There.... you said it. Bid.

 

Yeah.... It makes me happy. Schadenfreude. And, I'm not here ALL day.

 

Unfortunately, it still applies.

Whining scuttles respect...pilots have been doing it for years.

 

I thought system bids are no longer done after ISL. We go to the monthly vacancy method which won't result in a massive reshuffle. Pilots can bid into vacancies as they become available based on their new seniority.

 

That's probably correct and I presume the actual underlaying issue involved.

BUT, if UCH does anything other than recall every single remaining pilot in one big push as soon as they receive the ISL there's gonna be a big unfilled hole in the training schedule this fall as they won't be able to fill classes with off-the-street hires until they do.

Thus, I simply assume UCH will bungle this badly.

 

When the SLI is published the UAL Furloughed guys at L-CAL are ALL "Officially"RECALLED as of that moment. I would expect some Longevity pay increases to take place as well.


Several Blast Mails from UAL ALPA about this.....

 

Haven't seen that. Must not be available to outsiders.

 

Quad era demonstratum

 

I inquired heavily about what happens after SLI with regard to furloughs on the lCAL side. Here is the answer I got. Remember the furloughees on the CAL sider were not recalled, and we have recall rights. We currently have two separate jobs at UCH, with two numbers.

We can be recalled in place, and bid with our new number or exercise our recall rights under the contract. For most furloughees that means recalling and then going to wherever the company sends you fleet/seat wise. For a volunteer furlough, we get to go back to our previous fleet/seat if we can hold it, or exercise bumping rights.

Here is a big question. Because of LOA 25, some very jr UAL pilots got a huge pay raise by taking the job at lCAL and instantly getting 4 years longevity. Will they lose that pay longevity after the recall? That would be a kick in the nads. But hey, this is UAL.

 

This is correct contractually. But as we've seen thus far being correct with what the contract says does not mean that the company will actually follow it. ALPA of course will offer reassurance that the JIT team is aware of the problem and will work hard to find a solution. I don't claim to know how this will shake out, but I feel confident in saying that the current manpower planning folks lack both the mental and physical tools necessary to allow successful application of this contract post ISL. Lucky for them our management couldn't care less...