ZebraMan

Well, its really not free credit on all conflicts.

This seems to be an unwelcome surprise to some when they score that sweet conflict.

You carry in 3 days from a 4 day. It touches 4 days in the next month. Planning drops the 4 day trip and you get the credit for 18 hours and the 4 days off..nice.


But....the 3 days your carried in and still have to work lets say credits 15 hours. Congrats...they dropped 4 days and 18 hours and you still have to work 15 hours and 3 days in a carry in that you might have already had off with the schedule you bid.

So yeah, that 18 hours they dropped is "free pay" from the company and the carry over you work is free pay you're working to pay towards the drop. NLV = OLV – TD + TA + CI seems to be something that most people dont understand about our conflict process.

Only great conflict are clean ones that end a month and then a line that starts a month. Most everything else is not even close enough to get excited over.

But hey, Moron tells us that its an easy system and everyone should be scoring fat conflicts at any seniority level.

Gypsy Pilot

Fair, but you didn’t address Silvers point. I’ve done exactly as you have pointed out many times, and it is a tool for increasing QoL, yet that is very different from claiming an increase in QoL by utilizing conflicts to create paid days off then turning around and picking up trips during those off days. That doesn’t strike me as an increase in QoL. And yes, a JRM here and there can achieve something close to 110-115, but we are fooling ourselves if we think or claim that’s achievable all 12 months.

Regards,
GP

BKbigfish

I can’t tell you how many people I’ve had to explain this to. I’m pretty sure the majority of our pilot group does not understand how transition conflict pay works. Or that CS can add reserve days or flying back onto you to bring you back up to 6 days in a row.

FML666

Indeed. Using that logic I might say that I couldn't care less about giving up reserve drops because it only affects a relatively small percentage of the pilot group and I don't ever plan on doing reserve anyway. I won't say that though because I want improvements for all of us but there is most definitely a "Doesn't affect me so screw all the rest of y'all" mentality present in a segment of our pilot group. Par for the course pretty much anywhere though I'd guess.


I'm quite aware of how it works but my TX conflicts are indeed 100% "free pay". I wasn't speaking for everyone who gets TXed, I was simply attempting to alleviate the "confusion" that some people have about how picking up on TX days can be (and is) used to improve QOL.

Silver02ex

My post wasn't focusing on how many TX days or how many credit. My point is, there's guys talking about they can make almost as much money as the new AIP in order to do so, they have to pick up on top of the TX days. They say the QOL will be gone with the AIP, but they have to sacrifice days off to pick on top of the TX days. Of course QOL is subjective and different for each person.

FML666

I never said 110-115 hours was attainable every month. There just seems to be a "115 hours/15 days off every month for the 1%, totally worthless for everyone else" thought process for many when it comes to transition. TX is a real value to me and many of the people I fly with and I just think that that is overlooked by a lot of people who don't specifically see "TX" on their schedules.

ZebraMan

Many who have posted about the spoils of conflicts are currently FOs. When they upgrade (because they will surely need to because $77/hr doesnt go far no matter now many conflicts), they will see the conflicts go away as well.

Im glad senior FOs are scoring nice conflicts with their current biding power. But conflict is gone, even if this TA is voted down and we somehow manage to keep line bidding, conflict is gone.

So how any FO can compare their current situation with conflict to a new contract that will last 6,7,8, maybe 9 years, is probably doing themselves a disservice. Senior FO conflict scoring is a 1 year game unless you want to be a lifer FO. This new contract is going to pay you for the next 10+.

So im glad to see this conflict language be dragged to the slaughter house so that it can be cut up and fed to the entire group, instead of the senior 10% who can rely on it for this year and years to come under this contract.

But we all get a vote for a reason, thats the process.

FML666

Fair enough, I'm just giving voice to those of us whose 43% pay raises are in reality going to be much closer to 20% with the loss of soft time that comes with the AIP.

ZebraMan

I get what youre saying. a 3rd year FO isnt going to score as big as a 5th year CA would on DOS, no doubt about that.

But when you upgrade you'll see that this contract at $2XX an hour at 72 reserve will pay better than $120 an hr does at 72 reserve.

FML666

As mentioned in my previous posts I benefit tremendously from TX but I'm fine with it going away as long as we get something worthwhile in return. I just don't consider a conspicuously middling agreement worthy of a discount pilot group in exchange for PBS to be "worthwhile" and I don't see sacrificing senior in seat people as really any different than sacrificing reserves or new hires.