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.

"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