Spirit of NKS, Part II
12-14-2015 | 08:14 AM
#1871
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Joined: Jul 2009
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Everyone has different priorities. Qol is paramount to me. Pay is your priority. My AA friends tell me that their work rules are like a regional's. No thanks, it took me almost a decade to get away from that.
12-14-2015 | 08:18 AM
#1872
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Joined: Jul 2009
Posts: 156
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I will say this: our pairings and lines are poor and a detriment to our quality of life as much as four days off and transition protection are positives to it. Trip averaging is a major reason why the company prefers to build as many four day trips as possible: they can offset lots of unproductive days with a balance of productive days. That is harder to achieve if they produced more one and two day trips. I'd argue that any alteration to transition language cannot be offset without gains in other QOL provisions. First among those should be the elimination of trip averaging. Second should be an increase to the min duty period pay of AT LEAST 5:30. Don't let Bendo convince you that work rules should be 'monetized' into pay rates. We will end up on the losing end of that deal. Mark my words.
12-14-2015 | 08:48 AM
#1873
Gets Weekends Off
Joined: Jan 2014
Posts: 715
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From: A320 Left
There's no reason we can't have both excellent pay and great, QOL- preserving work rules. First, we have to believe that ourselves if we are going to convince the MEC and subsequently Bendo/Ben that we won't settle for less. Make your voices heard to your reps and MEC officers. Email and/or call them. Take the survey if and when the new one comes out.
12-14-2015 | 08:53 AM
#1874
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Joined: Sep 2005
Posts: 118
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From: Computer desk
The "focus" of the contract should be pay parity via minimum guarantees. The emphasis should be on what the average Spirit pilot actually takes home at the end of the year on his/her W2. Not what the pay rate was to get said earnings. If we just got rid of trip averaging today. Replaced it with an "average" min day credit with out touching our current rates. No other change to the current contract. We would see a large increase in "actual" earnings. Maybe more than what could be achieved from the company's first offer. i.e. higher rates minus transition conflict.
The real Money is in the small print.
The real Money is in the small print.
12-14-2015 | 09:01 AM
#1875
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Joined: Mar 2015
Posts: 815
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From: Low paid Airbus gear slinger
Lord almighty, we're talking bout giving up transition conflict AND accepting PBS???!!? I'd as soon give up my second amendment rights and turn over my guns to that bum in the White House as I would accept a TA with PBS in it. Cmon guys, stiffen yo backbones, quit caving and giving in. We're never never never going to be in a better financial position, in a better bargaining position especially after the irop last summer. We're the most profitable airline in the US , as we keep hearing.
12-14-2015 | 09:40 AM
#1877
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Joined: Dec 2008
Posts: 550
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From: A320 CA
Fine I'll say it. Do we look at PBS and shoot for much higher pay rates? Say legacy pay +? If losing transition and line bidding were to achieve that, would it be worth it? I personally disliked PBS at my previous airline but with proper protections in place, along with good rates, QOL wouldn't have to suffer as much. Just honest questions.
Put simply, the system the company would go for would not be one you'd go for. History here shows we need every protection we can get. A win-win PBS system would be great but unfortunately is probably not feasible.
12-14-2015 | 09:54 AM
#1878
On Reserve
Joined: Dec 2015
Posts: 23
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Spirit of NKS, Part II
Lord almighty, we're talking bout giving up transition conflict AND accepting PBS???!!? I'd as soon give up my second amendment rights and turn over my guns to that bum in the White House as I would accept a TA with PBS in it. Cmon guys, stiffen yo backbones, quit caving and giving in. We're never never never going to be in a better financial position, in a better bargaining position especially after the irop last summer. We're the most profitable airline in the US , as we keep hearing.
Haven't seen that at all. Discussion to me appears to be on pros/cons of different options. Can't go to battle with blinders on, solely focused on single objective, or they'll get ya from the flanks! You gotta know what THEIR arguments might be beforehand so you don't have to say, "uh, duh, ummm." Makes you look extremely weak. Believe me, their attorneys are ready for just about anything we can think to throw at them (and stuff we most likely haven't thought of).
#1 Rule of War: Know Thy Enemy
#1 Rule of Business: Know Thy Competition/Customer, and Strike While it's Hot!
Sent from Airbus
12-14-2015 | 10:36 AM
#1879
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Joined: Jun 2010
Posts: 1,577
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We are pretty far removed from the conference room. I really don't know if those we are sending to "battle" can hear us from way up here in the bleachers. Based on their hit-and-run email, and one stale survey, I'm not sure they really care what we have to say. Remember, these guys are smart and have it all under control. If they want our opinion, they will tell us what it is.
12-14-2015 | 10:38 AM
#1880
Gets Weekends Off
Joined: Sep 2005
Posts: 118
Likes: 0
From: Computer desk
The "focus" of the contract should be pay parity via minimum guarantees. The emphasis should be on what the average Spirit pilot actually takes home at the end of the year on his/her W2. Not what the pay rate was to get said earnings. If we just got rid of trip averaging today. Replaced it with an "average" min day credit with out touching our current rates. No other change to the current contract. We would see a large increase in "actual" earnings. Maybe more than what could be achieved from the company's first offer. i.e. higher rates minus transition conflict.
The real Money is in the small print.
The real Money is in the small print.
For me. Any TA with trip averaging will be a no vote regardless of the new pay rates. I would be ok with contract 2003 transition language but only with 5.5 min day and JetBlue+ rates day 1. Not DOS+ 1,2,3 or 4. But that's just me.
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