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Response to Jeff
May 23, 2012
Dear Mr. Smisek: I wanted to take the time to respond to your letter dated May 21, 2012 in which you acknowledged your role in politicizing, posturing, and unnecessarily delaying reaching a competitive agreement with the 12,000 pilots of United Airlines. In that letter you clearly stated that the Delta TA has raised the standard for pilot pay and you have every intention of offering rates of pay that are comparable to the Delta TA. We couldn’t be more pleased. You also clearly framed your argument that competitive pay is tied to scope and productivity. Since we seem to be in agreement on pay it is these last two items that I’d like to address in this letter. After carefully examining the scope provisions of the Delta TA and the underlying CBA it is clear that Delta Airlines’ management operates under the assumption that they can be more successful collectively if their mainline operation is growing and vibrant. In short, they use limited outsourcing as a way to strengthen and grow their mainline operations and allow the pilots of Delta Airlines to share in those rewards. In contrast, United Airlines management’s view of scope and United pilots is that they are a hindrance to the success of the organization. As such, United management has a long history of searching for loopholes in or abrogating altogether the limited scope provisions contained in our CBA to the detriment of United Airlines pilots. It would be foolish of you to believe that we will assist you in destroying our careers and our families. While I can not speak for all 12,000 of my United brothers and sisters, I think you will find that the vast majority of us are more than willing to work hard productively for the success of United Airlines. Because of the failings of the RLA and our federal court system we realize how inextricably our future is tied to the success of our airline. Unfortunately, when this management team uses the term “productivity enhancements” they use it as a euphemism for “free workforce.” They use it to describe an ideal situation where management can waste a pilot’s time at airports, layovers, and other places, for no pay whatsoever. Work rules attempt to place an economic penalty on the inefficient use, by management, of limited labor capital. Work rules also attempt to protect our ability to achieve proper rest and to enjoy some of the trappings of a middle class lifestyle we have worked so hard to achieve. In short, work rules attempt to drive management to work us hard and then send us home. The key to finding a more efficient workforce is to identify the many, many times management uses three pilots to do the work of one, not because of some archaic CBA provision, but because of the decision makers inability to apply logic, problem solve, and utilize this company’s limited resources in a way that brings maximum value to the organization. In your letter you state that negotiations have gone on long enough. However, it appears that the reason they have gone on so long is that the pilots have been asked to subsidize the unwillingness or the inability of this management team to manage effectively. We have been asked to insulate management from the rigors of the competitive marketplace through less than industry average wages, benefits and work rules. We will not do so. We expect you and your team to manage at least as well as our competitors. We are in agreement that this has gone on long enough. Thankfully, we now have a firm deadline for the conclusion of negotiations. Respectfully, The united pilots of United Airlines |
It amazes me how people think they are able to gain the upper hand thru public contact. Our responsibility extends only to the operation of the parking brake and throttles.
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Response to Jeff
And responsibility extends to being able to support families. Well written original poster.
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Originally Posted by nwa757
(Post 1195171)
And responsibility extends to being able to support families. Well written original poster.
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Originally Posted by AxlF16
(Post 1195257)
I agree with ST. Although it was a very well written letter (with a clear message), I hope it made the writer feel better after writing it - Because that's all it's useful for. I'd even say 'bravo' if that letter had come from our union. I'm of the firm opinion that now is the time to CEASE all contact and messaging to management players and let our UNION speak for us (I can say that since our union now appears to be saying what most of us are thinking). THAT would send the most powerful message of all. A calm before the storm if you will...
