RAH Vote..
04-04-2014 | 10:56 AM
#51
Gets Weekends Off
Joined: Jun 2010
Posts: 906
Likes: 0
From: Just another RJ guy
I'd rather be dull and boring than look like an uneducated tool on a public thread. No one shares your negative sentiment at a time like this. Use this time to move forward, learn that you can't compare oranges and apples (bankruptcy contracts vs. voluntary concessions for big shiny jets) and congratulate all of the RAH, Envoy and other XJT/ASA pilots for holding the line.
04-04-2014 | 11:00 AM
#52
On Reserve
Joined: Nov 2010
Posts: 156
Likes: 1
From: Guppy Captain
Regardless, jumpseat wars are pointless and accomplish very little. Using the non-sterile portion of the flight for a little "education" would be much better served IMHO.
04-04-2014 | 07:35 PM
#55
Gets Weekends Off
Joined: Nov 2012
Posts: 611
Likes: 0
And, PSA wasn't a 100% yes vote was it? What about the guys who voted no, then get denied the jumpseat too?
How about, "I contributed to a fellow pilots divorce because I denied him a free ride home to see his wife," for a flight case sticker tough guy? You could put it right next to the Boeing 777 that you don't fly, sticker.
04-05-2014 | 06:02 AM
#56
Gets Weekends Off
Joined: Mar 2009
Posts: 354
Likes: 0
From: CRJ700 F/O
Since we aren't giving in to them, they're going to whipsaw us against eachother to whichever group will break first and take the polished turd of a deal.
04-06-2014 | 07:47 AM
#57
Gets Weekends Off
Joined: Jan 2009
Posts: 324
Likes: 0
From: Going Mach Chicken
Just a rough outline, and doesn't include everything, but here you go:
The "good":
FO pay raises
Two Schedule Adjustment Periods
That's about it for the good. Now prepare yourself for the bad....
The BAD:
A LOT of extremely gray language still exists in the definition section and other parts of the TA.
CA Pay
No language that outlines the percentage/number of LCR, SCR, or airport reserve pilots each month.
Also, LOA's were agreed upon for the Co-basing, Signing bonuses, hybrid basing, Q400 pay rates, and a few others, to allow for changes outside of the 4 articles. Many pilots, me included, don't understand why we can have a LOA for co-basing but not for healthcare cost or 401k contributions. Basically anything from any of the other articles. Also, if the company can agree to these LOA's, why not just open up all articles!
Anyway, this is just a outline and doesn't include everything. This is also my own personal interpretation of the TA language and I might've been incorrect in my assumptions so please take that into account.
Cheers!
The "good":
FO pay raises
Year 1: $26
Year 2: $36
Tops out @ Year 9: $47
Has incremental increases each year up to 4 years after Date of Signing
(Most of these are still less than our current rates adjusted for inflation, i.e. concession)Two Schedule Adjustment Periods
2 weeks prior to final awards, each 1 week long respectively
Vacation Slide3 days in either direction. Can not slide if doing so covers a holiday
More realistic virtual credit (for bidding purposes) for leave, training, and vacation--For those of us that are military, the virtual credit for mil leave can actually hurt our schedules. We are already looking into a possible USERRA violation under the current contract, and this new TA could still be a violation if one needs more than 2 days of leave (more than a drill weekend)--
Long-Call ReserveAlbeit nothing to force the company to actually use LCR. But according to the ALD negotiating comm., it's beneficial to the company because of the new FAR 117 rules. Of course this company has a repeated history of stepping over a dollar to save a dime.
Trip and duty rigsThe actual rigs suck. But the fact that they agreed to them is a start.
Ability to bid down to 75 hoursCan't bid lower than that however
No more crew sked intervention with flica for trades, swaps, and drops.That's about it for the good. Now prepare yourself for the bad....
The BAD:
A LOT of extremely gray language still exists in the definition section and other parts of the TA.
CA Pay
Small increase, but again, less than most of the current rates adjusted for inflation.
Some CA's with higher longevity will actually be taking a pay cut depending on the aircraft they fly (E175 69-76 seats vs. E175 80 seats)
Signing bonus is a jokeNo language that outlines the percentage/number of LCR, SCR, or airport reserve pilots each month.
