Tumi 4.0?
09-04-2023 | 06:16 PM
#11
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They say life is all about perspective. Man, they weren’t kidding.
Where you all see DEC as a bad thing, I would have given my left nut for the opportunity. I had to wait 20 years.
Where you see reserve rules as being onerous or untenable, I see a job that pays you a massive salary to simply be on call (and, god forbid, have to actually work).
Don’t get me started on the other items.
Solid yes vote on this one.
And I say it again, perspective.
Where you all see DEC as a bad thing, I would have given my left nut for the opportunity. I had to wait 20 years.
Where you see reserve rules as being onerous or untenable, I see a job that pays you a massive salary to simply be on call (and, god forbid, have to actually work).
Don’t get me started on the other items.
Solid yes vote on this one.
And I say it again, perspective.
For reserve rules, I said we have made decent progress. My gripe is they will not be fully implemented until a year from now.
As for the rest of my points on sick leave, LTD, coverage pool, and working on days off, I suppose these are all concessions people are willing to live with for the right price.
09-04-2023 | 06:17 PM
#12
Slam-Clicka
Joined: Dec 2019
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09-04-2023 | 06:30 PM
#13
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Joined: Nov 2022
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I don’t like forced upgrades but we need to stop misrepresenting what the proposed contractual language allows. It is NOT direct entry captains.
Being forced to upgrade after 350 hrs as an FO plus 100hrs of OE plus otherwise meeting the FAA regulatory mins for upgrade is what the proposed language allows.
It sucks, it really sucks, but it’s not direct entry captains.
A NB FO who plays their cards a certain way may take a year+ to get to 350 hours.
Being forced to upgrade after 350 hrs as an FO plus 100hrs of OE plus otherwise meeting the FAA regulatory mins for upgrade is what the proposed language allows.
It sucks, it really sucks, but it’s not direct entry captains.
A NB FO who plays their cards a certain way may take a year+ to get to 350 hours.
09-04-2023 | 06:37 PM
#14
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I don’t like forced upgrades but we need to stop misrepresenting what the proposed contractual language allows. It is NOT direct entry captains.
Being forced to upgrade after 350 hrs as an FO plus 100hrs of OE plus otherwise meeting the FAA regulatory mins for upgrade is what the proposed language allows.
It sucks, it really sucks, but it’s not direct entry captains.
A NB FO who plays their cards a certain way may take a year+ to get to 350 hours.
Being forced to upgrade after 350 hrs as an FO plus 100hrs of OE plus otherwise meeting the FAA regulatory mins for upgrade is what the proposed language allows.
It sucks, it really sucks, but it’s not direct entry captains.
A NB FO who plays their cards a certain way may take a year+ to get to 350 hours.
Better?
To reiterate, my post is about how this removes any motivation to increase pay or QOL for NB CAs. The only reason regionals are now seeing massive pay and QOL increases is because they physically don't have enough pilots to force upgrade.
09-04-2023 | 06:48 PM
#15
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From: Upside Down
You missed the entire argument. I never stated being a captain at United isn't a great and prestigious position. My point was that by allowing the company to use DECs we have taken away any motivation to increase QOL and compensation, the same thing that has been happening at the regionals for years.
For reserve rules, I said we have made decent progress. My gripe is they will not be fully implemented until a year from now.
As for the rest of my points on sick leave, LTD, coverage pool, and working on days off, I suppose these are all concessions people are willing to live with for the right price.
For reserve rules, I said we have made decent progress. My gripe is they will not be fully implemented until a year from now.
As for the rest of my points on sick leave, LTD, coverage pool, and working on days off, I suppose these are all concessions people are willing to live with for the right price.
Have you ever worked a true “9-5” job that paid less than $100k? Talk about QOL and compensation? You need to realize that there is simply not another job in the world that pays you +$250k a year to work half the month and literally have no other responsibilities outside of that.
Perspective. 10 months to implementation? Wow, 10 months? Do you realize how fast 10 months goes by? I walked the neighborhood with my kids on Halloween 10 months ago and it seems like yesterday.
You’re grasping at straws to make the argument that this deal is worthy of being shot down. Is it perfect? No. But no contract is. Is it a good deal? A resounding Yes.
By the way, I’m still waiting for my pony. 🤣
09-04-2023 | 07:02 PM
#16
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All the yellow lanyards and blue Kool-aid bag tags in company colors didn't get us much past a mediated agreement at another airline. Hopefully when Ual-alpa turns 100 on the next contract we're not using PDR data as polling data again.
09-04-2023 | 08:02 PM
#18
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But then that NBFO is just seat locked for 3 years+ total, because they start a new 25 month seat lock clock when pilots in this "accelerated" program are ready for their forced upgrade. I'm failing to see how playing their cards to drag out upgrade does much for them, given that.
09-04-2023 | 08:44 PM
#19
Slam-Clicka
Joined: Dec 2019
Posts: 1,570
Likes: 85
But then that NBFO is just seat locked for 3 years+ total, because they start a new 25 month seat lock clock when pilots in this "accelerated" program are ready for their forced upgrade. I'm failing to see how playing their cards to drag out upgrade does much for them, given that.
09-04-2023 | 10:39 PM
#20
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Joined: May 2023
Posts: 660
Likes: 45
The point is about safety and whether an 8-ball new hire is ready for it that soon, not whether they feel like working hard.
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