Chinabug

Here it is:

Lots of section 1 give
Pay is 4% snap up over past 3 years (that's less than annual inflation)
Another raise of 3.5% in April and 3% a year going forward.
.7% raise to 401k
Lance gone after 1 year drawdown

Off to membership it goes... Raises are meager but the .7% to retirement is well below industry standard.

Tapes on, fights on... I see this one dying in a smoking hole but who knows?

F9 Driver

Those are disappointing "improvements". Any retro or signing bonus?

WHACKMASTER

Vote NO. Vote early & vote often. Actually, I'm hoping they included a "HELL NO" option.

Spark

What's the 4% snap up?

Ditka

Why'd it even go to TA?
Is this gonna be a 51-49% yes?

Rolf

Whack was bound to be right eventually. No vote coming up.

Smokey23

Historic Profits---->Historic Contract

This TA fails that one simple test of reason (and OBTW, we also allow the company to crack open Sect 1)




Thanks to the Delta boys for use of the GIF. It's just as appropriate for our TA too.

b73nav8r

Major consideration points of this agreement include the following:

Pay Rates
Effective
Incremental
Cumulative / Compounded
At ratification
4.0%
4.0%
April 1, 2016
3.0% + 0.5% variable*
7.6%
April 1, 2017
3.0%
10.9%
April 1, 2018
3.0%
14.2%
April 1, 2019
3.0%
17.6%

Signing Bonus
~$125,000,000 bonus distributed based on pilot's individual earnings from September 1, 2013 through July 31, 2015. This computation is available on the TA calculator on swapa.org.

Profitability Bonus
1% pay bonus based on 15% ROIC in 2015 and 2016. (2015 bonus assured today re:current earnings)

Training Pay
Increased from 5.0 TFP to 6.5 TFP per day

Overrides
Near International
3%
Special Qualification Airports (ND)
5%
Red-eye (2 a.m. - 4a.m. domicile time)
3%
Classic (CD)
3%


Per Diem
2016
2017
2018
2019
Domestic
$2.25
$2.30
$2.30
$2.35
International
$2.75
$2.80
$2.80
$2.85


Reserve
Reserve pay will be calculated on a per-block basis effectively reducing the "sitting for free" problems we have experienced under our current contract. Daily Reserve Order is replaced with Reserve Callout Order (RCO). Under RCO, reserve pilots will be called out following a simple, easy-to-understand order: by "bucket" (length of reserve block remaining), then pass/fly preference, and then days of reserve already flown in the month. (Seniority will break ties at this point.) Enhanced trip ownership for reserves and more pilot-friendly release rules have also been negotiated.

Retirement
Company 401(k) matching contributions have been increased to 10%. Additionally, the 401(k) matching cap has been increased to $27,000 in 2016 and then by $500 each year thereafter to a maximum of $29,000. The Company also agreed to make profit sharing a contractual item (currently it is not and could be terminated or modified by the Southwest BOD at any time.) Improved investment options and flexibility have been added to retirement accounts. For the cumulative effect of the increased pay rates, match and caps on retirement, see the TA calculator on swapa.org.

Section 1
The TA would allow Southwest to enter into airline partnerships with important limitations and safety valves. Domestic codeshare remains prohibited. The Company may interline with foreign carriers (no domestic carriers) as long as at least one connecting flight is flown by Southwest Airlines aircraft. Section 1 effectively prohibits all airline partnerships unless they are specifically permitted. This "whitelist" approach provides critical protections from forms of codeshare, interline, or distribution that do not yet exist.

Near-international (the Americas) interline is allowed within strict Passengers Daily Each Way (PDEW) limits per market. If the PDEW is exceeded, the Company must end interline, reduce it below the cap, or meet with SWAPA to obtain approval to continue.

Far-international (overseas) interline is allowed with PDEW limits. East (Europe) and west (Asia) PDEW limits apply to all carriers and all markets to limit the total number of passengers Southwest can carry. As with near-international, if the PDEW is exceeded, the Company must obtain SWAPA's agreement to continue.

Divisions
Flight ops safety desires to divide certain higher-risk international flying along with the eventual drawdown of the Classic fleet. Divisions may be one of the following: Near International (ND), ETOPS (ED), Domestic (DD), Classic (CD), and MAX (MD). Any division of the fleet and pilot group has the potential to reduce our flexibility and harm our quality of life. Therefore, SWAPA negotiated limitations on the size and composition of divisions to defend pilot flexibility.

Conclusion
Our goal is to provide you with factual information regarding this contract and specifically how it will impact you. This will allow you to carefully review the agreement and cast your vote in the best interest of your families.

*********************************************

Well I definitely wouldn't sell your Scope for any amount of money let alone 17% ish in pay raises. Hell that barely keeps up with inflation. Far be it for me to tell any of you guys how to vote but I think you can all see it for what it is. Good luck to all of you.

Rolf

I'm speechless. I think I'm going to give it a few days to let the emotions cool off and maybe see this differently, but right now I just can't wrap my head around this being an acceptable TA. If we don't vote this down, we deserve everything that comes our way.

Thunder1

Whackmaster,

I agree with you on the NO vote. However, I greatly fear the company may have just crafted a 51% solution yes vote. Lots of silent yes voters lurking in the midst that will be swayed by the pay raises and signing bonus. Here's hoping I get proved wrong.....