national mediation board
09-04-2017 | 10:59 AM
#111
Gets Weekends Off
Joined: Apr 2016
Posts: 116
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09-04-2017 | 11:55 AM
#112
Gets Weekends Off
Joined: Apr 2017
Posts: 183
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From: Discount Pilot
09-04-2017 | 12:48 PM
#113
Gets Weekends Off
Joined: Aug 2013
Posts: 316
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Instead of dragging your feet for years it would've been a lot smarter to take the 30% raise with current book and make it a three year deal with a me too clause after that point to take the average of your peers if they have increased by then.
It's far better to negotiate incremental improvements then swinging for the fences which rarely ever results in a home run if history is any indicator.
It's also beyond laughable to include legacy pay in your calculations and it will be laughed at. You'll never get released with unrealistic expectations and actually you'll play right into management hands - the longer you hold out for a home run the longer they stockpile cheddar. As for not being able to staff that is also laughable as your classes are running nonstop and are full, so clearly compensation is not an issue attracting new hires.
It's far better to negotiate incremental improvements then swinging for the fences which rarely ever results in a home run if history is any indicator.
It's also beyond laughable to include legacy pay in your calculations and it will be laughed at. You'll never get released with unrealistic expectations and actually you'll play right into management hands - the longer you hold out for a home run the longer they stockpile cheddar. As for not being able to staff that is also laughable as your classes are running nonstop and are full, so clearly compensation is not an issue attracting new hires.
09-04-2017 | 01:01 PM
#114
Line Holder
Joined: May 2017
Posts: 239
Likes: 0
Queue name calling...moron, idiot, management troll, F & H staffer. You know, the usual. I somewhat get why have to to take the position that they do even though it's completely non sense and they know it. But at this point I think these guys have repeated their rhetoric so much on here that they actually believe it at this point. They'll eventually just ignore you because truth hurts too much.
09-04-2017 | 03:25 PM
#115
Gets Weekends Off
Joined: Aug 2015
Posts: 195
Likes: 0
09-04-2017 | 03:29 PM
#116
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Joined: Dec 2008
Posts: 550
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From: A320 CA
09-04-2017 | 03:49 PM
#117
Gets Weekends Off
Joined: Oct 2010
Posts: 4,603
Likes: 0
[
They never offered me too.
Without that and a a nominal raise paid for by for by work rules you'll never catch up. Constantly towing the anchor.
It's too late for me too now. They could've offered that when united did but they chose not to. We have proven our reasonableness. Management proved they were unreasonable in 2008-2010 and they are doing it again. They are the ones making the huge mistake I assure you
They never offered me too.
Without that and a a nominal raise paid for by for by work rules you'll never catch up. Constantly towing the anchor.
It's too late for me too now. They could've offered that when united did but they chose not to. We have proven our reasonableness. Management proved they were unreasonable in 2008-2010 and they are doing it again. They are the ones making the huge mistake I assure you
09-04-2017 | 03:59 PM
#118
Line Holder
Joined: Nov 2015
Posts: 1,877
Likes: 199
Instead of dragging your feet for years it would've been a lot smarter to take the 30% raise with current book and make it a three year deal with a me too clause after that point to take the average of your peers if they have increased by then.
It's far better to negotiate incremental improvements then swinging for the fences which rarely ever results in a home run if history is any indicator.
It's also beyond laughable to include legacy pay in your calculations and it will be laughed at. You'll never get released with unrealistic expectations and actually you'll play right into management hands - the longer you hold out for a home run the longer they stockpile cheddar. As for not being able to staff that is also laughable as your classes are running nonstop and are full, so clearly compensation is not an issue attracting new hires.
It's far better to negotiate incremental improvements then swinging for the fences which rarely ever results in a home run if history is any indicator.
It's also beyond laughable to include legacy pay in your calculations and it will be laughed at. You'll never get released with unrealistic expectations and actually you'll play right into management hands - the longer you hold out for a home run the longer they stockpile cheddar. As for not being able to staff that is also laughable as your classes are running nonstop and are full, so clearly compensation is not an issue attracting new hires.
Wrong on multiple levels but it is interesting how you are bothered by us trying to achieve reaching Industry Standard. It's like the rednecks who supported slavery even though they could never afford one, as long as they are "better than someone". Pretty fng sad......
09-04-2017 | 04:22 PM
#119
Gets Weekends Off
Joined: Aug 2015
Posts: 195
Likes: 0
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09-04-2017 | 05:13 PM
#120
Gets Weekends Off
Joined: Aug 2013
Posts: 316
Likes: 0
You know what else doesn't help anyone? Going to work for a company that you openly admit pays half the prevailing wage since at least 2013. Under cutting your ALPA brothers and sisters. You were willing to work subpar wages when you took the job and now it's all of a sudden no no?
Hey, I guess ain't nothing wrong with going to work for Norwegian either making 10K/month as an 787 CA either as long as you complain about how you should be paid more.
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