Airline Pilot Central Forums - Contract Expectations

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Quote:

Originally Posted by RJSAviator76 (Post 3533864)

I'm a no voter on anything short of 35% snap up rate or the highest 757 rate of Delta or United - whichever is higher, and subsequent raises tied to the inflation rate. Oh, and the assumption is at min pay guarantee - not 108 TFP.

Full retro is assumed. Anything short of full retro is an automatic no. BTW... retro needs to include rate change as well as NEC and PS monies with no earnings cap like last time.

LTD/STD fixed to be industry leading and company covered. None of this imputed tax BS.

Full government rate per diem - not a percentage. Anything short of that, and the company needs to provide crew meals. The Big 3 get crew meals and per diem.

NEC brought up to industry standard and matched with the highest percentage offered at either Delta, United or American.

These are my non-negotiable items. Fall short of any of those, I won't bother even reading the rest before I vote NO. There are plenty of other improvements needed, but these are the meat and potatoes for me.

For those who think this is unreasonable, look at the pay at regionals and their raise percentages. Then look at this website and plug in your pay: https://www.usinflationcalculator.com and then tell me it's unreasonable.

Remember last time, the union laid out how the company could easily afford to cover the entire Platform and remain highly profitable. The company agreed with the union.... they just didn't want to pay that. Well, despite the price of electricity going up substantially, I can still afford to pay my electric bill and save money. While it doesn't mean I want to pay that much, I know if I don't, I'll be sitting in a dark house with no AC. #FUPM

Everything RJSAviator76 said plus that LTD has to have a retirement contribution included. Otherwise I'll be a no as well.

What was retro last time and how was it paid out?

Im also a no on any idea of loosening scope, adding PBS, or any combo of using paid parking or uniforms to entice pilots to take it. I was on a flight recently where there was lamenting of the lack of those two items.

Yes, what were the details on retro last time? My memory is fuzzy but I think it was full retro/signing bonus on wages but not retirement contributions correct?

Also, this was extended to retirees, those that left for other carriers & deceased (to their families).

The company gave a fixed amount. 600 million I think. Then it was divided up amongst current pilots, those who retired, and those who left. Of that it was only paid out based on a max of 275/yr earnings. Meaning if you made 300k you were treated as if you only made 275. No retirement no PS.
Like I've told my reps- that was not full retro and dont do that again. They like to claim it was.
no limit on earnings, NEC, and PS if we would have had any.

Thanks. That vaguely rings a bell.

During this contract cycle we should be making gains not concessions anywhere in this contract.

Quote:

Originally Posted by RJSAviator76 (Post 3533864)

I like it as a discussion starter but it wouldn’t get my yes vote. I don’t think it’s “unreasonable” enough by a long shot.

Off the top of my head, what I’d need beyond what you listed (definitely not a comprehensive list):

Initial pay rate raise of 55%.
NEC match min of 25%
Planned tail changes cost 1 TFP, unplanned tail changes cost 2 TFP.
Duty days over 10 hrs pay premium. Overnights less than 14 hours pay premium for the rest of the trip.
Hotel language brought up to industry-leading. Lots of specifics here but must be much improved over current language.
Regular plan must be enshrined in contractual language with preventative care included. Company must pay for Resolute health care advocate services that SWAPA currently pays for. Pilots given ability to charge the company time at their longevity and seat position rates for having to deal with rejected claims.
JA days pay actual min double time of 13 TFP or double trip pay, whichever greater

I agree with RJS but with Lews amendments. 35% is a little low and will be more so when this contract is TAed in 2025. Plus a minimum of 5% per year after it’s agreed to or inflation plus 3% whichever is higher. Now convince the 84% that are happy with lagging contracts. Get the 38% to just stop voting. Also add parking, uniforms and dry cleaning.

Quote:

Originally Posted by Lewbronski (Post 3533953)

Initial pay rate raise of 55%.
NEC match min of 25%
Planned tail changes cost 1 TFP, unplanned tail changes cost 2 TFP.
Duty days over 10 hrs pay premium. Overnights less than 14 hours pay premium for the rest of the trip.
Hotel language brought up to industry-leading. Lots of specifics here but must be much improved over current language.
Regular plan must be enshrined in contractual language with preventative care included. Company must pay for Resolute health care advocate services that SWAPA currently pays for. Pilots given ability to charge the company time at their longevity and seat position rates for having to deal with rejected claims.
JA days pay actual min double time of 13 TFP or double trip pay, whichever greater

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JA should pay minimum of 13 TFP. The pilot should have the option of refusing the assignment, and if they do then CS is required to put it in open time at 200%.