Thank you for the basic lecture on how a CBA works. Unfortunately, your points are not applicable here because RAH does not follow your line of reasoning. Their approach has been "we'll interpret the contract any way we want, and sue us if you can". They know that in any court action, they can outgun and outlawyer the union. The union knows this as well as they do not have the resources to fight every violation of the status quo. And those who have worked at RAH for more than a couple of years would know that there are many.

If the union had agreed to the hiring bonuses, there would have been an LOA or an MOU to that effect. There was not, and anyone who followed the union's communications would know that they opposed bonuses for new hires.

Assuming that the union wants the hiring bonuses because they are not in court shows a lack of understanding of this situation.

 

You guys should setup a booth at the next job fair and corral newbies around and explain why its best not to work for RAH.

 

Funny...im a reserve fo and they didnt use me for 2 days so far this month...and I got a ****ty 3day just now....they have the staff....they just don't know how to ultilize them....that's all

 

It's not 25% try again.

 

Sorry man but you are wrong... even ALPA and the company told us it'd be taxed at 25%

 

Well its not 39% unless you're making a cool million.

Stop splitting hairs. It's initially taxed (some would say withheld) at 25% (not 39% like you said) and in the end is really just income and taxed at your bracket.

 

Ha! I just worked another FO 4 day. So now I've flown more as an FO, at CA pay, than as a CA this summer.

 

Where on earth did I say I do not consider 401k contributions income? Of course it is income...but it is the LEAST liquid asset once it is in there without penalty. I merely said what I took home. I threw about 6% of the bonus into the 401k and so I will TAKE HOME in liquid cash $12k a year.

To those who are still arguing about the tax rate, it is 25% for federal withholding...my pay stub shows this to be true. Other deductions come out though included state tax (if applicable), social security, and I think medicare. When you include a possible 401k contribution its about 65% take home...not 65% withheld.

Don't know how RAH is paying out their bonuses to new hires but I would assume it would be about the same percentage plus or minus a bit as take home liquid cash.

 

I don't have a lack of understanding of the situation at all. Republic, Gojet and the other who are in negotiations complain about their lack of contracts yet they don't do the one legal thing that would get the contract done. The bonuses allow the companies to outbid the competition to get pilots. Its a separate pay scale for the new guy. Without the bonus the companies would not get pilots. They would have to ground planes or finish the contract. They would finish the contract.

And with the contract finished pilot would go there. With the bonuses gone the other airlines would have to up their pay scales to get pilots. The companies would be going to the unions asking for higher pay scales.

I don't care what other violations of status quo there are out there, all together they do not equate to the bonus violation. Stop the bonuses and ever regional pilot in the country will get a 50% raise within 6 months and 100% in a year.

It is not expensive to file a motion for an injunction. The bonuses are a clear violation of the status quo. The companies will go into panic mode as soon as it is done because you will have them by the balls. When you have them by the balls their hearts and minds will follow.

Here are more excuses I hear from pilots: "We need the bonuses to get more pilots. Without new FOs I can't upgrade to captain and without getting captain time I will never make it to American", "The new hires are not really employees", "The company agrees to give them the bonus before they start training, so it is done before they are hired". None of these have any legal validity.

 

this ^^^^^^^

At the ALPA National BOD in 2014 I added an agenda item to the legislative affairs committee to defend the 1500 hour rule as a priority. The legacy carriers on the committee supported my resolution, and the amendment was passed to include that as an ALPA priority.
It was astounding that the only arguments against defending the 1500 hour rule came from some other elected Reps from the other regionals in the room who were concerned about exactly what you listed above. As if fixing hiring were their problem to fix.

The bonus has proven that what ALPA said is exactly correct. We don't have a pilot shortage; we have a pay shortage causing a pilot shortage. The lack of pay will eventually cause a real shortage as currently an insufficient number of people are entering the profession; so an actual physical shortage will come later also. If the compensation were better, more people would enter the profession. So, when you get down to it; it is a pay shortage.

The newly revitalized FFD Committee is doing great work, and over time will be instrumental in turning things around. It should have happened a decade ago, but late is better than never.