Hypothetical:

What if the company offers a "one time 18% Inflation Adjustment" pay increase to all the pilots while they continue to negotiate a future contract. Should the union accept that MOU or hold out for full contract?

 

All or nothing. 18% buys them more time to stall.

 

Exactly. We need a lot more than just our industry lagging pay rates fixed around here.

 

No.
I didn’t like the Gratuity MOU, sort of understand it, but no. No more anything until the contract asks are met.
CK the traitor needs to go Now.

 

18% AYSM? Thats a damn joke. But no rates unless its a full rewrite and a ton else fixed in our lagging contract. 18% my God thats crap!!!!!

 

no for a lot of practical reasons:

1: it diminishes our raises because the company will say they already corrected for inflation
2: it diminishes our retro because the company will say they already corrected for inflation
3: it diminishes the desire to negotiate a contract because it's a permanent raise in perpetuity
4: it diminishes the need for a new contract because prospective new hires tend to overlook some of the nuances of a contract by focusing on pay rates
5: it allows the company to look magnanimous while they continue to obfuscate and delay the industry leading contract we deserve
6: it is completely different then the idea of gratitude pay because that is for a one time event(ha), rather than slapping on a band-aid for the industry lagging contract we have.

 

Based on the DL TA....if it's ratified, then UAL and AA will meet or exceed those rates. All of which triggers the 1% DL me-too clause.

Based on our current rates and the above rates + me too clauses....I'm guessing we'd have to have around a 23-25% snap up just to be on par with rates alone. Nevermind our lacking disability, lower NEC contribution, lack of 100% medical/parking, RSV work rules that need to equal line holders, and a hundred other improvements.

 

All of this. And I’d like to get some of that Me Too / Parity +1% stuff too for a change. If I’m going to be embarrassed by our product and our operation I should at least be proud of the paycheck.

 

Absolutely not.

My last job's union kept doing this piecemeal bargaining routine for years, and each one extended the current contract a little longer. They'd throw a few more bucks to the pilots, get the company something they want, and add a couple years to the amendable date. There was no motivation to make any substantive changes to improve things.

This is our chance to actually fix some of the real issues in our CBA, and they go far beyond pay scales. Hold the line!

 

Absolutely. NO way on Earth would I agree to any MOU before we have a global-airline-industry-leading contract ratified. And when I say global, I mean world-leading: wide body or narrow body. We deserve, and more importantly, we can reasonably bargain for AND have the economic leverage to demand, the best lifetime career compensation, retirement, benefits, and work rules.

And from what I've heard, that's not what SWAPA is demanding from C2020. From what I've heard, the turd cometh.

I'm ready to walk (even though the chances of that actually happening are nearly nil) if I have to in order to achieve what I consider the minimum acceptable world-leading airline pilot contract. I'm willing to use our most powerful economic weapon to full effect if the company does not agree to radically improve our contract in every way.