tripled

agree.

Good job Alpa: glad to give credit where credit is due.

PilotWombat

It's not credit...just pay ;-)

tripled

Haha yep. They can have the credit, we’ll enjoy the pay. Win!

Hotel Kilo

Not all unicorns and rainbows. Read the latest MEC Chair email. They will violate the contract whenever it pleases them. We in-turn will grieve and then you get a penance for it 3 years down the road. Pay rates are something they can't eff with and that's why I have always been a large proponent. I have never been a fan of soft pay/benefits. Precisely for the examples we are seeing now and pointed out by the MEC Chair. Are junior folks in BES really seeing seniors grab holiday flying? My guess is no. I know I wouldn't. I bid those days off for a reason. Deadheads are not working out as planned many things are not. Again, the MEC Chair highlighted but a few of the items DALPA is witnessing management blatantly violating in our PWA. It seems you guys are going to spend more time doing quality control on your time cards than in the past. That's again why I am a big pay rate guy. No trickery there. I was a barely "yes" vote on C19, main reason was the soft pay items - I thought management would not uphold their end. Seems to be trending that way right now.

Hotel Kilo

Wow, gee that's just great. How about we banded NB to the 75 rate? How about we had added another $45/hour across the board to our rates (then adjusted up for inflation) Softpay requires work on your part. Rates do not. It will be a frustrating experience for you tracking down what you are owed for your work. Never been a soft pay fan. Especially with our management.

Herkflyr

I am actually the opposite. Soft pay is one of the most critical parts of our contract--it either incentivizes management to create a positive, decent working environment, or penalizes them financially when they don't. To say that soft pay isn't valuable because management is violating the contract has nothing to do with the improved work rules--it is all about their violating the contract. What if they chose to short us 10% on our paychecks, despite the clear pay rates in the contract? Would you say that pay rates aren't worth much? Also for every no voter out there complaining that pay trumps everything, I can show you ten who dismiss pay increases as "a few shekels" and "you can get pay back, but never work rules." Which is it? Is pay important, or work rules? Or perhaps...both? I think we did a good job on this PWA getting significant increases to both. The 18 hour long call and one hour pay penalty for unused short calls are a couple of provisions that I have already benefitted from.

Wolf424

This bag of money is too heavy!

Gone Flying

It seemed like most things f the vocal no voters fell into two groups.

1) they wanted to vote no for the sake of voting no.

2) they were single item voters (retirement) and with no min balance/DB restoration were never going to vote yes regardless of what else was in it.

CBreezy

I talked to more than a few guys who were no unless we got to strike. They weren't interested in a contract. They wanted retribution

crewdawg

EDP is great an all, but I thought the idea was that they not build such rotations. There was a guy on FB so geeked about his EDP that he had to make a post about it. Looked at one of his trips...4+45 leg, 3 hour sit, 3+15 leg to land at 0130 body clock time...woof!



They didn't have to read it all, DALPA created it so it wasn't worth a crap anyway... [/s]



Yes, it is happening. Remains to be seen how it looks over the fall/winter holidays.



I can't disagree there. They're flat out not honoring pos space home if the flight is full. They've also told the union they intend to not follow the PWA as it's written, which is absolutely crazy that it's legal for them to do so. That said, we can't not fight for soft pay gains because we have such an eeyore attitude. Otherwise, all our contract would be is pay rates and zero other language.



Well, they didn't band ALL NB to the 75 rates. Some of us were thrown out with the bath water, both on pay rates and other contractual items.