At least we have something to get erased. A union shop has a legally enforceable contract that can be brought to court for dispute resolution if other methods fail. With a 'handbook' or policy manual, there is no legal channel you can take except stomping your feet. If things got real bad, your only recourse would be to find individual pilots who were harmed, get them to sue and then take that lawsuit and elect it as a class action. Oh and of course pass a hat around to pay for legal fees. After all, a management funded SAPA surely will not litigate against the company.

Man... if I only Voted yes.... Or if I'm not actively trying for a union.... Man you sure hit that nail on the head! Can you tell me how I should have done things again?

I agree.... But.... I know guys who are STILL waiting for resolutions from contacts disputes. Also, Xjet/ASA Union sure aren't helping anything either.

I do agree with a union, but at the regional level they are really not must more then a fancy "handbook"

It’s one of those necessary evil things. The idea is to never need them. We have guys here who do some pretty ridiculous stuff, including myself, who would in no way get away with it without a union who would send lawyers if these troublemakers were terminated. One guy gets doctor’s notes in Japanese because the contract doesn’t say the notes have to be in English. Another guy uses a beeper only because the contract says “contact number” and not cell phone. Scheduling doesn’t know how to send a beep so they can never assign him as a reserve. I’ve personally walked off deadheads if the door was still open and my max contractual duty day was going to be exceeded upon landing. The fly now grieve later people are generally pansies that ultimately do not have any balls. They can’t do anything if you follow your contract to the letter.

You give em an inch and they take a foot. Nothing more nothing less. The Japanese notes and beeper are extreme cases. As they say just fly the contract. Those people I think just look for any loophole....but they are protected.

Because it is 1%. When someone is going for a mortgage, the bank is going to look at guaranteed income and W2’s. You can’t quantity profit sharing or bonuses as guaranteed income. So that’s how most people on the outside are going to see it. Hence why they say 1%

It's funny how when the company takes a **** on us it's just business. If you however decide to start playing games back you're considered an unethical POS. I'm of the accord that it's a two way street and have no remorse for outfoxing them.

Your post, the one I quoted and replied to sounded pretty apathetic. I’m speaking of the Skywest SAPA pay agreement, and it’s duration. For years SkyWest cherry picked parts of their union competition and made pay competitive by saying you’ll be making more than your peers because they’re paying 1.8% in union dues. Now not so much. You don’t want a union so be it. But at least stay competitive with the trends of the industry. And if Skywest doesn’t play ball maybe it’s time to push back a little bit. It’s nice to finally see people slowly starting to get paid like the professionals they are. Most people view this as SkyWest undercutting the industry and slowing down gains made by other carriers

$3.18 total from PPS per credit hour..... without the new TA it would have been $2.47

And wasn't it a 1% raise from the previous contract? It just didn't kick in until Jan 1st 2018? Looks like you are a FO. 1% would be like 39 cents.
.39+(3.18-2.47)=$1.1 per hour increase from the new TA. And after inflation it isn't exactly a raise.

This