I wish I could get back the two minutes I just wasted to read the previous and arguably most worthless page of this thread!!

Could someone with some knowledge on how this Interim pay rates works with relation to the LOA67?
I understand the rates need to be negotiated, and the union has a proposed rate. Once these rates are agreed upon, would this go back to April, or just from now till the contract is in place which will include back pay, retro whatever?
Thanks!

Until someone can pry it out of indigos cold dead hand we will NOT see a nickel!

I was looking for a explanation on the process, thanks for your expert insight.
Lol

The intent was for us to have "industry standard" pay rates (LOA 67)while we negotiated for upward pay raises (section 6 negotiations). LOA 67 is dated to march (maybe April?) 2016. While LOA 67 provisioned us guaranteed raises in the form of snap backs that we already received, it also provided framework in the form of upward pay rates in the event that we were profitable. But not quite. Specifically, LOA 67 states that the union and company will "negotiate" "upward pay rates" in the event that the company is profitable. There is no specific guidance as to what those rates are. The union calculated industry standard pay rates that applied to the time at which LOA67 became applicable, but the company refused to comply stating that "Economic conditions" did not permit raises. So we went to arbitration. As of this week, the arbitrator declared that we are indeed entitled to "negotiations for upward pay rates" and the company failed to provide that. What do we win bob?!?!...an chance to negotiate those upward pay rates with the company [again] within a supposed 45 day timeline (per the arbitrator).

Excellent reply, thank you for the explanation.

Am I wrong in my assumption that if the company and union come to an agreement on the LOA67 rates that they become effective on that day? And then stay in effect until the new CBA rates are agreed upon? Would negotiating for retro back to March 2016 be part of the LOA67 negotiations or part of the CBA negotiations?

The benchmark for all retro is LOA67. Theoretically, if we (the union) get what we've asked for, we will get retro payed for proposed LOA67 rates effective march/April-ish of 2016 up to the amendable date (march-April-ish of this year) and then retro'd at the new section 6 rates for the time it took us to negotiate while the contract was amendable march/April-ish of this year). Someone please correct me if I'm wrong

Very true.

For those of you that haven't heard in the last week, this news has been corroborated by many sources.

Our fearless leader, JP, has been banging the head of HR, M.Z.

Both are (were) married and were exchanging bedside poetry over their company emails. Mr. [Head of HR] found those emails and last week forwarded an example to the majority of the @flyfrontier company email directory using his wife's computer.

This answers one question and raises a few.

For those of you speculating on this forum, "Why is JP present at these mediation sessions?", you now have your answer.

But most importantly, the questions.

WHY does Mr.[Head of HR] have access to his wife's work computer and company email? Both of which have private information, YOUR INFORMATION, that is supposed to remain secure! Why does she still have a job? And they both still attended mediation sessions last week?

P.S. Let me leave you with some poetry.
"Miss you.
Love you.
Want NOTHING more than to be with you!
Except to be able to wake up with you ....
Call me.....hate being away!"
You found that sliver of my soul.....