RAH Vote..
04-06-2014 | 11:44 AM
#62
Gets Weekends Off
Joined: Jun 2011
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04-06-2014 | 12:01 PM
#63
Line Holder
Joined: Oct 2012
Posts: 248
Likes: 0
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 | 12:37 PM
#64
Gets Weekends Off
Joined: Jul 2008
Posts: 5,585
Likes: 328
Easy. Something's better than nothing. $6000 signing bonus and a slight increase in pay. Time value of money. I'm glad you voted it down, but what happens now? 2 more years under current contract? It would have increases a lot of your pilots's paychecks. I'm surprised only 15 percent voted yes. I though pilots were more conservative than that as a whole.
04-06-2014 | 01:36 PM
#66
Gets Weekends Off
Joined: Jan 2013
Posts: 1,648
Likes: 0
Easy. Something's better than nothing. $6000 signing bonus and a slight increase in pay. Time value of money. I'm glad you voted it down, but what happens now? 2 more years under current contract? It would have increases a lot of your pilots's paychecks. I'm surprised only 15 percent voted yes. I though pilots were more conservative than that as a whole.
04-06-2014 | 05:12 PM
#68
Gets Weekends Off
Joined: Feb 2009
Posts: 212
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From: emb-145 ca
We had nearly the same at XJT. Here is my theory... 5% are brainwashed new hires who are just off probation. 5% are guys who know they are leaving asap and want a few extra dollars before leaving, and 5% are guys who are trapped and are never leaving the regional level and want negotiations to be over so they can get their few extra dollars. Add in a smattering of schoolhouse guys who hardly ever fly the line. There are your "YES" vote demographics. Very small groups of guys with slightly differing opinions, but voted in favor.
04-06-2014 | 05:37 PM
#69
Gets Weekends Off
Joined: Apr 2011
Posts: 729
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From: ERJ 170
Your friend must be even dumber than he appears. He had every chance till the voting window closed to go back and change his vote. In fact, IBT ALD Team wanted pilots to go back and vote yes since Eagle was going to vote yes to their agreement.
04-06-2014 | 06:17 PM
#70
Line Holder
Joined: Nov 2011
Posts: 743
Likes: 0
From: Admiral
Actually he has a striking resemblance to Dilbert, so I'm not sure that's possible.... I'm sure he changed his vote, it's been a while since I last spoke to him. He might not be the brightest crayola in the box, but I'd like to think he's smarter than that.
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