing requirements (a % of reserves vs lineholders, or pilots vs block hours, etc)

The overtime pay is next to impossible to actually reach

Company may force captains to bid FO lines

1% cost of living increase per year

And that is just the tip of the ice berg!!!

Yes Sir, it's a bona fide concessionary TA. Hopefully their 50%+1 gambit doesn't pan out. We need to vote this thing down in a big way.

I was greatly underwhelmed when I read the TA after hearing the rumors it was going to be awesome. RAH is parking a bunch of airplanes with millions in admitted losses, future staffing is in doubt....and this is what they offer? Anybody recall that scene in the Big Lebowski at the funeral home where Walter shoves the bill back and asks, "What's this?"

I do wish you guys the best, vote as you see fit.

Actually only the IBT ALD and the negotiating committee support it. The E-board had/has no comment.

Try again. Mass hysteria will not prevail.

(I'm a very calm no voter.)

IBT 357 has no comment, the IBT airline division supports this turd

Is this for real? If true then Joe C. must be laughing his arse off, wherever he is......probably in hell.....

Nope,

Our own guys were sitting in on it and the comment was. We have used all of our leverage.

I guess i'm gonna be "that guy" however this is worth it!

We, the newer generation of pilots, are all in this boat together. I feel it is necessary for us to develop unity on a much bigger scale than before. We are being played as pawns against each other. I could be another quiet no voter, but I believe the IBT is playing into the company's hand. There is too much secrecy, too little gain, and too much duplicity.

http://16.media.tumblr.com/tumblr_kp...26qlo1_500.gif

"Just cause we're bereaved doesn't make us saps!"

But I was told by a Republic CA that they were gonna get a contract that would "rival mainline" contracts. Guess he musta meant on the NEXT one 12 years from now.

Sorry pal, but you have it all wrong. Instead of shooting from the hip about things I did not know, I tracked down one of the negotiators and here are the answers he gave me:

Pay increases exceed historical inflation rate by more than 1% per year. F/O pay is just below the average highs among RAH's peer group, and well above the average of that peer group. First year F/O pay is the highest in that peer group and 9th year matches exactly the average high in that peer group. Hourly pay rate increases for F/O range from 11% per year to more than 29%.

There is no "hot reserve." There is long call reserve, short call reserve and airport standby, as contemplated by FAR 117. All three have considerable scheduling and pay protections that don't exist in our current CBA, which are designed to prevent company abuse.

Co-basing can only occur with mutual agreement on the terms, logistics and conditions between the Company and Union on a location by location basis. As of the DOS, there will be no co-bases that have such an agreement, including the example of the New York area listed in the LOA.

While language might appear vague to average pilot, the company and the union reached a large number of understandings of intent regarding such language that is recorded in the agreed upon record of joint bargaining notes between the parties.

Pilots must be contactable by their employer when at work and on duty--ONLY WHEN on duty and NOT when on a layover, in rest or on days-off. However, if reassigned when at work, there are all kinds of pay and scheduling protections, including extra pay for "plus-ups" and overblocking. In exchange, RAH pilots DO NOT continue to NOT have any form of junior manning, which each and every one of our peers has in some form or fashion. Consequently, days off at RAH are, in fact, days off and the abillity to commute home as planned is greatly enhanced.

Hard staffing requirements rarely, if ever, exist in the airline industry. However, new FAR 117 rules, along with the duty and trip rigs will force the company to staff in a more efficient manner.

On a historical basis, premium pay, while reached by a significant number of pilots each month, has never been that valuable a provision. Consequently, the threshold was raised from 85 to 87 in exchange for a number of more valuable provisions.

Company has to first allow captains to bid to fly as F/O. If insufficient number bid, then company can assign captains to fly as F/O in inverse seniority order. In all cases, such captains exercise their seniority against all F/O when bidding monthly schedules--meaning a junior captain can bid and fly a much more desirable line when flying as F/O then he could hold as F/O. Also, in all cases, such captains are paid their full captain pay and benefits for flying as F/O.

The cola increases are in excess of 4.1% in years 2, 3 & 4 of the contract, and in excess of 4.6% on the amendable date, for a compounded increase of 18.17% over the contracts duration. Those percentages are significantly higher than historical inflation or COLA increases

That is some delicious kool-aid. Drink up.

