I hung up on the call as soon as I heard we are only negotiating based off the average of the 7 airlines and not including the legacy carriers. What the heck!? And in the next breath they said we don't want to manage expectations but if that's a bi product then so be it.

Contrast that so how Southwest negotiating their contract... They included AA,DL and UA and said they deserve MORE than the legacy 737 drivers because the legacy guys have the ability to move up in equipment (ie pay) which isn't available to Southwest pilots so they needed to have HIGHER than legacy 737 drivers to compensate!
That's how it's done guys. Why in the heck would we remove the 3 best paying carriers from our average?!
You're not gonna find a better reason to polish up your apps boys. The writing is clearly on the wall now.

 

That's not how I heard it at all, I heard they were including all 7 carriers, not Frontier and Allegiant. The legacy carriers were all included, minus Hawaiian, I didn't hear that.

 

Ditto........

 

Question: When section 6 formally kicks off in the coming weeks, do we automatically move to mediation? In other words, will there be a mediator present during the next round of talks? I always thought that mediation was a next resort after normal section 6 talks between only NC and company (not including early talks).

This conference call seemed heavily centered on the scenario of how a mediator would view our asks vs the company's.

 

Not sure about that, but I didn't have a problem at all with the explanation/expectation of what we might expect with a mediator.

 

Ditto......


Parity for all or it isn't parity at all

 

Okay. Will there be a transcript? I hope I'm wrong.

 

Yes, they said they'll release a transcript, but it'll be a couple of weeks as they want to attach additional data for us to go over.

 

I really hope everyone here is doing THEIR job 100% as a true professional and not micromanaging the operation. They are not interested in paying you to manage the operation so let the operation speak for itself to show how much we have actually contributed to making this mess work through the years.

I keep hearing guys asking for jetway drivers, fuel, paperwork, 2nd and 3rd calls for mx, negotiating for a gate that is clearly open when told to hold for one that is occupied.

If you called on the ground they know you need rampers and a jetway driver. If they cannot communicate that and get people in position it's not your problem.

If you are there and the plane is there they know you need fuel and paperwork. If it shows up 5 prior it's not your problem.

If you called mx once for an open write up, they are aware.

If there are five gates open and they want you to hold 30mim for the one that is occupied then go ahead and let the clock run.

This operation has been highly dependent on the pilots micromanaging everyone to get the job done. If people are too incompetent to do the job they were hired to do or the systems and infrastructure are not in place to allow them to do their job, it's not our responsibility to get it done and the company clearly is not interested in compensating us for or does not currently understand our value as professionals.

I think too many of us are in the regional/scumbag cargo mindset to just accept shortcomings and get it done. If we want to be compensated like the legacy pilots we need to act like legacy pilots.

Further, the pay/retirement/scope/ltd gap is getting shockingly wide at most longevities. If your gap is 75-100% don't lowball yourself on the survey. You need to be asking for that and not settling for less. It's not greedy, it's fair. It's a crazy number to have to write but it's not crazy because you are asking for something too high, it's crazy because we are compensated so low.

If they want to say we need work rules to match the legacies if we want compensation to match and if they say we need to give up transition conflict then they need to show me they are serious. Offer us the entire United contract word for word with no adjustments or editing and then I know they are serious. We do not have some qol that is worth a $100k concession every year. For most of us our qol could be close to, matched, or better under legacy work rules (AA is an outlier).

Management: offer us the United Pilot Agreement and we can get this done tomorrow I bet. Otherwise you and for that matter the negotiating committee and MEC are not interested in a fair deal for both parties.

 

I want Ackerman gone.

No Quid, we allowed contract relief for nothing.

We are starting section 6 which should have been started MONTHS ago but this pathetic MEC wasted our time with "concentrated, focused negotiations"

We just got jerked 0ff by the company and we didn't even finish.

What a sad sad state of affairs