Originally Posted by ReadOnly7 (Post 3562857)

Creating some diversity within reserve would fix a lot. There should be some seniority WITHIN reserve. Even the “best” reserve month is still 12 days off. 12 days off isn’t enough

Originally Posted by ThumbsUp (Post 3562439)

The thought of improving reserve rules through negotiations really only affects one group--the new hires forced into WB FO positions. That's the only group that's getting a long term reserve shoved down their throats with draconian rules. And those guys/gals are what 27 on average? So why would we spend negotiating capital on what amounts to 2 years out of their potentially 38 year career? Wouldn't it be smarter to improve the aspects of the contract that will affect them the most over the course of those 38 years? If you want to upgrade, my crystal ball is that the time to upgrade to a line or under a better reserve system really wouldn't change for someone like you. If the reserve rules stay the same, you're probably looking at maybe 4 years to a line? If reserve rules improve and people flood the vacancies that have been hanging on for that, you're probably looking at the same to just upgrade.

I realize you weren't here, but those of us that got to experience reserve again during COVID for the first time in a while did not experience it in the way that reserves are used today. It was basically months off at guarantee. So if *** hits the fan and we're not flying, putting a large portion of the pilots on reserve again, the rules probably won't matter that much.

My point is this isn't a junior vs senior issue, its getting the most out of negotiations that will affect the most people for the most time. I don't see reserve rules as being very high on a list of things that does that. There are aspects of reserves, however, like wrangling in min levels & g-line manipulation, for instance, that affect everyone fo-eva.

Originally Posted by TFAYD (Post 3562490)

the point is that the company should be motivated enough to improve reserve rules without us spending negotiating capital on it.

nobody says that reserve should suck in principle. People just say that the company should fix it anyway - maybe even via an LOA. But they are holding out because they think they can get something in return

Originally Posted by Random Task (Post 3563259)

This post can be summed up as "we don't think the company would do that"

Originally Posted by ReadOnly7 (Post 3562857)

Creating some diversity within reserve would fix a lot. There should be some seniority WITHIN reserve. Even the “best” reserve month is still 12 days off. 12 days off isn’t enough

Originally Posted by KPer (Post 3563337)

What’s the DOH of a DCA NB captain?

Originally Posted by ThumbsUp (Post 3561312)

When you took introductory Latin at Dartmouth, did you cover the term non sequitur?

Originally Posted by ugleeual (Post 3563312)

Here is a snapshot of what I’ve experienced the last couple years while on global reserve… I live local. During Oct - April I average about 6 days of “work” per month… the rest of the year I average about 14 days of “work”. I define “work” as actually flying a trip and being away from home. I average 5 short calls every month throughout the year… about 25% these SCs are “used” per month and I’m assigned a short notice trip…. The other 75% I’m usually golfing with my phone on.

I bid reserve rather than a line because I “work” less each year. In comparison, The pilots who are in the 60-80% G Line range are working on average 15-16 days a month year round… usually flying crappy europe or domestic trips… on reserve I get a variety of high seniority desirable trips and on occasion a one day aircraft ferries… u never know.

In a nutshell if you absolutely need 15-16 hard days off each month then don’t bid a seat/fleet/domicile that you’ll be on reserve… if you live local and don’t really care what days you “work” then it could be beneficial.