100-200 UAL furloughees to CAL
07-19-2011 | 12:00 PM
#121
Gets Weekends Off
Joined: Jan 2007
Posts: 3,048
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From: Self employed
Moderators - Please move this thread back to the CAL/UAL Merger Forum.
Having this listed in the Career Builder Hiring News is a HUGE slap in the face to the United Pilots. They are NOT hiring pilots off the street, they are returning UAL pilots to work.
I trust this was an oversight, and not an intentional insult to the furloughed United Airlines Pilots. Please correct this mistake quickly...
(If you need to change the thread title fine)
SP
Having this listed in the Career Builder Hiring News is a HUGE slap in the face to the United Pilots. They are NOT hiring pilots off the street, they are returning UAL pilots to work.
I trust this was an oversight, and not an intentional insult to the furloughed United Airlines Pilots. Please correct this mistake quickly...
(If you need to change the thread title fine)
SP
Title changed and returned to CAL/UAL Merger forum. There was no oversight.... the title said HIRING, when that wasn't actually the case.
07-19-2011 | 02:53 PM
#124
Gets Weekends Off
Joined: May 2006
Posts: 2,576
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From: 737 CA
07-19-2011 | 04:37 PM
#127
Gets Weekends Off
Joined: Feb 2006
Posts: 1,130
Likes: 0
From: B737 CAPT IAH
Negative.
You will note that '7-B (Job Opportunities)' is absent from the partial termination section below (13-A). The pay provision of 7-B can only be terminated if the entire T/A is terminated, and since 13-C is no longer a player, that leaves 13-B. Which takes Alpa concurrence.
13-A. Partial Termination. Unless the Parties agree otherwise, the Airline Parties may jointly terminate the provisions of Sections 4-D (Domiciles), 7-A (Furlough
with regard to United Pilots only), 7-C (Flying Ratios), 7-D (Domicile and Base
Protection), and 9 (ALPA Travel), individually or collectively, at any time on or
after December 31, 2011, if the parties have not reached a tentative agreement on a
JCBA by that date.
13-B. Termination by Agreement. The Parties may terminate this Transition
and Process Agreement whenever they shall agree to do so.
13-C. Termination by Notice. An Airline Party or ALPA may terminate this
Transition and Process Agreement on fifteen (15) days notice delivered to the
other Parties at any time following termination of the Merger Agreement under
Section 8.1 of that Agreement.
13-D. Effect of Termination. Termination of this Transition and Process
Agreement will not affect a Party’s obligations under Sections 3, 7-B-(iv), 8, 11,
12, and applicable definitions in Section 1, nor will it affect any outstanding
payment obligations under Section 15. A Pilot who has been employed pursuant
to Section 7-B will continue, at his option, to be employed by the employing
Airline in accordance with that Airline’s collective bargaining agreement;
however, two (2) months after termination of this Transition and Process
Agreement his pay rate going forward will be adjusted to reflect only his accrued
service credit at the employing Airline
You will note that '7-B (Job Opportunities)' is absent from the partial termination section below (13-A). The pay provision of 7-B can only be terminated if the entire T/A is terminated, and since 13-C is no longer a player, that leaves 13-B. Which takes Alpa concurrence.
13-A. Partial Termination. Unless the Parties agree otherwise, the Airline Parties may jointly terminate the provisions of Sections 4-D (Domiciles), 7-A (Furlough
with regard to United Pilots only), 7-C (Flying Ratios), 7-D (Domicile and Base
Protection), and 9 (ALPA Travel), individually or collectively, at any time on or
after December 31, 2011, if the parties have not reached a tentative agreement on a
JCBA by that date.
13-B. Termination by Agreement. The Parties may terminate this Transition
and Process Agreement whenever they shall agree to do so.
13-C. Termination by Notice. An Airline Party or ALPA may terminate this
Transition and Process Agreement on fifteen (15) days notice delivered to the
other Parties at any time following termination of the Merger Agreement under
Section 8.1 of that Agreement.
13-D. Effect of Termination. Termination of this Transition and Process
Agreement will not affect a Party’s obligations under Sections 3, 7-B-(iv), 8, 11,
12, and applicable definitions in Section 1, nor will it affect any outstanding
payment obligations under Section 15. A Pilot who has been employed pursuant
to Section 7-B will continue, at his option, to be employed by the employing
Airline in accordance with that Airline’s collective bargaining agreement;
however, two (2) months after termination of this Transition and Process
Agreement his pay rate going forward will be adjusted to reflect only his accrued
service credit at the employing Airline
I'll let you imagine the potentials.
Frats,
Lee
07-19-2011 | 06:30 PM
#128
Gets Weekends Off
Joined: Feb 2011
Posts: 142
Likes: 0
From: Line Pilot
Wow, this thread has gone all over the place. From, a rumour to yay to it sucks so bad who would want to, to how much pay, etc. I am a 12/99 UAL DOH with 5+ years off for good behavior. I would love to get back to work, and let my wife stay home with the kids like she's wanted to since 12/99. I just need to know exactly what pay I am coming back to, for planning purposes. Should I figure 7th year UAL 320 pay or what? We could use a decent health, dental plan etc. with 3 kids. I know the current work rules at CAL suck, but, it can't be that way for much longer......right? We have to have a contract within the next year. I imagine, the way my career has gone thus far, that I will be stapled well below the CAL guys in the SLI, but, starting in 2012 all the clingons will be leaving, no? So, the hell should only last so long. I am so confused!!! Shed some light on me oh great forum gods.
07-20-2011 | 04:25 AM
#129
Gets Weekends Off
Joined: Jul 2011
Posts: 181
Likes: 0
Originally Posted by FurloughedX2:1025334
Wow, this thread has gone all over the place. From, a rumour to yay to it sucks so bad who would want to, to how much pay, etc. I am a 12/99 UAL DOH with 5+ years off for good behavior. I would love to get back to work, and let my wife stay home with the kids like she's wanted to since 12/99. I just need to know exactly what pay I am coming back to, for planning purposes. Should I figure 7th year UAL 320 pay or what? We could use a decent health, dental plan etc. with 3 kids. I know the current work rules at CAL suck, but, it can't be that way for much longer......right? We have to have a contract within the next year. I imagine, the way my career has gone thus far, that I will be stapled well below the CAL guys in the SLI, but, starting in 2012 all the clingons will be leaving, no? So, the hell should only last so long. I am so confused!!! Shed some light on me oh great forum gods.
07-20-2011 | 04:52 AM
#130
(retired)
Joined: Apr 2011
Posts: 422
Likes: 0
From: Old, retired, healthy, debt-free, liquid
Wow, this thread has gone all over the place. From, a rumour to yay to it sucks so bad who would want to, to how much pay, etc. I am a 12/99 UAL DOH with 5+ years off for good behavior. I would love to get back to work, and let my wife stay home with the kids like she's wanted to since 12/99. I just need to know exactly what pay I am coming back to, for planning purposes. Should I figure 7th year UAL 320 pay or what? We could use a decent health, dental plan etc. with 3 kids. I know the current work rules at CAL suck, but, it can't be that way for much longer......right? We have to have a contract within the next year. I imagine, the way my career has gone thus far, that I will be stapled well below the CAL guys in the SLI, but, starting in 2012 all the clingons will be leaving, no? So, the hell should only last so long. I am so confused!!! Shed some light on me oh great forum gods.
However, you need to do what's best for you and your family and spend less time with this blog board stuff. It isn't vetted.
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