I agree. Can't help the formatting, but here is today's JOINT update from the MEC's. Let Jeff read that! Frats, Lee May 23, 2012 Dear United Pilots, On behalf of the more than 12,000 pilots we represent, we sincerely thank the National Mediation Board (NMB), and particularly Senior Mediator Sims and Mediator McGuckin, for helping to facilitate the mediated talks this past Tuesday, May 15 in Chicago. We are pleased that those sessions resulted in the NMB, both Master Chairmen, the JNC and management reaching an agreement on a negotiating schedule to secure a contract by June 15, 2012. Given those agreements, the content of a letter placed in your V-files this past week by Fred Abbott and Howard Attarian, both Senior Vice Presidents of Flight Operations for United Airlines, was confusing. Undoubtedly, this letter blurred the actual progress made in negotiations. We see no reason to detour from our steady focus on completing negotiations only to be drawn into a back-and-forth with the company about why we are still mired in a “voluntary” process that has passed its fourteenth month of mediation. Rather, we will provide you with specifics of the end-game negotiations that we committed to in Chicago on May 15 so you can assess the facts for yourself. As you know, we remain fully involved and committed to current negotiations with the company, under the watchful eye of the NMB. We have no reason to slow down that process: it would be counterproductive to the one goal we have maintained all along – reaching a JCBA with United now, not at some nebulous date down the road. Negotiations have progressed with small subgroups of JNC members and subject matter experts addressing the remaining open items of the JCBA, all working in parallel. We also have legal experts and JNC members writing the final contract language for the sections that have been agreed to in principle. All of this is being coordinated by the JNC Co-Chairmen according to a mapped out timeline that all parties mutually developed, with an end game goal of mid-June. We are encouraged by the pace and seriousness of the small subgroup negotiations, from both sides of the table presently, and we expect that to continue. If the subgroups run into issues they cannot solve, they are elevated to the JNC Chairmen level. If the JNC Chairs are unable to solve an issue or it stagnates due to economics, it is then elevated to Subgroup Zero. Subgroup Zero is comprised of Mike Bonds and Doug McKeen for the company, and Jay Heppner, Jay Pierce and Seth Rosen for ALPA. On May 15, Subgroup Zero engaged in its first problem-solving session and successfully worked individual issues from R&I and Scheduling through to satisfactory conclusions. Based on decisions made at this level, some 22 more items were agreed to in principle. It was a productive work session that we believe will be the catalyst for agreements in principle for several other sections of the contract. In addition to acting as a quasi appeals process for unresolved issues, Subgroup Zero also deals with what we refer to as schedule and geographical issues (when and where we meet). Ultimately, however, the NMB controls the schedule and location of meetings, and Senior Mediator Pat Sims has been extremely helpful in this area. This past week, the parties agreed to the following: 1. Negotiations will remain in Chicago through June 1. 2. Scope discussions will begin this week in Chicago with network/business plan briefings from the company. 3. The two JNCs will resume negotiations in NYC on June 4. 4. Since CEO Jeff Smisek will be in NYC for the June 12 annual shareholders meeting, he will be in position for conclusion of the JCBA. 5. Pat Sims is currently tracking both sides, gauging the level of commitment towards good faith in negotiations. 6. June 4-15 is the period of intense, end-game negotiations designed to reach a conclusion to the JCBA. It is our intent to complete negotiations according to the schedule that was agreed to by all the parties on May 15. However, we must also be prepared should they not. For this reason, we will continue to pursue the parallel track of seeking a release from mediation. This is an important backstop to these negotiations, providing a necessary driver to prevent further failures in meeting goals or backsliding on previous work completed. It is time to bring to an end game sections that have been in negotiations for years. While we absolutely prefer to achieve a contract through negotiations and are committed to staying fully and productively engaged, we are just as willing to proceed down the path of release from voluntary meditation if the company will not conclude a new contract with the pilots in the coming weeks, and if such a release will drive the parties to reach closure. Unfortunately at this moment in time, we are the only participants in these negotiations willing to put this “end game” negotiations timeline in writing. This only reinforces our request for release, which will generate its own timeline. United CEO Jeff Smisek said in a letter to the pilots this week, “We’ve been negotiating long enough. Let’s get it done.” We couldn’t agree more; however, while his words are strong, actions speak louder. We will avail ourselves of the full range of resources and commitment of ALPA to make the final agreement happen in mid-June. We will additionally avail ourselves of the full range of options under the Railway Labor Act, including release from mediation and lawful self-help if necessary. To do that, we will continue to work with ALPA National for the release mechanism that was requested on May 11, 2012. The company got its “fresh start” when its pilots sacrificed through extraordinary concessions, allowing legacy United to emerge from bankruptcy and legacy Continental to find surer footing. Our sacrifices laid the groundwork for the merger of the two airlines (and two great pilot groups) and expansion of the borders of our airline’s global alliance network. In contrast, the pilots have labored on with no recovery of lost benefits, pay, work rules or job protections. It is now time for the pilots to finally receive their “fresh start” as well. Captain Jay Heppner Chairman, United MEC Captain Jay Pierce Chairman, Continental MEC |
A ton of Fred and Howard's letters were taped to sfo cp wall with colorful commentary attached.
