Playing devil's advocate here. In light of PSA's pay raises, everyone is ready to burn our local MEC to the ground. So, assuming we gave every person in an elected leadership position the boot and we elected a whole new band of brothers, how do they proceed? How does a new and improved ALPA get us everything we want? We demand that ALPA goes to management and demands pay raises and RSV improvements. Management declines. What is the course of action that ALPA should take once management doesn't want to play ball? I'm not defending the MEC, but I'd genuinely like to know how any other leadership would make changes when management doesn't want to tango. Keep in mind, ALPA national won't put up with any kind of job action such as slow downs, no OT campaigns, etc...Any ideas? Everyone wants ALPA to take a tough stance to get what we want. How do we do that?

By bringing attention to it, wherever possible give it exposure so there’s an “all eyes on us type scenario” — no one wants to be known for underpaying their pilot group or poor work rules compared to our sibling company(ies) in this case perception is reality. Right now, no company wants or should have negative attention, especially in these times of growth, bad juju

Okay...I like that. More public, vocal outcry against the company. Instead of basically stark silence. Good point. Let's keep it going.

Careful, last time I spit balled a few things I thought the union should do on here I got dog piled by a half-dozen or so extremely hostile posters who felt I was sabotaging negotiations by “showing our hand.”

That said, I’m open to any lawful expression of dissatisfaction. Since the company keeps chopping lines, I’ll have nothing else to do as my year on RSV becomes a year and a half.

How about we let them meet with the company or at least tell us an update? There is no part of me that thinks that they aren’t working on a solution.

What’s the point of belonging to a union if they, national, won’t let us band together as a pilot group and use our collective power to “encourage” the company to make changes?

Everyone knows how quick the company is to knee-jerk on some bad press lately...

The main thing for me would be more vocal dissatisfaction. I just always feel like the union is running scared and never from a position of strength, perceived or otherwise.

I don’t think we should be scared of managment in this environment.

Isn’t much Alpa can do. We have a contract, soft negotiations can start next year. I think the company could hold off until then to see how recruiting is affected. 2020, Each side brings a few changes to the table to negotiate with costs supporting them. Envoy will give raises, they just want something in return. PSA gave up nothing from what I read. That is very very rare. But time will tell.

The company has said that they aren’t willing to negotiate while recruits are still showing up to class. Therefore it would make sense for us to stop begging the company to negotiate and instead attempt to “inform” potential new hires of our current situation. The company puts out propaganda to attract pilots all the time. The recruiters say everyone will flow in 5 years or less...and not a single rebuttal from the union about that being a load of hot BS. Management loves to parade around all the “new 175s” yet no effort on the union’s part to make potential pilots know that they shined jets are of no consequence to their pay rate and are potentially a negative in regards to relative seniority/QOL. The company was in desperate need for captains so it waived 45k in the faces of potential hires and the Union could have easily smeared that to death with the realities of a being DEC here with our current reserve system. Yet you heard nothing. Bottom line, stop wasting time trying to negotiate with a company who isn’t going to and start doing something that might actually address the issue of why they won’t.