Wow. Quoting you from a different post, "this TA is remarkably good IMHO.". Are you management? :confused: You are absolutely cheerleading this TA.

Given circumstances as they are, the leverage that pilots have, and the fact that nobody wants to get into the industry anymore due to inadequate compensation--- that TA is a joke. RAH can do better, and the pilots *deserve* better, and you know it. So what's your angle?

1). Huh? Anything average is unacceptable. Why is it ok for you to accept average? I really want to know. Do you not realize how much leverage the pilots have right now to gain ABOVE average gains? You seems way too comfortable with accepting average or around average.

2) That's an oxy moron and anyone in the regional group knows that.

3) This language is also in Endeavor's concessionary contract. Guess what's happening now? The airline came to the union and asked to create a co-domicile in LGA and JFK. Check out what's happening there now. I guarantee you the airline will use this vaguely written sentence in the contract and get what they want when they want it.

4) The new Compass contract was approved and now being implemented with "a large number of understandings of intent regarding such language that is recorded in the agreed upon record of joint bargaining notes between the parties" and guess what's happening now?...there are several very important parts of those "notes" that are being sent back to an arbitrator and being grieved. Management depends on vague language to have the ability to drag their feet on implementation and enforcement. Solid language is VITAL.

5). Again, why are you so happy that you're going for industry average? Now's the time to be innovative and get those protections! Be the first to get those protections and rise above the average. Raise the bar! Now's the time.

6). Again, historically average and what has been in the regional world. Premium pay not only puts a lot more money in our pockets...it also is an incentive for the airline to run an efficient operation.

7). Once again, eliminating this from the TA will force the company to run an efficient airline with proper staffing. Allowing this allows the company to run too lean and therefore strain the workforce. Take this out of the TA and the airline will be forced to hire more.

The TA is not average--it is at or above our peer group. What is remarkably good about the TA is just how significant the improvements in pay and workrules it contains in comparison to our current CBA. No matter how much we wish we were mainline pilots with their pay and working conditions, stop the self-dilusional rhetoric, WE ARE NOT. They fly for mainline carriers. We fly for regional carriers that are totally at the mercy of the mainline carriers. Until that paradigm shifts significantly, we will never be able to break out of the mold we are in. That shift will NEVER occur at the bargaining table--it can only occur in the halls of congress and the office of the regulators. Take this TA, and take it fast before management gets cold feet about paying us more than our peers. It is far and away the best overall agreement in our industry. I do not want to wait for 2 or three more years, not only to lose the gains imbedded in this TA during that time, but it is highly likely a subsequent TA would have less if the Eagle and XJT guys buckle. I am not comfortable letting them and ALPA control my destiny. Collectively, they created this "regional" mess in the first place.

Do you even know who your "peer group" is?!

YGBSM!

It absolutely IS average compared to the rest of your peer group. 100% average and the facts back that up. Yes, it's an improvement from current book but it is NOT above average. It brings you up to join the ranks. This is not good enough. No where did anyone say we need mainline pay. You put those words in my mouth. What you do need to do is use your leverage to gain improvements above and beyond in ALL areas of the regional airline average.

You are looking at this from a point of view that sees this as an "improvement" from where you are now. There rest of the regional group looks at this opportunity to gain improvements above the regional airline average. Not necessarily mainline pay and rules because we know we aren't at that point and no one is that naive. But there is NO reason to shoot for peer group average...which is what this TA is. You deserve better. Now is your time to raise the bar. Raise.The.Bar.

Maybe your 5th post on this forum will say that Skywest is not in fact part of our peer group.

A significant increase over our current CBA? That's not hard considering we start at the very bottom of the industry; moreover, the company has been dragging feet for 7 years with no liability on their end whatsoever. It by no means makes this TA better than our peers, not even equal.

• pay still sucks
• language across the board is terribly vague
• welcome hot reserve (I'm sorry it's not hot reserve it's airport standby)
• contactability for all, at all times, at our expense
• scheduling gains are useless due to language, and the fact the company can take it away in a year
• a blank check for co-basing
• did I mention how soft or non existing the language for the entire TA is

Are you really blaming the regional mess on another regional pilot group? This "regional mess" is made so by design. It benefits those in charge, and it benefits mainline partners. It puts downward pressure on the entire industry.

