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Old 12-06-2022, 09:27 AM
  #121  
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Originally Posted by tunes
nope, as is, your 2023 will be at 2019 rates until ratified.
That seems odd. Why would 2023 be excluded?
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Old 12-06-2022, 09:29 AM
  #122  
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Originally Posted by MJP27
That seems odd. Why would 2023 be excluded?
That is something I do wonder, because the company and mediator at least had an idea on the timeline of "no faster than 52 days from the time MEC gets TA for review" (7 days to look at it, and 45 days IF they vote to shorten MEMRAT)
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Old 12-06-2022, 09:36 AM
  #123  
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Originally Posted by tunes
nope, as is, your 2023 will be at 2019 rates until ratified.
But during that time the company understands they’ll get 18-24% less effort, 18-24% less good will and 18-24% more sick calls above historic norms. 18-24% more legs will be flown at cost index 200, APUs will run 18-24% more hours and NPS will probably be down 18-24%.
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Old 12-06-2022, 09:37 AM
  #124  
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Originally Posted by tunes
nope, as is, your 2023 will be at 2019 rates until ratified.
Was this done knowing full well it would create a void zone, or is it something that might be side-lettered as an oversight?
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Old 12-06-2022, 10:04 AM
  #125  
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Originally Posted by CX500T
That is something I do wonder, because the company and mediator at least had an idea on the timeline of "no faster than 52 days from the time MEC gets TA for review" (7 days to look at it, and 45 days IF they vote to shorten MEMRAT)


Originally Posted by dragon
Seems like a side letter to make everything back date to Jan 1 might be in order, provided the agreement passes. This could be a significant turd in the punchbowl.


Originally Posted by MJP27
That seems odd. Why would 2023 be excluded?


Originally Posted by TruNorth
Was this done knowing full well it would create a void zone, or is it something that might be side-lettered as an oversight?


Negotiators said they asked and the company said absolutely not, it will be DOS


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Old 12-06-2022, 10:11 AM
  #126  
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Originally Posted by tunes
Negotiators said they asked and the company said absolutely not, it will be DOS


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I guess same goes for hats then?
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Old 12-06-2022, 10:13 AM
  #127  
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Originally Posted by TED74
But during that time the company understands they’ll get 18-24% less effort, 18-24% less good will and 18-24% more sick calls above historic norms. 18-24% more legs will be flown at cost index 200, APUs will run 18-24% more hours and NPS will probably be down 18-24%.
and 1,000% more hours banked for future use
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Old 12-06-2022, 10:18 AM
  #128  
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Good point. A few rounds of contract education emails should go out focusing on how to exercise these provisions. It’s just business, right?
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Old 12-06-2022, 01:07 PM
  #129  
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Originally Posted by Trip7
JMHO, provided there are no unsuspected bombs in the TA final language, we should take the QOL and run. The downside far exceeds any additional upside

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^^^^ F U D ^^^^
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Old 12-06-2022, 01:17 PM
  #130  
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Originally Posted by MJP27
That seems odd. Why would 2023 be excluded?
I'll take panic and capitulation for $1000 Alex.
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