So much for the make-up of the pilot group being different this time. For those of you that weren't here, this is 2010 all over again on a smaller scale. Most people saw the CBA TA for what it was, and were NO votes. Then the MEC/NC told us if you vote NO we are in no-mans' land - the pie is only this big. Then the NC threatened to quit (personally, I think this would have been the best thing for us). Anyway, 74% voted yes. We will see if enough sack checking actually happens. We only had a 26% sack factor last time.

 

Anyone else know what other airlines get paid for at home training? I think JetBlue is 1 hour of pay for every 4 hours of training... I am curious if this LOA measures up when looking at our peers.

 

Interesting..

 

Interesting.

However take hours and multiply them by average hourly rate, make a new chart, and see where we are on that one.

 

Yes isolated from the rest of the contract this LOA is looking pretty handsome just like our industry leading four days off. In the backdrop of our entire deals this is insignificant. I wish we would negotiate home training in the context of the entire contract and just keep efb implementation as a separate issue

 

The worst part of all this is seeing 2 members of our union leadership have their names signed on a public message board to messages that gives management a play-by-play on how to try to give us a reach-around with no lube ... and then says 'if we fight it, we should lose'!

What a total failure by our leadership.

This will be the first time we get to see if all the guys hired since the last CBA actually back up all the tough talk on the forum and on the flight deck since getting hired here. The sub-4 year guys are the majority of the group, so, whatever they want, they'll get.

Don't blame the MEC or NC - a quick look in the mirror is all we'll need soon. I'm forecasting the FLL guys, the biggest tough-talkers, to lead the yes votes, with DFW (Bone Daddy's crew) coming in a close second.

I'm saving my vote slip to prove how I voted.

 

Based on what I've seen posted on this thread so far, it appears as though the LOA would result in a industry leading distance learning agreement. Wouldn't it be beneficial to vote this in now instead of having to negotiate distance learning in our next contract?

I understand we have a long ways to go to get on par with the legacies but we won't be able (and we shouldn't try) to make up the other deficiencies in our contract with a distance learning agreement. If this is in fact an industry leading distance learning LOA, it would make sense to implement it now so that we can focus on the really important stuff (pay rates, retirement, trip rigs, LTD, etc) come contract negotiations. Why waste negotiating capital on this later when we could get it taken care of and in the rear view mirror now?

Am I missing something here?

 

So if I understand this correctly, the company can implement everything in the TA without the TA. However, since they are such pro-employee, standup guys they are offering to pay us more. All we have to do is agree. Does that about sum it up?

 

Sounds like you summed it up.

 

You forgot the little smiley so we know you're joking.