Spirit of NKS
04-18-2015, 06:47 AM
Gets Weekends Off
Joined APC: Sep 2014
Position: A320
Posts: 111
Originally Posted by Aft Spreader
I thought they (JA, RP, TC and crew) were gonna clean the house, Not just the breezeway. That's why a lot of us backed their play- I'm starting to get that squishy feeling- AGAIN. We are going to need more than razzle dazzle videos and updates on VX at the NMB (most of us don't care about that crap)- We wanted to see results with a clean sweep.
04-18-2015, 07:05 AM
Gets Weekends Off
Joined APC: Sep 2014
Position: Da Bus, Left
Posts: 1,510
Originally Posted by JoeyMeatballs
How exactly has the Negotiating comm screwed you/us?
I hope its not because of the whole (150%) Why some of our guys are so hell bent on having the ability to work more/harder is beyond me. Focus on pay rates @ 72hrs, not having the ability to ***** your self out to make a comparable W2 to your peers..............
I hope its not because of the whole (150%) Why some of our guys are so hell bent on having the ability to work more/harder is beyond me. Focus on pay rates @ 72hrs, not having the ability to ***** your self out to make a comparable W2 to your peers..............
Firstly, those who want the 150% back tend to be those hired 2008 and earlier. They're not going anywhere. They can afford to wait for their ideal contract. People like you and me can still jump ship and make a great career elsewhere, but every paycheck we wait for our next contract is money out of our pockets. Money that could be compounding in a 401k, money that could be building in your kids 529 (dunno if you have kids), money that could be paying off your mortgage, money you could be using for your dream car...etc.
Secondly, if you remember the pay comparison slides, those from the middle to the top of the pay scale need less of a raise to get to IA. Their biggest raise might actually come from getting 150%. Those at the top only needed 12% vs. junior captains and all FOs who need a 30+% pay bump to get IA. They're making decent coin, they can afford to wait...
Am I willing to hold up a potential early 30+% pay bump over getting say long-call reserve?? Eff no! Am I willing to give up our holy grails in our work rules to archive said pay bump or other gains? Eff no! And if that happens, we dilute our rules to more industry average, I'll be voting with my feet.
As you can tell, pay is my biggest issue. That doesn't mean I want other areas addressed/tightened up (scope/merger protection & code-share rules, LTD). But, pay is my biggest concern.
04-18-2015, 07:18 AM
Gets Weekends Off
Joined APC: Jul 2007
Position: A320HD
Posts: 307
Originally Posted by JoeyMeatballs
I hope its not because of the whole (150%) Why some of our guys are so hell bent on having the ability to work more/harder is beyond me. Focus on pay rates @ 72hrs, not having the ability to ***** your self out to make a comparable W2 to your peers..............
04-18-2015, 07:28 AM
Banned
Joined APC: Feb 2008
Position: A320 CA
Posts: 501
Originally Posted by lowandslow
One does not have to do with the other. AFAIK the carriers who make more than us hourly also get premium pay for extra flying. Ridiculous to argue it that way. Getting rid of 150% was one of the eh fing stupidest things I've ever heard of. Is there any other job where overtime is not time and a half?
04-18-2015, 07:30 AM
Banned
Joined APC: Feb 2008
Position: A320 CA
Posts: 501
Originally Posted by ShopVac
Ummmm.,,,,
"Sign this or we'll be in NO MANS land"
"This co will never IPO, we don't want their *^#{[{}%*## stock even if they do"
How's that for a start?
"Sign this or we'll be in NO MANS land"
"This co will never IPO, we don't want their *^#{[{}%*## stock even if they do"
How's that for a start?
04-18-2015, 07:30 AM
Gets Weekends Off
Joined APC: Jul 2007
Position: A320HD
Posts: 307
Originally Posted by Tranquility
Joey, some things to consider...
Firstly, those who want the 150% back tend to be those hired 2008 and earlier. They're not going anywhere. They can afford to wait for their ideal contract. People like you and me can still jump ship and make a great career elsewhere, but every paycheck we wait for our next contract is money out of our pockets. Money that could be compounding in a 401k, money that could be building in your kids 529 (dunno if you have kids), money that could be paying off your mortgage, money you could be using for your dream car...etc.
