The same way people kink the tax code. Totally legal and totally available to only the few in a position to do so.

Why not have rates that rewards everyone and not just the senior guys who can bid inefficiencies and have flexibility to move days off.

 

It was from the 109 LEC:
Due to contract relief,*goodwill*has been gained as seen in negotiations. Grievances for that period have been paid without question.

 

The line referenced....
"Due to contract relief, goodwill has been gained as seen in negotiations. Grievances for that period have been paid without question."

Almost zero talk about contract relief compensation anymore these days.
Snap! Beat me to it.

 

No, you said all instructors are kinking the contract, please tell me how I am doing that. Are you insinuating I am profiting outside of the contract? Are you saying I am subverting the contract? Are you saying I'm getting deals?

Please do not make insinuations, incriminations or accusations without proof.

 

Love the Spirit Flavor Aid drinkers!! Keep kinking it... No pun intended.

 

Relax Francis.
Since you're having trouble comprehending what I wrote I'll rephrase it in the exact same way. All legal. Available to only the senior, the single and instructors. Meaning those that can manipulate their schedule with ease.
We should have a great rate for all. And if you still want to work on your days off then knock yourself out.

 

You guys have a different biding system from the rest. All legal, just special mission oriented.

 

Yep, but a great contract isn't in the IP's interest..

I think there's a chief pilot position open somewhere for him.

 

Absolutely and it absolutely should be more intuitive. In the meantime the easiest way to understand it is to have your own pay sheet side by side with theirs. Start by writing down or using a spreadsheet to show your original awarded line along with each trips value. As the month goes on through IOT and DOT catalog every swap, drop, and add along with the value of the new trip. This way you have a constant working tally of what you will be due at pay day. Also if something seems fishy you will be able to see what you swapped for even if you traded it four tikes before flying the trip you flew. Also, keep track of your block times during the trip if it's a hard time trip and move the final value to your personal pay sheet once the trip is completed. If you have a trip modified with a letter at the end make note as to what changed and to whether you are protected to the original value or if the new trip is worth more.

I've done this at every company I've worked for, even the ones with intuitive pay systems and it's worked pretty well. I come here for one reason only and that's to extract as much money out of this place as possible for myself and my family. Taking a few minutes a month to do my own personal pay tracking seems like a small time investment to me.

The point still stands that their system should be easier to understand.

 

I'm not sure what you mean by kinking either. With regard to instructors, and instructor line bidding, it's all detailed explicitly in our working agreement. Instructors bid for lines and open training sessions during training months just like line pilots (with a few variances). The bidding is done by seniority. Days off, schedules, base assignments, flexibility, all based on seniority. That's the way it is. Not because one is an instructor, or senior, or both.

Sounds like you don't agree with the typical 121 seniority system. Do you suggest all pilots receive the same "bidding power" - I.e. days off, flexibility, vacation, and so forth? New hire vs. 20 year pilot? If so, how would that work?

You said something about rates that reward everyone - well that is based on seniority (longevity) too. I agree they need to come up, but what am I missing?