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?

And YES IT IS ALSO ABOUT 150%. Giving away 150% shows that the MM led negotiators believe that gains will never happen, they accept that "you gotta give to get". That idea is total BS! In this economy we dont need any of their weakness

You gotta get out of ACY and stop listening to their obselete Allegheny tactics

 

They have to move deliberately. When your own Pilot to Pilot committee is against you, you've got to make sure of ever move. Give them a few weeks/months

 

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.

 

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?

 

All I need to say is....+1

 

Yep. I was there and heard it being said. Pretty narrow minded don't ya think?

 

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.

 

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."

 

I don't need legacy wide body rates to be content, I won't post what I'd vote yes for (don't know who's lurking). I'm in the base I want, off reserve, and have better qol than most of my buddies at the legacies. Hard to give that up. I have a timeline for resubmitting my apps, and I'll hold to it.

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.

 

And many more I'm sure