Pilotfo64

If u are an er flyer like your handle, and you are an FO, you would be insane to vote for this TA considering all the training ahead. See the thread "Why all FO's must vote NO!" And that doesn't even consider the other concessions and pay raises via 3.b.4

ERflyer

Other employees must receive raises in order to trigger 3.B.4.
Without this TA their raises will be their increasing profit sharing and not regular % raises. Thus 3.B.4 will not give us a raise.

Hanging your future on 3.B.4 is a very weak strategy.

gloopy

I still think 3B4 will continue to pay out. Maybe not every calendar year but every 18 months and it will average out about the same over time. But even if it doesn't, the cost of the concessions IMO far exceeds 3% per year.

Pilotfo64

I don't know how but u missed my main point.
1. U didn't answer my question concerning if you are an fo.
2. 3.b4 will be triggered because RA can't afford to have other emoloyees unionize. So has no choice but to give them raises.
3. C2012 is better than C2015 even without the raises because of the onerous concessions.
4. Do you work for dalpa. You sure sound like it.

notEnuf

It's called a precedent for a reason, it is the first and precedes the rest. 3.B.4. will pay in 2017 and 2018 if not sooner. I could explain it again but we've all heard it unless you weren't listening. Shall I?

MOTOJOE

Can I scream. Ahhhhhhhhh. What's the deal with you guys and negotiations. You sound like scared chicken little. The sky is falling the sky is falling. You will always get a better deal it's just negotiations,just business. Do you think delta doesn't fight for better lease deals etc. your kid negotiates with you every day! This TA STINKS. please send it back. For those of you with a long career here, you need to show that you can fight. Or I feel very sorry for you and your next contracts.

MrBojangles

all the yes voters only care about money-there's no other possible way to vote yes if you actually read the other parts of the TA

ghilis101

Section 3B2 (pay tables) is 8 pages. Why would anyone want to take the time to read the additional 554 pages of our contract (555 if you count the front cover). Its just a bunch of useless fluff, you know like work rules, stuff about our medical privacy, how bidding works, some complicated profit sharing formula... you know, stuff that doesn't matter.

ERflyer

Perhaps the most problem I've had with this TA are the sick leave changes.

There are sick leave concessions as have been discussed repeatedly on this forum. After learning more about the new sick leave policy it is not nearly as bad as I first thought. Not as good as now but not unreasonable.

Sick leave enhancements balance concessions somewhat. 60 days of FAA leave have been added. While there are a number of qualifications, one is not docked for sick leave while awaiting clearance from the FAA after 15 days. This is a net improvement from the current TA.

Additionally, there is a new disability account that will pay on top of LTD after DPMA has been exhausted, up to 40 hours - 50% of unused sick leave up to 80 hours. It could increase your pay closer to full pay for a longer time.

As far as any sick leave verification and medical release issues involved: they have been well explained and clarified in NN 15-09 FAQ, NN 15-04 Sick Leave, and Contrails 25 Safeguards and Security of Medical Information. Still, as I have learned, more detail is in the TA itself.

The bottom line is that there are more precise rules for verification. But, if you're sick you're sick. Also, if you have surgery, break a bone, or have a hospital stay then verification and medical release is not required. This would seem to cover much, not all, of long term sick leave use.

Sick leave, in summary, is a concession with a few enhancements as well as safeguards that have been clarified. It will be harder to "cheat" the system but if you're actually sick one has protection. We are public transportation pilots and as such our medical history is more open. In light of recent events they will become more open, not less, at least to your employer and the FAA.

gloopy

So you're outside the 14 in a rolling 365 and you get a 100% legitimate sickness/condition, are no longer IMSAFE, but a condition that can't (or probably can't) be verified by a potentially hostile third party, but you're required to verify it anyway, but you can't.

If your verification can't verify, your "specific illness" records check (whatever that is even supposed to be for) won't be able to either.

Now what?