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Old 03-20-2019, 05:33 AM
  #31  
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Originally Posted by at6d View Post
Twenty percent of the company wasn’t hired before the last contract vote. I’m worried the company will use nickel and dime items like parking and uniforms to modify scope (for example), and we will have takers....
This recent hire won’t fall for it! No PBS, no scope relief, no give backs.
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Old 03-20-2019, 09:50 AM
  #32  
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Originally Posted by RckyMtHigh View Post
The Dallas captain pining for the days of Herb is more of a problem more than your new hires.

Your average new hire is much more invested in a great contract and work rules that will benefit us all in the long run than the 60 year old captain just wanting to get a couple extra bucks before retirement. Plus in today’s market that new hire can walk away to somewhere else and can afford to take a hard line. Give them credit for being smarter than you think (jumpseat issue aside).
I’m not being critical, nor am I challenging anyone’s credibility—just pointing out that about 50% of our new hires have no airline experience and it’s important to address the big ticket items with background information/history so they truly can vote for long term gains that benefit all of us. The modern times of the big hiring affects all carriers, so it’s even more important to educate right away.

Unfortunately, I’ve been in the jumpseat commuting and have experienced FOs with less than five years clearly on the side of management and in opposition to the pilot group. It’s not limited to that DAL captain.

I was surprised that as a newhire, I had the ability to vote while on probation (different from my last 121 gig).

I am confident in our new hires! I was one not long ago.
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Old 03-20-2019, 10:53 AM
  #33  
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Unfortunately the days of Herb are gone. The BOD retained FH a few years ago. The first step in FH strategy is to find loopholes and reinterpret loose language, all the while breaking down relationships between employees and employee groups, the part of our culture that made our company successful and unique. We’ve been seeing this with MX.

By retaining such a firm the BoD has decided that the corporate status quo is more important than our history and culture. Have all the fond memories you want, but we have to adapt to the current corporate environment if we’re going to have a satisfactory TA.

In this environment there is no reason we can’t have industry leading pay and all the other benefits (that are standard at other companies) as well.

If you look at the demographic of the pilot group, a large portion are new on property or junior in their seat. I think there will be different expectations with the next contract.
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Old 03-20-2019, 12:33 PM
  #34  
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Originally Posted by at6d View Post
I’m not being critical, nor am I challenging anyone’s credibility—just pointing out that about 50% of our new hires have no airline experience and it’s important to address the big ticket items with background information/history so they truly can vote for long term gains that benefit all of us. The modern times of the big hiring affects all carriers, so it’s even more important to educate right away.



Unfortunately, I’ve been in the jumpseat commuting and have experienced FOs with less than five years clearly on the side of management and in opposition to the pilot group. It’s not limited to that DAL captain.



I was surprised that as a newhire, I had the ability to vote while on probation (different from my last 121 gig).



I am confident in our new hires! I was one not long ago.


If I remember correctly, the junior base FOs were the most resounding NO votes on TA1 during our last round of negotiations. I think OAK FOs were something like +80% NO votes, whereas at senior bases like ATL, the majority of FOs actually voted yes! I can't imagine the demographics of where our new hires came from then are that much different than our current group of new hires. Continue to educate and have faith that not everyone fresh out of training is drunk on koolaid.


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Old 03-23-2019, 08:20 PM
  #35  
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Originally Posted by Burton78 View Post
If I remember correctly, the junior base FOs were the most resounding NO votes on TA1 during our last round of negotiations. I think OAK FOs were something like +80% NO votes, whereas at senior bases like ATL, the majority of FOs actually voted yes! I can't imagine the demographics of where our new hires came from then are that much different than our current group of new hires. Continue to educate and have faith that not everyone fresh out of training is drunk on koolaid.


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All your yes votes are belong to us.
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