Rainbows

So much for all the "JetBlu pay rate" guys. Looks like pay and retirement are still up in the air, but hey, we got some scheduling issues and "industry standard fatigue handling" figured out. Industry Standard for crying out loud! Industry Standard!!

willflyforcash

What is non-industry-standard about our current fatigue language? Serious question. Im not too familiar with ours vs others'.

Rainbows

I ain't sure either, but whatever is industry standard in regards to fatigue,we're getting it!!! Haleluijah!!

RalphWiggum

So much for Jetblue rates? Thanks for insightful post. please enlighten me where the email even alluded to that.

On another note, DOT awards are delayed due to "flica running slowly." Yet another pass Ackerman and Co will give the company on contract enforcement

Rainbows

The email said there is still a material gap between Us and the company on pay and retirement. The common opinion here was that we were getting JB rates, apparently that's too much for the company to stomach or too little for us to agree to. What's hard to figure out from that?. Unless everyone here was wrong and the rumors were way off. I don't think the company can control FLICA, so I don't have a problem with giving them a pass for that. Sounds like it's something out of their control.

320flyer

The main difference is in the way its paid. At Spirit it comes out of our sick bank which is ridiculous. Industry standard is the fatigue call will be paid by the company if the the pairing is indeed found to be fatiguing. Usually the panel is a mix of union and company representitives.

Left Handed

OK guys, let's get some facts straight. If we don't agree with the company on a contract, usually after a year past the amendable date, then we can ask the government for a mediator. All the mediator does is prod the two sides along and see how they can compromise to get a deal done. The mediator has no control or power over either party, other than suggestion. If after a while, usually another year, the mediator feels that there is an impasse, or the two sides are pretty much set in their positions, the mediator will offer what's called a proffer of arbitration. That is he will offer both sides the chance for binding arbitration. Both sides have to say yes in order to do that. If either side says no, the binding arbitration is off the table, and either they go back to the mediator, or the mediator decides they're fairly close to an agreement and releases both parties into the 30 day cooling off period. After those 30 days, both sides are free to exercise self help. Which is anything up to and including a strike for us, and anything up to and including a lockout for the company. Let's not get ahead of ourselves here, that day is a long way off, if ever. I doubt the company would ever agree to binding arbitration, they would stand to lose a lot more through them then if they were to bargain with us.
Also with the whole time value of money thing, some people may think it's better to learn a lesser amount now than more later. I would rather earn an extra $40,000 a year for the rest of my career starting in two years, than an extra $20,000 a year for the rest of my career starting now. (I have 20 years left).

skybolt

With all due respect, your post is not entirely correct either. You say, "If talks fail it will go to a mediation. We will not retain our work rules,.....".

That is not a correct statement.

Mediation IS talks.

Plain and simple, mediation is nothing more than an NMB appointed mediator attempting to bring the parties together. The Mediator forces nothing, he/she essentially listens; listens for impasses, for breakdowns, for non-productive discussions and steps in to re-direct the discussion in a positive manner. At MOST, the mediator will offer a compromise when neither side can see the others position as being workable.

It is nothing more than your assumption that we "will not retain our work rules". Arbitration is NOT mandatory, and outside of arbitration, the only way we change our work rules is to ratify a TA that reduces them or for the Co to successfully use self help and unilaterally impose. Does ANYONE think Spirit will ask for self help?

I pretty much agree with the rest of your post.

But everyone needs to understand this: there IS NO shortcut to a great CBA.

Tranquility

Might want to do a little research before you post things on this forum as fact. American's pay parity clause went poof when they agreed to the jcba that they are currently working under. No compounding pay raises that you speak of, just 3% annually through 2019. You presume much in your post, lots of ifs blended in...

Mudpile

Oh snap, son!