F9 or NK
09-11-2021 | 10:18 AM
#61
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You’re rather an excitable fellow. I just don’t see the point in posting the actual deadheading language from our CBA. It’s about 3 pages long, as I suspect yours is. Might as well post the whole CBA.
09-11-2021 | 10:21 AM
#62
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All the more reason that comparisons like this are helpful since a lot of the contracts and LOAs are behind firewalls - especially for privately held companies. The more we know about the favorable (and unfavorable) parts of each other’s contracts the more educated can be our own negotiating (and voting) decisions - never a bad thing that.
09-11-2021 | 10:27 AM
#63
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Joined: Oct 2018
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Bottom line, not trying to make this 1 better than the other, not at all. We both have some ways to improve. But I disagree with your first statement that what I said was old or inaccurate. The only discrepancy I see if the DH, which I got off the comparison. So please let me know the contract wording so we have that info. Our NC needs to have the correct info and know we aren't going in "better than F9" on DH if you guys are getting the above mentioned. Im wanting to see improvements in DH for us. No reason why BFS aren't guaranteed for flights over 3 hours and exit rows are the standard for any DH under 3 hours.
Again, not trying to make it a measuring contest, but I just dont agree with your first statement. Peace and Love
Again, not trying to make it a measuring contest, but I just dont agree with your first statement. Peace and Love
If so, we have that also at F9, ours is 150%+incentive credit compounded by the 125% over 82. When company chooses to add incentive credit which can make things very lucrative here, but not necessarily going to be a massive game changer one way or another.
09-11-2021 | 11:06 AM
#64
That/It/Thang
Joined: Aug 2020
Posts: 3,501
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Just out of curiosity you mention "YX", is that NK terminology for premium trips?
If so, we have that also at F9, ours is 150%+incentive credit compounded by the 125% over 82. When company chooses to add incentive credit which can make things very lucrative here, but not necessarily going to be a massive game changer one way or another.
If so, we have that also at F9, ours is 150%+incentive credit compounded by the 125% over 82. When company chooses to add incentive credit which can make things very lucrative here, but not necessarily going to be a massive game changer one way or another.
I can imagine a 150% on top of a 125% works out well. At that point, it’s darn close to 200% on the hourly rate.
09-11-2021 | 11:20 AM
#65
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Yeah, X/Y is a NK thing, one is basically a short call “can you get here now for 200%” (Y) and the other (X) is usually a “we have a trip tomorrow for 200%”. A lot of guys drop their schedules down, list for these lists, and wait by the phone.
I can imagine a 150% on top of a 125% works out well. At that point, it’s darn close to 200% on the hourly rate.
I can imagine a 150% on top of a 125% works out well. At that point, it’s darn close to 200% on the hourly rate.
09-11-2021 | 11:36 AM
#66
That/It/Thang
Joined: Aug 2020
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This is much better now, IMO…now it’s seniority based, once you accept a premium trip you drop on the list to a new position based on how many hours you got that trip,
Based on calendar year.
So Jan 1, most senior guy in base gets the first call, if he takes it, say 25 hour trip, he then goes to the bottom of the list. Later that day another trip comes up, so now the #2 guy is the first to get the call. Say it’s a 20 hour trip and he takes it, he then drops to the second from the bottom of the list, ahead of the senior guy at 25 hours but behind the most junior guy with 0 hours
I like this way because it respects seniority while giving everyone a crack. There is strategy you can use with this method as well
09-12-2021 | 05:27 AM
#67
Thread Starter
Gets Weekends Off
Joined: Jul 2021
Posts: 130
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From: Left. Cool plane
Quite possibly correct, but the thread actually may be entirely helpful to some people out there who are actually looking at their options between the two companies as well as giving those already employed at both places ideas about things they may want to pursue at the next contract negotiations.
