You weren't relaying facts at all. You were just smearing people. Like you've been doing since you got here with that idiotic screen name of yours to try and confuse people with our solid guy here named Check Essential.

Your debate coach has a lot to learn. Facts stand on their own irrespective of you perceiving a personal attack. You asked how could a TA be achieved if it didn't meet the direction given by the MEC. The answer is that it's very easy to do...you have the negotiators just sign off on their own. They did it in C2012, and they did it again with this TA. Fact.

Yes, he was. He gave the speech personally to the MEC and admin's AFTER the TA was released. But even if your smear attempt was right, who cares. It doesn't make his statements less factual.

Yeah right.

Carl

I believe the latest ALPA Contrail (edit: sorry, it was Negotiators Notepad 15-04; guess the word "Con" is kind of stuck in my head for some reason!) that focuses on sick leave clarifies the extent of look-back. It's June 1, 2015. I bring this up because we need to use facts to defeat this TA. To me, this June 1 date is a safety vent so that guys won't go out in mass quantities on sick leave before the "new rules" become effective. And it's total B.S. to have a contract concession applied retroactively. Unbelievable! Since we were just delivered "the facts" overnight, anybody that called in sick in the last two weeks or so has unwittingly got a head start under a draconian contract provision. That is, if pilots ratify. One more reason to vote "no!"

Carl - Why not? I'd like to understand in case any new hires ask me. ALPA actively recruits associate members while on probation. And they will tell probationary pilots to lie low, not picket, etc. If enough active cards are put forth for a representation vote, I guess all the names become public. Could a probationary pilot be fired for supporting alternative representation? Wouldn't violate the RLA in egregious fashion? No disrespect to your advice, just wanting the reasons behind it.

I'm just overly sensitive and overly protective of our new hires I guess. You'll probably be OK, I'm just a big believer in the lowest possible profile til off probation.

Carl

Every day we've seen more examples why the company wanted NA15.

DALPA knew about them--every single one of them--and knew how they'd affect us. But "our" "union" pushed NA15 anyway. And lied to us every step of the way.

We just saw the JV grievance settlement, which completely wiped clean the past four years of the company's willful disregard of our scope. Like it never happened. That leverage is gone forever.

Enough is enough. It's time.