I think we need a poll to figure that out.

 

Q1. “Do you prefer steak or cake? (Some MEC members get both, but you have to pick only one.)”

 

What you aren’t getting is that the “distaste for union politics” is really the underlying concern that what for all appearances, looks like a dysfunctional union, won’t be able to garner the contract we deserve and in the timeline it should happen.

Add to the fact, correct me if I’m wrong, a couple month new hire here will still be off probation at Delta before they are at United, with, some probations taking longer because Captains won’t write after-flight reports on their new hire FO’s.

Add to this, there is enough of the “screw the young guys” feel to some of the CA’s, usually very senior, that comments like, “when I started at Continental I made 25$ an hour” feel less like sharing stories and more like, “you should just shut up and be happy with what we gave you.” Granted, a lot of great CA’s, but just enough of the not so great that it concerns you that issues like ****ty reserve rules, won’t get handled in ways that support the younger folks.

All this to say, that yeah, holding a CJO at Delta, and with them appearing to have a better organized situation changes the calculus enough that a switch over absolutely makes sense. In the end, people are going to make their decision based on what they think is best. Frankly, your surprise about it is kind of surprising.

 

One thing for new hires to remember is that Delta has already played the same recall/replace game that we’re playing now. We will get a contract on par or better than Delta and things around here will stabilize. If another company will provide someone a better QOL due to base location or preference to fly freight, then leaving would make sense. Leaving because we’re going through a power shift within our union seems a little short sighted to me. UAL isn’t the gold standard, and it isn’t the bottom either. It is just another legacy, so if it isn’t a fit for someone, I’d encourage them to find a company where they’d be happy.

 

Who/what is the gold standard IYO?

 

350 is about 2/3 low of what someone will lose not making that jump.

 

There's no way United will get a contract that's close to Delta. The Tumi TA was concessionary and yet the union thought that was great. How will they negotiate themselves back square one and then leap forward to be on par with the current Delta work rules not to mention the new Delta AIP? United is at least 2 contract cycles behind.

 

Well I'm surprised that your surprised at my suprise. That's lame you've had captains like that- I haven't had the experience at all here fwiw. And I think in terms of voting blocs, a much wider range of seniority now deals with rsv thanks to covid #1, and now G line manipulation. So the rsv rules are a priority for most people. And your probation ends with a work day/time combo, not a function of prob reports, again fwiw.

all I'm saying is make the decision as early as possible- that's typical advice that just rings more true now since both parties are hiring at tremendous volumes at the moment. Waiting 6-8 months will blow 1500 seniority numbers here AND there.

 

 

Well then why has the CEO publicly acknowledged that's the new going rate and it will be a pass through expense?