What if there ended up being no merger? Would you be happy if we all work under this dated contract for another 3-5 years as long as year 1 compensation was improved? Do you honestly think improving year 1 pay right now would even make a bit of difference towards hiring and retention in the current pilot market and with the potential of a merger looming over our heads here?

This is exactly why once we enter section 6, both sides have to maintain status quo, preventing management from doing exactly that, precise hits in the contract to appease just enough to keep planes flying.

“FO pay low, can’t hire?” Raise first year”

“Too many open time trips in MCO? Offer 115% pickup for that base only”

Sorry Excargo just doesn’t get it.

That's not what I said, learn how to read. The more you talk the dumber you sound.

I stand corrected. I see you were responding to Exacargo.

I award myself zero points.

I’m all for raising first year pay to industry leading with the rest of the contract. I was for it last time as well. Not going to vote for an LOA that fixes spirits problem as we enter negotiations sorry. 4 years ago yes. Now, no. And if it’s not industry leading with healthcare from day one I won’t vote yes for the CBA or a JCBA just like I didn’t last time for the same reason

DON’T even pretend you aren’t being a selfish hypocrite with that statement - or that people who read it won’t see right through that hypocrisy.






Current Hawaiian first year pay is $81 an hour with a 75 hr guarantee. Current F9 new hires get $75 an hour with a 75 hour guarantee. Our newbies get $61 an hour and a 72 hour guarantee - AFTER THEY GET OFF TRAINING PAY.

But you are willing to do this to our fellow pilot employees because we MIGHT not merge with someone else? And it isn’t a merger, NK is being BOUGHT and there are two different bidders. That’s pretty damn pathetic.

NK has ZERO chance of getting a new CBA before the JCBA. You know that as well as I do. The only thing that is going to result in a CBA not being strung out for years is that management will need it more than we do, and that’s simply not going to happen with this management. They’ve all got one foot out the door and are fine-tuning their own resume’s.

And news flash, attrition adds immensely to the leverage we would have with management just needing a JCBA

First year pay does need to come up. But as someone who plans on staying it’s best to use the leverage this attrition gives us to get the best contract for everyone.

The company could easily start offering them insurance without any negotiations as that’s a company policy not an ALPA one. They could probably offer some sign on bonus if they wanted to, either way they don’t seem worried about it…

You all keep talking about leverage as if we have it.