No--- Never been a management pilot or a full time trip loss union pilot either and I will stay thay way until I retire. I'm just a pilot.

Maybe I have not made my point clear. I like others have what we consider minimum things we demand on the next JCBA. Not wants, which I expect to be negotiated between the company and union, but needs which are not negotiable. Some have said everything is negotiable. To me that is an absolute and I don’t believe in absolutes as far CBAs go.

What I am saking is for other opinions that, just maybe I and others have not considered when we do vote on a JCBA.

 

Thanks for answering but the question was for the original poster of the list Ottolillienthal. Hang in there we'll get a good JCBA - guys on here have no control just opinions.

 

I think 200 percent is do-able. Any higher than 250% won't work, but why not try.... right now we get 150, so 200 is higher than 150. I was thinking that 150% wasn't worth my time. But, at higher pay rates, 200% may be worth my time.


Remember that volcano that shut down the skies of europe?

Well freighter crews standed in europe got premium pay past their scheduled block in , for 24 hours a day until their company got them home. Some dudes came home a week later, and $30K richer. Dat's what I am talking about...show me the money!

 

You said the magic word....RELATIONSHIP.

There it is. It's all about the reationships. Zullo and Farrow were two peas in a pod. They were both negotating against us while in the uion hall and if you look at who they spoke to and confided in you can see where their loyalties lied. just list out every rep, negotiator, grievance guy, etc over the last 10 years and then annotate what company position they currently hold to figure out where the relationships are. If they were appointed, annotate who appointed them. Annotate the maker and the seconder.

I disagree about retro. The farther we get from the amendable date, the harder it is to get. Not impossible, but you may have to trade valuable fruit to get it. Are you willing to do so?

My dream cba has a generous balance of cash up front, cash every month, and cash at the end of the rainbow. I don't have tunnel vision on just retro pay. But, the very first secton I read is not section 3, it will be section 1.....SCOPE.

 

Not sure what the "jay's" wouldn't go along with. By my crude math I would get roughly 60K in back money, an immediate 27% pay raise, and end up with 2.2 million in retirement. I can handle that as long as the scope doesn't get eroded away to Air Wisconsin or Aer Lingus.

Fishing trip...........FKCK NO!

 

Simple.....What "buys" your vote....YOU have your specific "price".

I'm sick and tired of hearing from guys/gals who have 'signed YES' on past CBA's only to have "agreement remorse". "What!! BUT I thought it meant this"?!?

As long as YOU know what you signing when they toss a "BONUS" at you (vs RETRO PAY), it's NOT truely Retro Pay per the taxes.....and the post-tax implication hit will show you as so. If you are fully versed on the difference & understand what your taking home on it, then sign away!!

After listening to the "pi$$ing/moaning" of those who took the tax hit on the 'cash payout' from this year's "Profit Sharing Crumbs", I CAN'T wait to see the jaw's of those same individuals go through the floor when they see the tax hit on your 70% "Bonus" vs what they perceive as "Retro Pay".....Just to be clear.

....But you knew that.

 

I agree on all points.

I hate taxes.

It would be interesting to find out if we could have our option in terms of how to receive said "bonus/singing bonus/4th of july gris gris/lagniappe, etc, etc., etc" I wonder if we could receive it in some sort of tax deferred option like your B plan or something like that, maybe 401K, or a C fund???

lots of guys get stuck on retro, and that is fine but they gotta remember they will only see 67 cents on the dollar up front.

 

UCH mgt is taking your pulse on this very public forum. I realize that we all want to know what other guys/gals consider "must haves". However, we will inevitably end up at... "what would some be willing to accept". That is the million $$$ question. If you don't think United mgt is smart enough to monitor pilot forums just ask your co-workers at L-UAL how the company got their evidence to slap an injunction on them in court...Pilot forums much like this one. Do us all a favor and discuss this topic on a layover or something. Not being disrespectful here. I ask this same question of my trustworthy flying partners every week. I realize inquiring minds want to know. Problem is, inquiring minds in this situation include mgt TROLLS.

 

I hear that on taxes.....Turning around and giving the Government 35%-ish on a "signing bonus", they (Mgt) can pound sand. Show me the $$$ as "Retro Pay" in CBA language, and have it taxed accordingly.

More important as you stated earlier.....I too will NOT flip past the TA's SCOPE (and NO, I'm not going to settle for "bullet points", want language) Section unless it's all inclusive, nothing short of 'clad'. If that's NOT there, I close the proposed TA, and click NO.

 

I hope management and the union both monitor this forum. If fact I am counting on it just like I said in some of my previous post on this thread. We should use that to our advantage and not be kept in the dark. What is the difference between asking pilot on this forum what the “must haves” are on the next contact vs. asking them in secret where others are not privy to that conversation. How are we suppose to make informed decisions based on limited information and who controls that information? I think there is just as much reason for union reps as management not to want us line pilots to discuss this among ourselves. The union and management may or may not be in touch the typical line pilot. Let’s find out. We can do this after a tentative agreement is sent to us and then talk about it. But by that time I fear most will have been worn down by that time and will take any little bone thrown our way. As I have said continuously throughout this thread, I am asking others for their input for what they consider as” must haves” (needs) for the next JCBA. I still expect many wants to be included in the JCBA as well. “Must haves” (needs) are not negotiable (i.e. scope). I appreciate what my union is doing for us. However, I want as much information as I can get to make an informed decision. I think others do as well and that is why I started this thread.