nitefr8dog

Always has been. Why in the world, would a company operate 3 separate certificates, other than to whipsaw.
ABX tried to convince ATI, pre OMNI to combine seniority lists to prevent this very thing. ATI would not have it.
Really short sided.

Clue32

Perhaps they would join forces if you agreed to home basing? Speaking as an Atlas Gateway beneficiary, not having to jumpseat or live in Cincitucky is a huge force multiplier.

But hey, not my Monkeys, not my problems.

Pumperpilot

I remember it vividly !!!!! Baited in by the " The Prime Effect".

mpflyboy1

I honestly don't get the obsession with home basing and I have experienced both. I once asked a Sr ATI friend, wouldn't you rather have the extra money and do your own travel arrangements? At the time I think they were estimating the value at 30k per year and you can buy a lot of airline tickets and hotels for that much. His answer was astounding. He basically said that he knew he could make more money but liked the idea of the company taking care of his travel for him. And he even lived in Toledo at the time and mostly drove to work! Jumpseating really isn't that hard and with the new contract extension we probably have one of the better commuting protections out there (including now for driving). At the time I talked with my ATI friend there were rumors and a push for a merger so I suggested to ABX union that if we did do a merger we should offer those ATI guys who love their home basing so much to sign a contract with the Teamsters to forfeit 30k of the salary each year in turn for the Teamsters to take care of their travel. Good revenue stream for the union I would think.

wjcandee

So...here's the question. Where is Amazon going to get 10 operational 767-300 freighters, that are worth owning, in six months? They're not going to be CAM leases, it appears, so I guess that eliminates the 3 newly-converted aircraft and lease returns sitting at ILN, and the 4 763s in conversion in TLV, and the 3 as-yet-unconverted frames sitting in ILN and GYR. Which would make 10. From the earnings call, it doesn't appear that CAM would be selling any of these frames to Amazon, so it's a mystery to me. The 767-300 is enough in demand that it's hard to imagine 10 used ones in decent-enough shape being available to onboard, but obviously there's a plan, because one thing Amazon does is plan. (And these aren't going just to be moved from Atlas, right?? They're for growth in the Amazon network, no? Well, not growth given that Amazon removed 12 frames in less than 2 years by parking the 767-200s, but growth from where we are today.)

astray

30k is absolutely not worth commuting and the stress that it brings.

nitefr8dog

Without a descent JS policy maybe. As it was, I drove to the airport got on a company airplane, and went to work.
No airplane or seat..I went home. It really wasn't that difficult. When it's time to go home, no going to the hotel, no waiting for a ride to the terminal, maybe an hour or two nap at the hub, get on a plane in the am, sleep on the way to home airport and done. Never going through airport security and trying to figure out if the gate agents were b#tches or not. I can honestly say, if I never had to fly on a passenger plane again it would still be to soon.

Clue32

1. Make it the company's responsibility to get the employee from home to work and back home. The employee is no longer liable for weather delays, diversions, or cancelations. Commuting does not place their job in jeopardy.

2. That higher pay rate is nice, but it raises the employees tax liability. It can effectively reduce everyone's overall hourly rate, or perhaps flatten the longivity earnings curve as the company must budget for payroll tax, disability compensation, and life insurance premiums.

3. You really want a union treating its members differently. You want a combined seniority list but different pay scales. You want a divided membership. You want the union to profit by achieving lower wages.

4. Travel rates are variable based upon city pairs and frequency of commutes. Why take a $30k cut if the annual travel can be done for far less at $450 round trip twice a month (DAB CVG) just because it's $840 (GTF CVG) 3 times a month for others?

5. Keep everyone equal. Fight for the highest rates and realize that QOL gained by living in base has value, has a worth. You should, in your example have everyone earning $30k more per year plus commuter compensation. Regardless of where they choose to live. The locals benefit by increased OT opportunities by virtue of already being in position. The few who live in Cincitucky are conceding significant QoL benefits to the company for their selfish profit at the significant disadvantage of the masses.

Rant complete. Seriously, not my Monkey's, not my problem, but I seem to enjoy giving out unsolicited advice and criticism.

6. Home Basing makes your company more attractive to applicants. More employees ensures your company can pursue expansion opportunities.

nitefr8dog

Tried that approach too...no joy.

mpflyboy1

Maybe, but depends again on a person's perspective, needs and preferences. You know what is NOT attractive to applicants (or at least to those who get hired and find out later)? Open reserve (with no days off you can count on), lack of vacation slide (I loved the union official who shrugged it off and told me if I lost vacation days because they fell on my days off, "it sucks to be junior"), and crappy/fatiguing schedules. These are some of the reasons I immediately tore up the recall notice to ATI in 2015. Thankfully got the ABX recall a several months later.