Agreement In Principle

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05-19-2022 | 04:57 AM

#361

Hedley

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Quote:

Originally Posted by Andy

Thanks. Whether it's true that raises past amenable date can't be included or the company will never agree to it, it doesn't matter, as we'll never see it added in a contract.

I used to ask the same question about why we can't add in automatic raises past amenable date to encourage companies to sign a new contract so I understand why the question keeps popping up at new contract time.

Unfortunately, it's usually in the company's best interest to stall negotiations as long as possible after the amenable date. I doubt that will change.

I agree that they’d never sign if it were a possibility. My understanding is that if there are automatic raises, the contract is legally still and effect and therefore not amendable. Either way, I agree that we’ll never see it. Companies gain too much paying retro at pennies on the dollar when they stall for years.

05-19-2022 | 05:09 AM

#362

Guppydriver95

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Joined: Mar 2018

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Quote:

Originally Posted by Midsomer

IIRC IRS per diem rates include the cost of lodging. We do not incur that expense and it’s why our daily rate is well below the limit.

Thanks. That would certainly explain the big gap.

05-19-2022 | 05:17 AM

#363

Guppydriver95

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Quote:

Originally Posted by Andy

Yeah, I'm sure that's standard boilerplate (pay raises past amenable date) for every negotiating committee. And it probably lasts about as long as management's request for scope relaxation during negotiations.

so you’re sayin’ there’s a chance! The way scope creep has ruined so many careers, automatic raises after the amenable date should be a slam dunk😜

05-19-2022 | 05:19 AM

#364

massgflight

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Quote:

Originally Posted by Beewatcher2

I'm historically a "no" voter but reading the tea leaves I would say the perfect time to lock in a contract is right before the coming recession. I doubt the other airlines will get contracts this summer but hopefully we get the "me too" clause as insurance.

We are currently in a recession, could get much worse, just look at the economic info. The coming months will be a terrible pullback perhaps worse than 2008-09’ after this summer.

I’m voting yes. Don’t care what’s in it.

Some of you salty dogs have said some consistent lines since I joined several years ago along with some irritating ones. We could end up hiring until we furlough. Summer of love two may be here, we may pass a contract right before we give concessions. Hope not.

Drink up, enjoy yourselves while life is good. We still have a great airline with a great fleet. Now if we can just get these older flight attendants to retire.

Sent from my iPad using Tapatalk

05-19-2022 | 05:22 AM

#365

Duckdude

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Joined: Aug 2010

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From: B767 Captain

When I was hired in 2007 we had no-cost medical insurance - it was an HMO. There was a better plan that you had to pay for. I took the HMO and it was decent but I didn’t use it much. It would be nice to get the free insurance back.

I wonder if by no-cost medical, it is referring to our 1st class, not health insurance?

05-19-2022 | 05:24 AM

#366

Andy

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From: guppy CA

Quote:

Originally Posted by massgflight

Now if we can just get these older flight attendants to retire.

That will be in the next contract.

05-19-2022 | 05:26 AM

#367

sleeves

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From: 737 fo

Quote:

Originally Posted by Hedley

Anything we sign will go 2 years minimum past the amendable date while we slowly go through negotiations. If they are really offering a lousy 2 year deal, hopefully it gets shot down hard. What worries me is that I can’t remember the last time we said no.

https://www.youtube.com/results?sear...er+negotiation

We will go through the same 2 years without a contract with a no vote. And you will be negotiating at a much lower rate 2 years from now.

05-19-2022 | 06:19 AM

#368

AxlF16

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From: 787 Captain

Quote:

Originally Posted by hummingbear

Like I said, it gets complicated with a micrometer because the total allowance will differ from pilot-to pilot based on your layover cities. But 100% agree, we’re talking about peanuts by that point- we’ve already passed the line where significant advancements can be made.

At the end of each year the company provides a detailed per diem document that shows city rates vs what you were paid. It's not really a player since the Trump tax cut took away our ability to itemize business expenses. You can find the document on FT.

05-19-2022 | 06:25 AM

#369

AxlF16

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From: 787 Captain

Quote:

Originally Posted by sleeves

We will go through the same 2 years without a contract with a no vote. And you will be negotiating at a much lower rate 2 years from now.

Maybe. That's a risk of voting down a TA. As I understand the situation, the disconnect is total economic cost since the QOL/work rules are already agreed upon. Therefore voting it down and reattacking in 3 months when the profitability is improved may lead to higher pay rates. Or there could be a recession and we don't get a better deal for a few years? It's a risk management exercise for me. There's no simple, black & white choice.