That was nice to see.:cool: |
Originally Posted by DirectLawOnly
(Post 1195018)
May 23, 2012
Dear Mr. Smisek: I wanted to take the time to respond to your letter dated May 21, 2012 in which you acknowledged your role in politicizing, posturing, and unnecessarily delaying reaching a competitive agreement with the 12,000 pilots of United Airlines. In that letter you clearly stated that the Delta TA has raised the standard for pilot pay and you have every intention of offering rates of pay that are comparable to the Delta TA. We couldn’t be more pleased. You also clearly framed your argument that competitive pay is tied to scope and productivity. Since we seem to be in agreement on pay it is these last two items that I’d like to address in this letter. After carefully examining the scope provisions of the Delta TA and the underlying CBA it is clear that Delta Airlines’ management operates under the assumption that they can be more successful collectively if their mainline operation is growing and vibrant. In short, they use limited outsourcing as a way to strengthen and grow their mainline operations and allow the pilots of Delta Airlines to share in those rewards. In contrast, United Airlines management’s view of scope and United pilots is that they are a hindrance to the success of the organization. As such, United management has a long history of searching for loopholes in or abrogating altogether the limited scope provisions contained in our CBA to the detriment of United Airlines pilots. It would be foolish of you to believe that we will assist you in destroying our careers and our families. While I can not speak for all 12,000 of my United brothers and sisters, I think you will find that the vast majority of us are more than willing to work hard productively for the success of United Airlines. Because of the failings of the RLA and our federal court system we realize how inextricably our future is tied to the success of our airline. Unfortunately, when this management team uses the term “productivity enhancements” they use it as a euphemism for “free workforce.” They use it to describe an ideal situation where management can waste a pilot’s time at airports, layovers, and other places, for no pay whatsoever. Work rules attempt to place an economic penalty on the inefficient use, by management, of limited labor capital. Work rules also attempt to protect our ability to achieve proper rest and to enjoy some of the trappings of a middle class lifestyle we have worked so hard to achieve. In short, work rules attempt to drive management to work us hard and then send us home. The key to finding a more efficient workforce is to identify the many, many times management uses three pilots to do the work of one, not because of some archaic CBA provision, but because of the decision makers inability to apply logic, problem solve, and utilize this company’s limited resources in a way that brings maximum value to the organization. In your letter you state that negotiations have gone on long enough. However, it appears that the reason they have gone on so long is that the pilots have been asked to subsidize the unwillingness or the inability of this management team to manage effectively. We have been asked to insulate management from the rigors of the competitive marketplace through less than industry average wages, benefits and work rules. We will not do so. We expect you and your team to manage at least as well as our competitors. We are in agreement that this has gone on long enough. Thankfully, we now have a firm deadline for the conclusion of negotiations. Respectfully, The united pilots of United Airlines The problem with this and other letters to Smisek is that it is reiteration of what we have all felt for a long time but does nothing to motivate UCH management to negotiate in good faith. Simply put, you can't get sympathy from a sociopath, and that is, unfortunately, a requirement for his job description, with the notable exception being Herb Kelleher, and undoubtedly, the Airline CEO Breakfast Club followed Herb all the way to the bank AND to the pole position of great businesspersons whilst laughing and pointing at what they perceived as a fool. Everyone but them knows better. So, it's a great rant, and we all agree, I think. But the post from the Joint MEC Chairmen, posted further along this thread, is the antithesis to that letter, sort of the left-brain version. Both are quire appropriate. C/B TW |
Originally Posted by Monkeyfly
(Post 1195495)
A ton of Fred and Howard's letters were taped to sfo cp wall with colorful commentary attached.
That was nice to see.:cool: Picture speaks many words. Get one if you can. SC |
Too much verbage....what were you an english lit major or something.
FUPM w/scope! |
Too much verbage....what were you an english lit major or something. FUPM w/scope! TW |
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