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Old 03-01-2023, 09:24 AM
  #1471  
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Originally Posted by JamesBond
You're completely FOS. This contract was a huge win for the bottom end of the seniority list.
oh man someone should tell the bottom end, I guess. I got the same as you did.
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Old 03-01-2023, 09:25 AM
  #1472  
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Originally Posted by OOfff
oh man someone should tell the bottom end, I guess
Ahhhh so you are one of those that didn't read past section 3. LOL
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Old 03-01-2023, 09:26 AM
  #1473  
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Originally Posted by notEnuf
skipped GS 1x pay no credit to the IDed aggrieved + RR 1x pay and credit plus .5 pay no credit = 2.5x cost for the company (so money behind)

No?
I'll play cynic on this one...

What is the catch rate for the bypassed GS? I'll go out on a limb and say it's less than 50% until we have API access. At 50%, the cost to the company is 2x or the same as offering a GS. They WILL try getting away with this.
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Old 03-01-2023, 09:33 AM
  #1474  
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Originally Posted by JamesBond
Ahhhh so you are one of those that didn't read past section 3. LOL
Can you point me to something outside of section 3 that I get and you didn’t?
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Old 03-01-2023, 09:37 AM
  #1475  
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Originally Posted by OOfff
Can you point me to something outside of section 3 that I get and you didn’t?
He didn't not get an increase in LCP pay
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Old 03-01-2023, 09:40 AM
  #1476  
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Originally Posted by Gunfighter
I'll play cynic on this one...

What is the catch rate for the bypassed GS? I'll go out on a limb and say it's less than 50% until we have API access. At 50%, the cost to the company is 2x or the same as offering a GS. They WILL try getting away with this.
I agree they will try but ALPA will make automation a priority. This was advertised as the cure, pending full implementation of course.
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Old 03-01-2023, 09:41 AM
  #1477  
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Originally Posted by JamesBond
Wait... so now money is more important than QOL? Sorry I have a hard time keeping up on which is the more valuable on here.
If you reread my post (and maybe others) you’ll see I don’t opine on qol vs money. That’s a calculus for each pilot to consider on their own, and they can then advocate for their wishes in communication with their reps (or here, if they’re in to that). I was simply offering a contrary perspective that NBA and WBB money are usually not the same, and sharing some math I’ve done to consider for my own circumstances.

I surmise half of our seniority could walk away tomorrow and live a life more comfortable than 80% of their countrymen and 95% of the rest of the world. Since we’re not doing so in large numbers, it would seem income matters.
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Old 03-01-2023, 09:42 AM
  #1478  
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Originally Posted by OOfff
Can you point me to something outside of section 3 that I get and you didn’t?
only thing I am coming up with that clearly benefits junior pilots and not senior ones is vacation week accrual.
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Old 03-01-2023, 09:47 AM
  #1479  
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Originally Posted by Gone Flying
only thing I am coming up with that clearly benefits junior pilots and not senior ones is vacation week accrual.
It varies based on category, but contrasting WB A with NB A and B, Maternity/Paternity benefits, crew meal improvements, sit pay triggers, minimum day, IQ golden days and bidding, reroute pay and banded pay come to mind.
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Old 03-01-2023, 09:50 AM
  #1480  
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Originally Posted by TED74
If you reread my post (and maybe others) you’ll see I don’t opine on qol vs money. That’s a calculus for each pilot to consider on their own, and they can then advocate for their wishes in communication with their reps (or here, if they’re in to that). I was simply offering a contrary perspective that NBA and WBB money are usually not the same, and sharing some math I’ve done to consider for my own circumstances.

I surmise half of our seniority could walk away tomorrow and live a life more comfortable than 80% of their countrymen and 95% of the rest of the world. Since we’re not doing so in large numbers, it would seem income matters.
When I did the math on paper as a 7ERB with seniority, buy offs, and GSs the money was equal to straight M88A. Once I got 73NA the real world gain materialized in the form GSs. The seniority caused the QOL to suffer but the pay was greater by the ratio. I have worked less when able as a result of the pay bump but not as little as I did before. So more pay and more work but still as little as possible. Now averaging 12 days a month vs. 6 and clearing only 1.3x in pay.
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