Again, the ALD neg. comm. claims that the 117 rules will cause the company to use LCR more than SCR, more airport reserve. But yeah, I'll believe it when I see it.
No leg-by-leg cancellation payCancellation pay is line guarantee based
Premium pay when scheduled or actual flight time, and deadhead time, exceeds 87 hours.Will NOT apply if picking up open time unless it puts a pilot over 87 hours. Basically, good luck picking up flying over 87 hours because the company would much rather just let a reserve do it and save the money. Also, with the new 117 rules, 87 hours is going to be tough to do.
Contactable while on dutyA major concession over the current contract. Currently, not required to be contactable by crew sked while working. New TA would require a pilot to select a method of contact. Basically, you are now a reserve. Even though you've been awarded a line, crew sked can reassign you at anytime to do something else.
CA's able to bid down to FO for monthly scheduleCA's can bid FO lines if the total number of CA's is 25% greater than FO's in a particular base. The CA's will still be paid their CA rate and will still hold their relative seniority for bidding (i.e. the most senior "FO").
Requirement to "stay with the aircraft" if stuck due to mx.Basically, a pilot is required to stay in the same location (at the hotel, airport, etc.) and be in position to fly the aircraft once it's fixed. This applies even if it happens into your day off.
Min day only applies to day trips5 hours min day for day trips. No min day for 2-5 day trips.
Trip and duty rigs1:2.5 duty rig, 1:4.2 trip rig.
Seat lock language for CA's and FO's swapping a/c and/or certificates.Uses stupid "training equivalent" numbers to determine length of seat lock. If an FO has seat lock time remaining in current position and is awarded CA, then the remaining seat lock tie is added to the new seat lock time for the upgrade.
Co-basingAllows for co-basing (i.e. JFK, LGA, EWR) where, prior to implementation, the company and E-Board will agree to applicable terms for pairing construction, scheduling and logistics. Note-- It does NOT require the pilot group to vote on acceptable terms (only the union E-Board).
Only covers 4 articles of the CBA (plus definitions), not all articles.So the TA doesn't address benefits or healthcare costs, plus multiple other sections.
Also, LOA's were agreed upon for the Co-basing, Signing bonuses, hybrid basing, Q400 pay rates, and a few others, to allow for changes outside of the 4 articles. Many pilots, me included, don't understand why we can have a LOA for co-basing but not for healthcare cost or 401k contributions. Basically anything from any of the other articles. Also, if the company can agree to these LOA's, why not just open up all articles!
Anyway, this is just a outline and doesn't include everything. This is also my own personal interpretation of the TA language and I might've been incorrect in my assumptions so please take that into account.
Cheers!
04-06-2014 | 08:32 AM
#58
Seat 0B
Joined: Dec 2007
Posts: 796
Likes: 0
From: 777 FO
Just a rough outline, and doesn't include everything, but here you go:
The "good":
FO pay raises
Two Schedule Adjustment Periods
That's about it for the good. Now prepare yourself for the bad....
The BAD:
A LOT of extremely gray language still exists in the definition section and other parts of the TA.
CA Pay
No language that outlines the percentage/number of LCR, SCR, or airport reserve pilots each month.
Anyway, this is just a outline and doesn't include everything. This is also my own personal interpretation of the TA language and I might've been incorrect in my assumptions so please take that into account.
Cheers!
The "good":
FO pay raises
Year 1: $26
Year 2: $36
Tops out @ Year 9: $47
Has incremental increases each year up to 4 years after Date of Signing
(Most of these are still less than our current rates adjusted for inflation, i.e. concession)Two Schedule Adjustment Periods
2 weeks prior to final awards, each 1 week long respectively
Vacation Slide3 days in either direction. Can not slide if doing so covers a holiday
More realistic virtual credit (for bidding purposes) for leave, training, and vacation--For those of us that are military, the virtual credit for mil leave can actually hurt our schedules. We are already looking into a possible USERRA violation under the current contract, and this new TA could still be a violation if one needs more than 2 days of leave (more than a drill weekend)--
Long-Call ReserveAlbeit nothing to force the company to actually use LCR. But according to the ALD negotiating comm., it's beneficial to the company because of the new FAR 117 rules. Of course this company has a repeated history of stepping over a dollar to save a dime.
