AT the risk of sounded smarmy, if we had it your way weve have to finsih contract negotiations in may of 2020. Sometimes the RLA helps us, this isnt the first time for pilots.

You're having a long discussion about the way things should be, but arent. I had those discussions more than a decade ago when i was first learning about the RLA 3 or 4 years into my career. Im for moving us out of the rla, and all the risk that entails, but its not going to happen. Even if you really really want it and write four paragraphs about it. The same rules that got united, delta, great pay is the same system we have today. If every pilot acts unified, as ive seen work, the process can be "quick" and direct.

If every pilot informationally pickets that has a day off (even if it was close). If every pilot stops by the CPs office who is at work and says, "let the company know im sick of this crap. My mec knows what i want, get figured out how to pay for it " this is over. Management knows were still fairly divided on what we want.

I'm fairly certain it is block hours at Delta.

Since this is now a measuring contest... 25 years (2+ decades) 3 airlines, and a strike. We need to be business like in our PWA. A business contract for ongoing services or goods has escalations built in. This only changes as the parties agree. I will not vote for any PWA that doesn't address this. Your unity only shows in metrics (that's all they care about) when flights get delayed or uncovered. Those situations are always manipulated to blame ALPA and threaten sanctions. You blame the populous without understanding their true displeasure. Show me a real tactic and I'll show you unity. CPs don't have anything to do with it nor do picket lines if flights are on time.

Well, wasnt meant to be a measuring contest. in more than15 years and +3 airlines ive gone from where you are at now and come to different conclusions after experience and information. Im not here to dither around nor to hint at illegal job actions. I get it, on some level you are venting.

To those reading this on the fence. The rules are what the rules are. We can get most of what we want from the company if we operate with a single voice, and the company makes profit again. Personally Im with the MEC, even if it isnt a perfect expression of what I want. Everyone here needs to come to a pragmatic approval of our bargaining position and express that to CPs. I dont agree that the feedback is ignored.

Explain to me how we benefit from not having a widely accepted business practice of a bridge process which escalates price based on economic and market metrics. The acceptance of an agreement that governs perpetually without processes to adjust is moronic. Arcane policies and negotiations need to be challenged. We are wound up in hindsight and tradition while we dig a deeper hole. This may come across as venting but the union needs some foresight. The fact that union members call doing their jobs cautiously and correctly a job action is the problem. If there is any change, whatever the real reason, we will be blamed for job actions. I'm not advocating anything other than when we "run a little hot" or when our management says to "slow down the operation" or when they request patience because of "generational turnover" for my department as well as others that we take them at their word. Here's some examples: I made the newb ground crew move a baggage cart out of the safety zone. It took several minutes because they had no idea why I stopped or that it was even a problem. Another time recently I made an ALA go get a new wireless headset because I couldn't hear him and refused to use hand signals on an icy snow covered ramp in blowing snow. Were either of those job actions? We were late both times. There are countless other stories. We will let the process play out at the traditional pace this time because we must, but there will be no agreement if this isn't addressed for the next amendment. You can choose to repeat past flaws, I will not.

So make an argument for how your unity should be demonstrated or against an escalator clause. I'd love to hear both.

Venting or not, you’ve got my ear. I’d love to modernize much of this process that many of us will be stuck working under for decades. Change may be slow, but it’s appropriate.

Once again, you give a faulty premise. Ours is not to change the RLA. If youd like to change it in the future, wave your magic wand. At this moment congress passes the omnibus spending package once a year and one other bill every other year on partisan lines. If you had a magic wand in 2019, wed/'d have been finishing up our negotiations in the middle of 2020, wow that would have sucked. Of course if you had a magic wand you could probably get rid of covid AND made EB sign whatever deal you wanted, so in that circumstance im onboard.

Ive read it stated many times that airlines in america are more volitile a business cycle than US tech. I do agree with that characterization. Moving us to the NRLA may give us the ability to end the contract on a set date. As ive said, im willing to take the risk, but i dont know if itll be better, but it isnt going to happen until congress "works' again some decade from now. The company isnt going to negotiate something to sweep away the force and effect of the RLA. Even if they thought they could honk us with it, and wanted to do it, i dont know the NMB would allow it. Middle ground Put a COLA adjustment at 3% or CPI whichever is greater in the contract if you like, but your going to have to get the other side to sign it. Present your plan to the MEC.

You want to scream at clouds? Fine, but you will do so without my attention. We're on the same side, just attacking from different angle, try to remember that.

Total block time in the aircraft, they'll stay and continue to accumulate over your career. It does have 6 month look back and year to date lines at the bottom, so you'd have to look at those at the appropriate times. I think the year-to-date and past 6 months are counting all of the trips for the current month, even if you haven't flown it yet. I'm not sure if there a way to get year by year breakdowns.

Also email aircrew records, they have a flight by flight breakdown they can send you. Comes in an excel document.

I doubt the RLA changes or jurisdiction changes anytime soon. This is why we must take action to implement change within the PWA. No other business relationship codified by an agreement takes advantage of a single party by locking them into an agreement with no recourse for restitution. You are being force to perform labor today that was valued in 2016 and as valued must continue at 2020 levels in perpetuity. Indentured servitude. Change my mind. This requires PWA action. I have never advocated for legislative action because it’s futile. We need to take care of our own problem. CPI makes sense, equal % as other employees, “me too” for industry standard… all of them. Shifting and cherry picking metrics like SCOPE each cycle is not the solution.

If ever there was a contract to implement this, it’s now. Everyone sees a need as a result of inflation so the motivation is there The newer generation is coming into the industry questioning the inertia of tradition. The company is facing a real need for increased labor and a PWA that attracts candidates. The time is now.

https://www.investopedia.com/terms/e...atorclause.asp