Some good information although a little dated. I copied and pasted a portion I thought to be interesting from page 20. http://inc.skywest.com/invest/Annual...s/10k-2013.pdf

SkyWest Airlines
’
employees are not currently represented by any union; however, collective
bargaining group organization efforts among those employees occur from time to time. Such efforts will
likely continue in the future and may ultimately result in some or all of SkyWest Airlines
’
employees
being represented by one or more unions. Moreover, one or more unions representing ExpressJet
employees may seek a single carrier determination by the National Mediation Board, which could
require SkyWest Airlines to recognize such union or unions as the certified bargaining representative of
SkyWest Airlines
’
employees. One or more unions representing ExpressJet employees may also assert
that SkyWest Airlines
’
employees should be subject to ExpressJet
’
s collective bargaining agreements. If
SkyWest Airlines
’
employees were to unionize or be deemed to be represented by one or more unions,
negotiations with unions representing SkyWest Airlines
’
employees could divert management attention
and disrupt operations, which may result in increased operating expenses and may negatively impact
our financial results. Moreover, we cannot predict the outcome of any future negotiations relating to
union representation or collective bargaining agreements. Agreements reached in collective bargaining
may increase our operating expenses and negatively impact our financial results.

 

I wonder what a seniority list integration would look like with a non-union entity?

 

Those of you wanting to vote yes on the package need to look at Uniteds 1st QTR PR. More 50's to be shed you're upgrade may not be as quick as you think... Keep that in mind when you vote to basically freeze your pay the next 4 years. I don't see any growth here just a shuffling of 50's going out and replaced by fewer large RJ's.

 

Maintenance costs will likely continue to increase as the age of our regional jet fleet increases. The average age of our CRJ200s, ERJ145s, CRJ700s and CRJ900s is approximately 12.9 years, 12.7 years, 9.6 years and 7.1 years respectively. All of the parts on these aircraft are no longer under warranty and we have started to incur more heavy airframe inspections and engine overhauls on those aircraft. Our non-engine maintenance costs are expected to continue to increase on our CRJ200, ERJ145, CRJ700 and CRJ900 fleets. Our non-engine maintenance costs will increase significantly, both on an absolute basis and as a percentage of our operating expenses, as our fleet ages. If our maintenance costs increase at a higher rate than amounts we can recover in revenue, we will experience a negative impact on our financial results.

 

Have you ever seen two pieces of paper stapled together?

 

I understand your inference, but the integration would be based on hire date. Any other option, (simply stapling the Skywest guys onto the bottom of Expressjet's seniority list) would not be acceptable or appropriate.

I doubt that is something YOU would advocate unless I misjudge your character.

 

It's just a fun thought exercise. It may be ugly.

But I wouldn't say it won't ever happen. Obviously, it's enough of a concern to management that they felt compelled enough to disclose that as one of their risk factors to the shareholders and securities and exchange commission on their annual report.



I personally would not advocate a staple. But NOTHING WHATSOEVER requires a DOH integration or any other methodology. And just to give you an idea, this is what the VA OC is telling their pilots about this very issue:

"Q. Management has told us that they believe that we as Virgin America Pilots will receive comprehensive protection in a merger, purchase, acquisition, or other transaction. Is that accurate?


A. Simply put, we can’t count on getting the merger representation we need if we don’t have a collective bargaining representative. Right now we’re dependent on what the company decides it wants to do when a transaction happens. Right now we are at-will employees who have no assurances or guarantees granting us any scope clause protection or rights in the event of a merger, other than an email we received from management granting us some funds to hire an attorney to fend for ourselves. This grant could be taken away at any time. It’s no surprise that this was one of your top concerns when the VX organizing committee conducted its polling in January and February.

The bottom line is this: Merger and related protection remains uncertain unless it is part of an enforceable CBA negotiated under the RLA.

Remember that if there is an acquisition, Virgin America will disappear, and senior managers will get severance bonuses and leave or be working for the new company (with no incentive to fight for your rights). Depending on how it is structured, a transaction may not even meet the requirement that triggers the process set up in the McCaskill-Bond law.

Real merger protection includes provisions typically found in ALPA CBAs that bind the successor to the pilot's employment terms. If another carrier whose pilots have a CBA acquires Virgin America, and we are unrepresented and without a CBA, the acquiring carrier would have no obligation to negotiate to include even our current terms and conditions into its existing CBA. But if we were covered by a CBA, then any changes in our terms and conditions of employment would have to be negotiated as part of any joint collective bargaining agreement.

With ALPA representation we can have a real voice, a CBA, and ALPA Merger Policy protection.
That means:

• Real representation and an effective voice for the pilot group in any merger, whether the merger is with an ALPA or non-ALPA pilot group;

• The right to hire professionals and lawyers that Virgin America pilots select and direct to represent our interests;

• The right to negotiate, mediate, and, if necessary, arbitrate the final list with well-known neutral arbitrators in any merger with another ALPA pilot group; and

• ALPA professionals’ support and representation in a merger with a non-ALPA carrier."

 

Doesn't matter what NetVets would advocate, but what would OUR options be. Right now, we don't even get a voice in the matter. We don't have anything in our "contract" that would be a guideline and we basically are just trusting that the company would do whats right.

Based on recent history, not something I have 100% confidence in. But at least I get to keep that extra $35 each paycheck.

 

Sometimes, when you want something so bad, the human mind plays tricks on you.

 

Agreed. This is the one and ONLY area where I could see having a union at a regional as beneficial.

MF:I do not believe a merger of the 2 is out of the question. A consolidation of the list, aircraft, and certificates is a cost reducer. Regionals will continue to shrink as pilots become tougher to find. There are no guarantees and no one has a crystal ball. Given the trend of current events, IMO, a merger is possible.

One or more unions representing ExpressJet employees may also assert that SkyWest Airlines' employees should be subject to ExpressJet's collective bargaining agreements.

Read more: http://www.getfilings.com/sec-filing...#ixzz3YA7TFPRk