I feel silly by even responding to your ignorance, but saving one poor soul from taking your drivel as facts will be worth it.

100% BS. If it is not in the TA, it is not in the TA. Do not fall for what they want you to think it says--- what does it actually say. Be creative in thinking of ways the company can screw you under the language AS WRITTEN. Unless it is AIRTIGHT, they will come up with novel and innovative ways to break you down. And your only backstop will be the FARs. Regional managements (and especially RAH) have proven this repeatedly over the last decades. They have proven themselves untrustworthy many times over.

If you are a RAH pilot, why don't you sign on to the Town Hall calls today at either 1300 or 1600 and ask your questions there and get the facts. Of course the other option is to continue to approach this from a uneducated point of view.

Those "town hall" calls were an absolute crock. The handful of my peers that I have been able to talk to since the last one ended yesterday and I all agree that all those did was strengthen our NO votes. Epic freakin' fail, Negotiating "Team"!

You're either a RAH negotiator trying to justify your work at the negotiating table or management trying to sell this turd of a T.A.

I feel like you are the uneducated one here. You're clearly in the minority in your mind set. No one agrees with you and you can't explain the major discrepancies in the turn of this TA.

No one is asking for mainline pay. What is being asked for is a great contract that includes innovative thinking, livable pay increase, solid contract language, QOL improvements above and beyond average your peer group, etc. NO one wants a "decent" contract. What's deserved is a great contract that will raise the bar. This turd does nothing to raise the bar. It actually helps keep everything just average. There is no better time than now to get these improvements. Never has the regional group had so much leverage. It would be a shame to lose this opportunity.

You mean the ones where the questions are screened? Or the ones that draw a pretty picture of this TA, and omit all the negative facts? Or the ones where you can ask follow up questions to vague BS answers? Oh wait, you can't do that cause all the questions are pre-screened.

Talk about a smoke and mirror show you guys are putting on. Shame on you for going along with this ruse.

You must be either management, or one of our lovely negotiators/soon to be management.

Your grammar and spelling are impeccable. No way you're a pilot.

You DO understand that these conference calls are by the national airline division and their hand picked negotiations team, NOT our local union?!

Watch it boys & girls. There's some company guys on here that have only their best interest in mind.
What's the difference between hot reserve & airport reserve?

The difference between dry anal rape and the courtesy of lube.

Is their any reason not to ask for mainline rates? You're doing the same job. Why are you worth less?

Whaaat? That's crazy talk. Know your place...at the welfare office.

That's rich... A guy trying to "sell" this turd, and telling those who realize what a pile it is that their point of view is "uneducated".
What management position were you promised if this gets passed?

Corona sounds like Mr. Rick Dubinsky himself spouting the "wonders" of a piece of junk.

Since you seem to be so smart, please explain:

- How can a company so poorly staffed, where simple trip swaps are denied routinely, operate SAP?

- What TA language forces the company to have Long call reserve lines?

-What TA language limits the amount of airport standby reserve?

- Are duty and trip rigs of 1:2.5 and 1:4.2 in line with our peers? Can you list any regional's with better rigs?

-Why is premium pay based on block hours and not credit hours? Is it easy to block 87 hrs? What if I have training or vacation
in my line? The premium pay rate is 125%. What is the premium pay rate at SkyWest? Isn't it more like 150% or 200%?

- Is it true pay rates have not increased in 7 years? What is inflation? Has the cost of living gone up?

- Is it true a company increase in healthcare premiums could wipe out any gains in this TA? Why is there no cap on premiums?
Don't the flight attendants have a cap? Is it because that section is not open for negotiations?

- There is a co basing LOA in the TA. Why is there a LOA in this closed section and not one for health care premium caps?
Is it true that Co basing language has to be worked out between the company and the union? Does RAH work well with the union? How come so many grievances are filed at RAH every year?

- What were the amount of bonuses paid out to RAH management?

- Is it true BB had said that the Jet Blue CEO is one of his peers in terms of compensation? Are the JetBlue pilots considered our peers?

Since I have to work, could you ask these questions? I will be patiently waiting for the answers! Thank you and God Bless!

Pilots of RAH unite, reaction from BB - Caption Generator


ta is crap, voting no

Now that is funny! :D

Airport standby?? In LGA we don't even have an RAH crew room!!

What about shuttle? They will probably just have you guys share that with them.