Trip and duty rigsThe actual rigs suck. But the fact that they agreed to them is a start.
Ability to bid down to 75 hoursCan't bid lower than that however
No more crew sked intervention with flica for trades, swaps, and drops.That's about it for the good. Now prepare yourself for the bad....
The BAD:
A LOT of extremely gray language still exists in the definition section and other parts of the TA.
CA Pay
Small increase, but again, less than most of the current rates adjusted for inflation.
Some CA's with higher longevity will actually be taking a pay cut depending on the aircraft they fly (E175 69-76 seats vs. E175 80 seats)
Signing bonus is a jokeNo language that outlines the percentage/number of LCR, SCR, or airport reserve pilots each month.
Again, the ALD neg. comm. claims that the 117 rules will cause the company to use LCR more than SCR, more airport reserve. But yeah, I'll believe it when I see it.
No leg-by-leg cancellation payCancellation pay is line guarantee based
Premium pay when scheduled or actual flight time, and deadhead time, exceeds 87 hours.Will NOT apply if picking up open time unless it puts a pilot over 87 hours. Basically, good luck picking up flying over 87 hours because the company would much rather just let a reserve do it and save the money. Also, with the new 117 rules, 87 hours is going to be tough to do.
Contactable while on dutyA major concession over the current contract. Currently, not required to be contactable by crew sked while working. New TA would require a pilot to select a method of contact. Basically, you are now a reserve. Even though you've been awarded a line, crew sked can reassign you at anytime to do something else.
CA's able to bid down to FO for monthly scheduleCA's can bid FO lines if the total number of CA's is 25% greater than FO's in a particular base. The CA's will still be paid their CA rate and will still hold their relative seniority for bidding (i.e. the most senior "FO").
Requirement to "stay with the aircraft" if stuck due to mx.Basically, a pilot is required to stay in the same location (at the hotel, airport, etc.) and be in position to fly the aircraft once it's fixed. This applies even if it happens into your day off.
Min day only applies to day trips5 hours min day for day trips. No min day for 2-5 day trips.
Trip and duty rigs1:2.5 duty rig, 1:4.2 trip rig.
Seat lock language for CA's and FO's swapping a/c and/or certificates.Uses stupid "training equivalent" numbers to determine length of seat lock. If an FO has seat lock time remaining in current position and is awarded CA, then the remaining seat lock tie is added to the new seat lock time for the upgrade.
Co-basingAllows for co-basing (i.e. JFK, LGA, EWR) where, prior to implementation, the company and E-Board will agree to applicable terms for pairing construction, scheduling and logistics. Note-- It does NOT require the pilot group to vote on acceptable terms (only the union E-Board).
Only covers 4 articles of the CBA (plus definitions), not all articles.So the TA doesn't address benefits or healthcare costs, plus multiple other sections.
Also, LOA's were agreed upon for the Co-basing, Signing bonuses, hybrid basing, Q400 pay rates, and a few others, to allow for changes outside of the 4 articles. Many pilots, me included, don't understand why we can have a LOA for co-basing but not for healthcare cost or 401k contributions. Basically anything from any of the other articles. Also, if the company can agree to these LOA's, why not just open up all articles!Anyway, this is just a outline and doesn't include everything. This is also my own personal interpretation of the TA language and I might've been incorrect in my assumptions so please take that into account.
Cheers!
04-06-2014 | 09:18 AM
#59
Gets Weekends Off
Joined: Jan 2009
Posts: 324
Likes: 0
From: Going Mach Chicken
Ah yes. Thank you. Also once you start reserve, whether you were awarded LCR, SCR, or airport reserve, crew sked can change you to any of them at their leisure. So you could've been senior enough to hold long-call, but after day 1 you could spend the rest of your reserve days as airport reserve. Fun huh?
04-06-2014 | 10:30 AM
#60
Gets Weekends Off
Joined: Jan 2013
Posts: 1,648
Likes: 0
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