KC135

Yes, since it's a LBFO it will get pushed to the pilots. There are a few hidden land mines but more good than bad and my guess is that it will pass. Most of no voters on the TA a year ago just wanted a decent pay scale raise (especially needed for FO's), leg by leg cancellation pay, a useful trip and/or duty rig, a contract not loaded with vague language open for multiple interpretations and a respectable signing bones. While this contract isn't a home run, it seems to check all of the criteria listed above with some compromises in other areas but I only spent 5 minutes skimming it so far.

basesjuiced

multiple interpretations is exactly what they will employ when they see fit because it wasnt negotiated with the union. and you cant grieve it, correct? a few land mines? how do you think the company will treat airport ready reserve, cobase and jr manning?

Flying Ninja

If anyone is interested:

Republic Airways Holdings | Teamsters Local 357 | Home

FEtoFO

Interesting. I'm curious how the company increased their overall cost from the previous TA. Looks like a shell game mostly. Oh and if I were looking for a good regional airline to start at, I would not use that web page to make my decision. I'm hearing this will be a very close vote, and likely will fail.

BCCNR

It's a company webpage, not the union and as such is presented with all the positives, and none of the negatives. Let's see a comparison chart of all the things you have now that you will not if it's voted in.

WhoCares

Article 3, Section F and Article 6, Section M is an area that SkyWest pilots are trying to keep from giving the company.

My understanding, if I read if correctly, is that your Company will be able to reassign you as needed from your awarded trip - reflow.

For us (SkyWest), we see that as circumventing seniority and the bid process. What's the point of bidding for trips if the Company can just reassign you to whatever they want or need covered?




The real crappy part of this LBFO is that you either vote yes or no. It would be nice to have some negotiations made to this policy that your Company has decided to write and "stick" to you. Much like SkyWest's last pay package vote, this is a good starting point, not an ending one.


No doubt that you guys are among the best in the industry and Bedford may actually believe it, but then why has it taken 8 years to treat and pay you as such?


Please make an educated and well informed vote, whether it's yes or no, the pilots within the regional industry have earned it. Don't waste the effort.

Good luck.





.

skyguy33

As a third year FO, I will most probably be a "yes" vote. I have read through the majority of the contract, and it seems decent. I will continue to read on my next trip. Although it does not blow anyone else out of the water, it is the best I think we will get in the foreseeable future. Simply, there hasn't been enough "good" contracts that have passed recently to make us more marketable or put us in a position to demand more (i.e. PSA, Envoy, Piedmont—and I don't blame them because they did what they needed to do). Although Skywest just got a pay raise and AWAC has their TA, our LBFO seems to closely resemble the pay rates and rules of those companies. Many will argue that our LBFO still has loop-holes and not everything they want, but the fact of the matter is, there is very little alternative. We can vote "yes" and finally have

a) pay rates that are reasonable (but not spectacular)
b) leg-by-leg cancelation pay
c) min day of 4:12 (which will either raise the credit on our crappy trips or force them to build better trips)
d) trip rig of 4:1 (again not great, but it's definitely a start)
e) duty rig of 2:1 (it'll be nice to actually get paid when on duty for 14 hours and performed 3 hours of flying)
f) higher virtual credits for training and vacation
g) 276 definitions and pretty solid language throughout (there will be loop-holes, but that's inevitable no matter how hard we try)
h) Finally premium pay for open time pick-up depending on what color flag it is (again, it's not 150 or 200 percent like some other carriers, but this is definitely better than what we currently have)
i) Parking reimbursement of 30/month or whatever it costs in your current base, whichever is higher. This is nice because a couple of our bases provide hardly any type of reimbursement
j)Paid Days Off accrual insignificantly increased (again, it's slightly better than what we currently have)
k) Golden days off-we can ask for 3 days off a few times a year and get them, which is fantastic
l) LCR-awesome callout (no less than 12 hours, and sometimes 13.5 hours). Only can be converted to SCR 3 times a month.
m) SCR is now a 2 hour callout, which is better than the current 1.5
n) Better reserve language
o) still no junior manning
p) still others

Now the bad,
a) kinda weak 401K language
b) 75% deadhead pay still (why cheap out on this?)
c) medical benefits are discussed but not fantastic
d) pay rates aren't fantastic

A lot of CAs are saying that the LBFO pay rates are insignificantly higher than our current 80-seat 175. The problem with that is that with certificate consolidation, which will happen in a year or so, all of the current 80 seat airplanes will be refitted with 76 seats for American (which also now meets DAL scope). Therefore, they will be, with or without this contract, be getting a payout to the 76 seat pay. This LBFO will then bring up that pay significantly. So even though the current LBFO CA rates aren't much higher than the current 80 seat rates, those 80 seat rates are null and void when they retrofit the airplanes.

We are all sick of the crap we've been through. The sign-on bonus is decent (wish it were paid all at once). I want a pay raise. It's not concessionary. It's an overall good contract that meets and slightly exceeds other airlines. I'm done fighting for the impossible. Back pay and Jet Blue rates are never going to happen.

Let the criticizing begin.

#yesvoter

LaserRacer

Calling this a LBFO isn't negotiating in good faith... It sucks that the IBT bylaws require it to be voted on. What is this, the third LBFO the company has floated?

They are just forcing another vote in hopes of getting 51% to bite.

trip

Without having actually seen the pay rates and 100% vs 75% DH pay it looks like a copy of SKYW
Goodluck however this plays out.

JetDoc

No dog in this fight as I escaped Bedford's house of Horrors last year but beware yes voters. The Seabury Group, the consultants that RAH hired before this LBFO was presented is also the same consulting group that helped facilitate Pinnacles bankruptcy after they got their improved contract in 2011. Those who do not learn from history are doomed to repeat it.

Search Results for "Seabury Group" - Memphis Business Journal