Secondly, if you remember the pay comparison slides, those from the middle to the top of the pay scale need less of a raise to get to IA. Their biggest raise might actually come from getting 150%. Those at the top only needed 12% vs. junior captains and all FOs who need a 30+% pay bump to get IA. They're making decent coin, they can afford to wait...
Am I willing to hold up a potential early 30+% pay bump over getting say long-call reserve?? Eff no! Am I willing to give up our holy grails in our work rules to archive said pay bump or other gains? Eff no! And if that happens, we dilute our rules to more industry average, I'll be voting with my feet.
As you can tell, pay is my biggest issue. That doesn't mean I want other areas addressed/tightened up (scope/merger protection & code-share rules, LTD). But, pay is my biggest concern.
Firstly, those who want the 150% back tend to be those hired 2008 and earlier. They're not going anywhere. They can afford to wait for their ideal contract. People like you and me can still jump ship and make a great career elsewhere, but every paycheck we wait for our next contract is money out of our pockets. Money that could be compounding in a 401k, money that could be building in your kids 529 (dunno if you have kids), money that could be paying off your mortgage, money you could be using for your dream car...etc.
Secondly, if you remember the pay comparison slides, those from the middle to the top of the pay scale need less of a raise to get to IA. Their biggest raise might actually come from getting 150%. Those at the top only needed 12% vs. junior captains and all FOs who need a 30+% pay bump to get IA. They're making decent coin, they can afford to wait...
Am I willing to hold up a potential early 30+% pay bump over getting say long-call reserve?? Eff no! Am I willing to give up our holy grails in our work rules to archive said pay bump or other gains? Eff no! And if that happens, we dilute our rules to more industry average, I'll be voting with my feet.
As you can tell, pay is my biggest issue. That doesn't mean I want other areas addressed/tightened up (scope/merger protection & code-share rules, LTD). But, pay is my biggest concern.
Serious question- If pay is your biggest concern, why wait it out? We won't be getting legacy widebody rates.
04-18-2015, 07:40 AM
Gets Weekends Off
Joined APC: Jul 2008
Position: A320 CA
Posts: 163
Originally Posted by A320Flyer
Yep. I was there and heard it being said. Pretty narrow minded don't ya think?
04-18-2015, 07:43 AM
Gets Weekends Off
Joined APC: Sep 2014
Position: Da Bus, Left
Posts: 1,510
Originally Posted by lowandslow
I am far from an '08 hire and would like 150% back.
Serious question- If pay is your biggest concern, why wait it out? We won't be getting legacy widebody rates.
Serious question- If pay is your biggest concern, why wait it out? We won't be getting legacy widebody rates.
Serious question for you, if you already made good money with 72 hours, why do you need OT?? I think that's the point Joey is trying to make. I can agree an occasional pick up to cover a special toy, but to make that the end all of your vote seems a bit silly to me. Let's say you're a 2011 hire at 5th year pay. Would you give up a quicker $50/hour pay bump in exchange for a longer negotiating timeline and 150%? Everyone's priorities are different, and I totally respect your priorities.
04-18-2015, 08:05 AM
Gets Weekends Off
Joined APC: Sep 2014
Position: A320
Posts: 111
Originally Posted by Merlyn
You left out "if you don't sign this contract we quit. It will take you a year to get another nc up to speed."
04-18-2015, 08:37 AM
Getting Out
Joined APC: Jan 2010
Position: A320
Posts: 63
Off with their heads!
Glad to see the changes. Been here two years. I want 150%/200% for OT and I want pay rates that dont need 150%/200% to be average.
No concessions. No give to get.
My apps are out and will leave at first chance unless we get a good contract before I get called. I'm not waiting. Many others Ive talked to are in the same boat.
Glad to see the changes. Been here two years. I want 150%/200% for OT and I want pay rates that dont need 150%/200% to be average.
No concessions. No give to get.
My apps are out and will leave at first chance unless we get a good contract before I get called. I'm not waiting. Many others Ive talked to are in the same boat.
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