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Originally Posted by Qotsaautopilot
(Post 1742998)
I have it too and it didn't surprise me in that many good ways. We are behind in just about every category except 4 days off and transition conflict.
I will say this: if we are not thinking about scope and LTD then we need to reevaluate. If section 1 isn't iron clad the rest of the contract is garbage. Our code share language basically gives away the farm. Also, think about how very fragile your medical certificate is. Right now you could flush a multimillion dollar career down the drain with a small medical problem and our LTD pays you for only a couple years and then you have to go retrain yourself for a new career. What if that happens in your 40s or 50s? It should pay til 65 PERIOD! and if you make other income that doesn't require a medical certificate it shouldn't affect your LTD benefit. |
Just in case anybody is misconstruing my recent posts for bi***ing after a mere 18 months of being online, I can assure you that is not the case. I love working at Spirit and really want to spend the rest of my career here which is why I feel it's so important to point out the current deficiencies with our contract. I have nothing but respect for the guys that were here in 2010 and what they did for all of us that are on line now. That being said, if we are going to make this a career destination, we need to continue the hard work done in 2010 and shore up the parts of our contract that are lagging behind. It concerns me that a lot of our guys are so busy defending 4 days off and transition conflict (two great work rules) that they tend to ignore the areas that we need to work on.
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Originally Posted by WelcomeToBen
(Post 1743017)
Just in case anybody is misconstruing my recent posts for bi***ing after a mere 18 months of being online, I can assure you that is not the case. I love working at Spirit and really want to spend the rest of my career here which is why I feel it's so important to point out the current deficiencies with our contract. I have nothing but respect for the guys that were here in 2010 and what they did for all of us that are on line now. That being said, if we are going to make this a career destination, we need to continue the hard work done in 2010 and shore up the parts of our contract that are lagging behind. It concerns me that a lot of our guys are so busy defending 4 days off and transition conflict (two great work rules) that they tend to ignore the areas that we need to work on.
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Originally Posted by ManFlex
(Post 1743029)
I think this is a good discussion to have. I guess where I disagree is that I don't find many guys ignoring or justifying now deficient areas in the CBA compared to our peers. Our next contract will be better than C2010. The contract survey just closed and negotiations will be starting soon. If a TA is reached and it doesn't address all of these concerns, then I will agree that those deficiencies were ignored. I don't think the people doing the negotiating have their head in the sand. Maybe I'm an optimist.
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Originally Posted by WelcomeToBen
(Post 1743043)
I think our union guys do a great job and I too have a lot of faith in the negotiating committee. It's a thankless job and somebody has to do it. I by no means want to come across as a keyboard warrior complaining about the hard work that all of our union guys are putting in. The negotiating committee, however, is a reflection of the pilot group. If the pilot group does not raise these issues with them, then they won't be reflected in the negotiation process. Maybe I'm wrong, but the feeling I get when I talk to a lot of guys here at Spirit is that our work rules are perfect and the only thing that needs fixing is our pay rates and retirement.
Sounds like your worried all the time . Most people I talked to are motivated and expect big changes . Work rules , pay , EVERYTHING! Guess time will tell . Until then my glass is half full. |
Originally Posted by bp320
(Post 1743051)
Sounds like your worried all the time .
Most people I talked to are motivated and expect big changes . Work rules , pay , EVERYTHING! Guess time will tell . Until then my glass is half full. *** I miss quoted the wrong person cant figure out how to edit it... LOL |
Originally Posted by WelcomeToBen
(Post 1742801)
On a side note, does anybody have information regarding the health benefit packages that Delta offers their pilots? I have heard this claim several times but have yet to see anything definitive. Our B plan is fantastic, but the premiums they charge us are outrageous. Here's a little tip for all Spirit pilots. Take a look into the HRA plan that the company offers all the other employees. It's actually a really fantastic plan and the premiums are quite low.
I don't have Delta's ins package but I did find AA's and ours is way better.... Benefits | American | Airlines | Coverage :: my.aa.com |
Originally Posted by WelcomeToBen
(Post 1743017)
Just in case anybody is misconstruing my recent posts for bi***ing after a mere 18 months of being online, I can assure you that is not the case. I love working at Spirit and really want to spend the rest of my career here which is why I feel it's so important to point out the current deficiencies with our contract. I have nothing but respect for the guys that were here in 2010 and what they did for all of us that are on line now. That being said, if we are going to make this a career destination, we need to continue the hard work done in 2010 and shore up the parts of our contract that are lagging behind. It concerns me that a lot of our guys are so busy defending 4 days off and transition conflict (two great work rules) that they tend to ignore the areas that we need to work on.
FlyingPuma, I wish your wife a good, speedy recovery! |
Originally Posted by Car Ramrod
(Post 1742377)
Hopefully you hastily wrote this after a couple of cocktails before going to bed because you obviously didn't understand what I was trying to say. First off- i don't feel "bad" about me or anyone else using transition conflicts. It is part of our contract and the company signed it. We may have slipped that little nugget by the goalie, but such is life. When I said its a "matter of principal" I was talking about how we should not HAVE to bid a conflict to get paid what we deserve. The company should straight up pay us what we deserve.
Now, moving forward... What is the conflict language worth? If you get 5 days off in transition and end up with a 21 day off line that pays you $10k for the month. What difference would it be if you were able to just flat out drop that trip and still have 21 days off and still make $10k for the month? Point is: you CAN put a $ amount on the conflict language, and if ALPA chooses to trade it away I will listen to what the company has to offer in return. I totally see what you're saying in the second paragraph above and agree whole-heartedly, I've just run into too many people that don't put much value in the current transition language. Bad attitude to have leading into openers. That language is BIG and very lucrative, however many or few it affects. Month-to-month transition can be one of the major negatives in a monthly bidding system and I'm sure I'm not the only one who has worked under contracts where crew planning OWNED you during the time period. My time at home means too much to me and I'll be damned if I'll support anything that puts it back in the company's control. Are there other possibilities that exist that change the language yet still protect us during transition? Sure there are and that's going to be in the hands of our negotiating team. It's up to us to voice to the team how important this is. |
Originally Posted by Pilottim79
(Post 1737237)
Thanks for sharing man. I wish I had never failed any, but at the same time my failures have made me better and improved me to be the pilot I am now. Most importantly they have instilled in me what I think is the most important attribute in a pilot, humility.
Checkride failures are just such a bad way of judging pilots sometimes. I know guys who are great pilots who have failures and horrible pilots with none. Also, doesn't help that I chose a regional that loves to fail people in training. I mean we have had 50% fail rates for upgrades in some classes and when I was hired 1/3 of the class failed out with probably over half given failures. |
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