Isn't he working on stopping cabbotage? Really what input does he have on the UAL/CAL JNC negotiations or over UAL corp?

I always find it funny that National ALPA is the recipient of any disgruntled or wronged pilot when there are LEC and MEC elections not to mention JNC members. Are you implying that they are all just mere puppets of ALPA national? I sometimes wish that ALPA were that strong.

LUV

Seriously, who writes this GARBAGE? I've read it ten times, and it STILL makes NO SENSE. I think I did read somewhere in this little snippet that our CEO gets another bonus.................... Can't anyone write in PLAIN ENGLISH any more? :cool:

The input he has is that he signs the ratified agreement. Would he want to absorb the DFR liability by doing so? Can alpa handle another DFR suit?

There's a letter from JH on the unitedpilotagrement.com website that explains the LOA from the UALMEC perspective.

liquid

Here you are. Clear as mud.

I like the sentence "We were able to secure some pay longevity for some of our furloughees, particularly those at the bottom of the list who need it the most."

Jay, you're fired.

>>>>>>>>>>>>>>>>
Dear United Furloughees,
There have been some emotions expressed over longevity for furloughees in the JCBA. Please allow me to explicate on how the negotiations proceeded.

There were two intents of many with respect to the JCBA – to create secure jobs for furloughees and to have a contract worth returning to and working under. These two intents were accomplished. Additionally, we achieved certain protections that will make it more difficult and more expensive for the company to furlough in the future such as removing seats from Express operations and lowering the construction caps in scheduling, among other things.

It should be obvious by now that the prospects of being recalled at legacy United were dim and getting dimmer. We are not receiving any new aircraft in the near future, there are indications the 757-200s will begin leaving the property in 2013, there was a very large system bid at CAL, and certain protections of the Transition and Process Agreement including block hour ratios are set to expire in March 2013. This would leave as our only protection minimum block hours for the airline as specified in 1-F-1 of the current CBA, and no restrictions on growth at CAL. We already have furloughees who have surpassed the ten year mark and are dropping off the recall list. The only available openings are at CAL, and they are prepared to hire new-hires off the street. These new hires would prevent any open vacancies that would prompt further recalls.

Full longevity for time on furlough was a high priority for us. The United Negotiating Committee fought hard for it, and it was one of the final remaining items as we concluded our AIP on August 2, but there was obvious resistance to it. We were able to secure some pay longevity for some of our furloughees, particularly those at the bottom of the list who need it the most.

In the final hours this weekend of negotiating final language, we were able to secure that longevity for our furloughees immediately upon date of signing, specifically that our furloughees at CAL would be paid at no less than the longevity provided by adjusting their longevity start date to 5/7/08 (or adjusting by the time spent on furlough, if less) at the new JCBA rates, not at the old CAL rates. The intent now is to get the furloughees who have bypassed at CAL to raise their hands and volunteer for openings before they are filled by new-hires off the street.

This provision will not affect the SLI process. If a furloughee’s seniority improves he will gain more longevity. And at no time will a furloughee’s subsequent pay longevity be reduced.

We share your disappointment in not achieving full longevity for time spent on furlough, though we did achieve some of it for some. But most importantly, we have a JCBA that will bring every furloughee back on property in the shortest amount of time with a contract that will bring prosperity and security back into his family. Ten years of longevity would have no value if there was no job to exercise it. As an aside, it took a subsequent contract to get longevity back for previous groups of pilots at United.

This explanation is not meant to be an excuse and may not alleviate some of the emotion out there, but it does tell you how our priorities began to shift as time marched on without a JCBA. Not every pilot got everything he wanted in this contract.

Attached is a document prepared to answer most of your questions on the provisions regarding furlough longevity.

I will see you on the line again soon.

Fraternally, Jay

Furlough Provisions Explanation:
- In no case will a pilot have his longevity reduced. - Important provisions from expired LOA 08-04 are now in Section 7. - UAL and CAL must continue separate operations until Operational Merger Date (OMD),
which will be after submission of the Integrated Seniority List (ISL) to the company. - “New Hires” at CAL would remain so until OMD, without a modification to the TPA. While pay would have increased per the JCBA, “New Hire” pay longevity would not
necessarily. - ALPA policy dictates that the ISL must be developed AFTER the JCBA. Of necessity,
this will create concerns for both pilot groups. - Paragraphs 4 and 5 address implementation of Pay Longevity Credit and Transition
Hiring and Recall

Pay Longevity Credit:
- Two processes are described, one occurring after Date of Signing (DOS), and one occurring after submission of the ISL to the company.
- The language is written to reflect a “cap” on UAL pilots because no CAL pilots were in a position to gain more longevity than a UAL pilot. None of the furloughed pilots at CAL had a combination of longevity and furlough time that was in excess of the same combination for any UAL furloughed pilot.
- Before ISL, furloughed pilots at CAL and UAL “New Hires” will have their current pay longevity adjusted by time spent on furlough, but not beyond a date of 5/7/08. This will put most UAL pilots on the 5th year pay scale at CAL, including those who may accept a CAL “New Hire” position after DOS. They are still pay protected by the pay rate they were receiving when furloughed from UAL, per the Transition and Process Agreement (TPA), if applicable.
- After ISL, all UAL pilots will have their pay longevity further adjusted if the next senior CAL pilot on the ISL has more longevity. There is no exception for longevity earned by a UAL pilot on furlough as a “New Hire” at CAL.

Transition Hiring and Recall:
- Rights to “New Hire” positions at CAL continue under the TPA until the completion of the ISL, paid as high as 5th year as provided for under the Pay Longevity Credit provisions.
- After completion of the ISL, the JCBA provisions will apply to all vacancies and recalls - Per the Implementation Agreement, the first vacancy after ISL must be available to all
pilots and if a vacancy goes unfilled, will trigger all of the recall rights, including those
pilots on voluntary furlough (as it would at UAL only prior to ISL). - After ISL, pilots will exercise their new ISL seniority for bids, bumps, and voluntary
furlough recall rights.

SCR

Translation:

We tried really, really hard but then we blinked.

CAL pilots receive 100% DOH longevity. UAL pilots do not.

As a furloughed pilot who took the CAL new hire offer of employment, I was first very upset at this deal. Now that I've read the above referenced letter, I'm beginning to understand this a little better. Basically, at DOS we are still basically new hires and not recalled pilots. However, we are being adjusted as a whole to this 5 year pay scale on the new JCBA. Our actual longevity date is really not decided until the Seniority List Integration and until then it's really an unknown. We are really not moving backwards in longevity as first thought because we are essentially and technically new hires being pay protected at our old rates. Reading that letter was very depressing when it comes to the UAL side of the operation. According to JH a chance of a United recall is very dim and this is really a back door way onto the property. Then it's just a matter of seeing how it all shakes out with the SLI. May be a little premature to be thinking lawsuits until the actual SLI.

No, UAL pilots lose longevity. Read it again, I am year 7 at UAL but if I go to CAL I currently start over on year 1 and then get bumped up to year 5 according to this JCBA until ISL. NEVER DOES MY UAL LONGEVITY GET CONSIDERED IN THIS CONTRACT.

All UAL longevity for furloughees has been effectively voided. Our longevity is being recalculated to fit in behind all the CAL folks.

Read it again, that is what it says......

" If a furloughee’s seniority improves he will gain more longevity. And at no time will a furloughee’s subsequent pay longevity be reduced."

Straight from Jays letter, I think you are reading it wrong.

JCBA does not give furloughees longevity
 

ALPA needs desertification at UAL and a DFR must be started. UAL ALPA are scum. They sold us all out. I'd rather have a beer with a scab than one of these idiots.