One year from now: sign off on PBS or else?
02-21-2018, 09:34 AM
#1
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Joined APC: Aug 2016
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Posts: 658
One year from now: sign off on PBS or else?
Disclaimer: This may have been cleared up in your Roadshows, I’m just curious for dealing with our own scumbag (F9) management.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
Last edited by DrJekyll MrHyde; 02-21-2018 at 09:44 AM.
02-21-2018, 10:09 AM
#3
Gets Weekends Off
Joined APC: Jan 2015
Posts: 384
Originally Posted by DrJekyll MrHyde
Disclaimer: This may have been cleared up in your Roadshows, I’m just curious for dealing with our own scumbag (F9) management.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
02-21-2018, 10:12 AM
#4
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Joined APC: Aug 2016
Position: Bus CA
Posts: 658
Originally Posted by Lakeaffect
We get to pick the PBS vendor. It has to be in place I believe 12 months from vendor selection. There will be 2 union and 2 management working through the process and anything that’s not agreed on goes to an arbitrator. Arbitrator has to give special consideration to mainline PBS. The 12 month timeline and “special consideration to mainline PBS” should help from delaying or asking for unreasonable measures on the companies part.
02-21-2018, 10:15 AM
#5
Line Holder
Joined APC: Feb 2018
Position: I Voted Yes and it Feels Good
Posts: 51
Originally Posted by DrJekyll MrHyde
Disclaimer: This may have been cleared up in your Roadshows, I’m just curious for dealing with our own scumbag (F9) management.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
02-21-2018, 11:43 AM
#7
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Joined APC: Jul 2007
Position: A320HD
Posts: 307
This is a very good question that was asked many times. They had a very long answer about how the arbitration is set up to prevent delay by either side. I remain skeptical that the company really cares about PBS for the reasons you mentioned. Many strong yessers are telling us how great PBS is for pilots so maybe it is a win-win.
02-21-2018, 02:08 PM
#8
Gets Weekends Off
Joined APC: May 2017
Posts: 227
Originally Posted by DrJekyll MrHyde
Disclaimer: This may have been cleared up in your Roadshows, I’m just curious for dealing with our own scumbag (F9) management.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
After reading your PBS LOA my understanding is that your group will continue to bid hardlines with many of your hourly and daily rigs not going into effect until a working and approved PBS system is in place.
This seems like a win-win for the company, where they can hold you under your current scheduling system with depleted pay rigs (including the elimination of transition conflicts), then be completely unreasonable for the implementation of a quality PBS system. At that point it would drag out through your dispute resolution process, then eventually go to Arbitrator Richard Bloch for a FINAL and binding resolution.
So my run-on question is this: How has the union has addressed this process, the likelihood of going to arbitration, and the possible outcome of a binding arbitration?
Arbitrators have had an distinctive pro-company track record for awards in the airline industry. It seems like any award would likely result in a concession for your pilot group’s PBS system. Meanwhile during this entire process to get to a binding resolution, the company wins with the temporary rules. I would say the incentive is HIGH for the company to punt anything PBS related, so they can go all the way to arbitration, hoping for a pro-company resolution.
02-22-2018, 03:19 PM
#9
Gets Weekends Off
Joined APC: Aug 2015
Posts: 195
Originally Posted by Lakeaffect
We get to pick the PBS vendor. It has to be in place I believe 12 months from vendor selection. There will be 2 union and 2 management working through the process and anything that’s not agreed on goes to an arbitrator. Arbitrator has to give special consideration to mainline PBS. The 12 month timeline and “special consideration to mainline PBS” should help from delaying or asking for unreasonable measures on the companies part.
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02-25-2018, 05:32 PM
#10
Turd Ferguson
Joined APC: Sep 2011
Position: The low pay seat
Posts: 96
What makes me uneasy with this whole "PBS" stuff is 1) I don't like knowing all of the PBS terms up front 2) Who is on this JPWG 3) Who breaks a tie if they don't agree 4) What is target.
Too many unknowns just to agree to without knowing. I also don't trust the company to negotiate after the fact....
Just my 2 cents.
Too many unknowns just to agree to without knowing. I also don't trust the company to negotiate after the fact....
Just my 2 cents.
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