More great news at Envoy!
09-17-2014, 08:08 AM
#281
Gets Weekends Off
Joined APC: Apr 2008
Posts: 255
Key word there.
The line doesn't stop when you move on to the majors, nor is it imaginary or glamorous. This is a training ground for the union busting war going on at the majors.
How did PDT and PSA do? You can't change the past, but you can learn from your mistakes and get ready for the future war.
How did PDT and PSA do? You can't change the past, but you can learn from your mistakes and get ready for the future war.
09-17-2014, 08:16 AM
#282
Gets Weekends Off
Joined APC: Jul 2008
Position: Left
Posts: 1,809
Key word there.
The line doesn't stop when you move on to the majors, nor is it imaginary or glamorous. This is a training ground for the union busting war going on at the majors.
How did PDT and PSA do? You can't change the past, but you can learn from your mistakes and get ready for the future war.
The line doesn't stop when you move on to the majors, nor is it imaginary or glamorous. This is a training ground for the union busting war going on at the majors.
How did PDT and PSA do? You can't change the past, but you can learn from your mistakes and get ready for the future war.
Regional vs mainline is a very very very different landscape when it comes to negotiations. You post intelligently, I know you are aware of that situation.
I understand the hard feelings coming from Eagle guys but you can't sit here and tell me that someone who voted yes to preserve their job at a WHOLLY OWNED regional is then going to head to mainline and try to vote in concessions.
The "line" at the regional level is, unfortunately, imaginary. I agree that it very much does exist at the mainline level. Regional unions simply do not have the leverage that mainline unions enjoy, especially in the case of a wholly owned regional.
09-17-2014, 08:25 AM
#283
Gets Weekends Off
Joined APC: Aug 2014
Posts: 531
No regional has any leverage at all. Even with this "shortage" regional pilots are still in a take it or leave it position. Regionals are going to shrink faster than mainline is going to hire so there will still be enough pilots to cover the schedule for at least 5 more years. The only group with leverage with regards to raising regional pay is the mainline unions and I do not expect them to use any negotiating capital attempting to do so. Ten years from now may be a different story but this mythical leverage does not exist. Even if PSA and PDT said no the planes would just go to Mesa, Republic, and GoJet which already have low cost CBAs and yes they would be staffed just fine. You guys are living in a dream world where everyone says no and then magically we all get a 50% raise, it is not going to happen and ALPA national knows this. Unfortunately some individual MECs do not quite understand.
09-17-2014, 08:27 AM
#284
Gets Weekends Off
Joined APC: Aug 2005
Posts: 3,707
The "line" is a lot different at the major level.
Regional vs mainline is a very very very different landscape when it comes to negotiations. You post intelligently, I know you are aware of that situation.
I understand the hard feelings coming from Eagle guys but you can't sit here and tell me that someone who voted yes to preserve their job at a WHOLLY OWNED regional is then going to head to mainline and try to vote in concessions.
The "line" at the regional level is, unfortunately, imaginary. I agree that it very much does exist at the mainline level. Regional unions simply do not have the leverage that mainline unions enjoy, especially in the case of a wholly owned regional.
Regional vs mainline is a very very very different landscape when it comes to negotiations. You post intelligently, I know you are aware of that situation.
I understand the hard feelings coming from Eagle guys but you can't sit here and tell me that someone who voted yes to preserve their job at a WHOLLY OWNED regional is then going to head to mainline and try to vote in concessions.
The "line" at the regional level is, unfortunately, imaginary. I agree that it very much does exist at the mainline level. Regional unions simply do not have the leverage that mainline unions enjoy, especially in the case of a wholly owned regional.
09-17-2014, 08:38 AM
#285
Gets Weekends Off
Joined APC: Sep 2013
Posts: 2,450
This past vote yes. First BK and and when ALPA National was whipsawing all three WO's I voted no.
All cases are different. Get over yourself.
09-17-2014, 08:41 AM
#286
Gets Weekends Off
Joined APC: Apr 2010
Posts: 611
Key word there.
The line doesn't stop when you move on to the majors, nor is it imaginary or glamorous. This is a training ground for the union busting war going on at the majors.
How did PDT and PSA do? You can't change the past, but you can learn from your mistakes and get ready for the future war.
The line doesn't stop when you move on to the majors, nor is it imaginary or glamorous. This is a training ground for the union busting war going on at the majors.
How did PDT and PSA do? You can't change the past, but you can learn from your mistakes and get ready for the future war.
09-17-2014, 08:42 AM
#287
Gets Weekends Off
Joined APC: Jul 2008
Position: Left
Posts: 1,809
A pilot constructively analyzing a situation and deciding which course of action is best is not weak.
Making a living and providing for a family is not weak.
No one at PDT or PSA asked to be placed in their respective situations which essentially amounted to the "rock and a hard place" argument. Making that tough decision and still acting like a professional was just about the antithesis of weak.
You guys were all full of (false)bravado while shouting "burn it down." Well, the fire has started and now you are all whining about it on the internet and boasting about useless jumpseat wars. Which group is weak again?
09-17-2014, 09:03 AM
#289
Line Holder
Joined APC: Sep 2014
Posts: 84
He talked a lot about how they are excited about a CFI to regional to major type flow. I understand most are against it. Also talked a lot about how wholly owned are very important to them. I didn't have the nuts to ask why they are giving planes away from their wholly owned carrier. 
Super nice guy with a shiny Rolex!
Super nice guy with a shiny Rolex!
09-17-2014, 09:04 AM
#290
Gets Weekends Off
Joined APC: Apr 2008
Posts: 255
CONSULTANTS
JERRY
GLASS
Jerry rejoined the consulting firm in October 2005, after serving as executive vice president and chief human resources officer at US Airways from April 2002 until September 2005.
At US Airways, Jerry had overall responsibility for labor relations, human resources, policy and compliance, benefits, compensation, recruiting, and corporate learning and development. Prior to founding J. Glass & Associates, F&H Solutions Group’s predecessor, Jerry served from 1980 to 1989 with the Airline Industrial Relations Conference, the labor policy and information exchange organization of U.S. scheduled airlines, holding several senior positions, including vice president, secretary-treasurer and director, labor relations research. He reported to the chief executive officers and chief labor relations officers of 22 airlines. He was responsible for keeping members abreast of changes in labor agreements, contract negotiations and trends in collective bargaining. Jerry produced materials used by senior management and their staff to assess intra-industry developments in pay, benefits and working conditions
Marc Esposito being named 'Vice President - Labor and Value Relations' at JetBlue. He was previously a partner at the Atlanta office of Ford and Harrison.
Michael Campbell is executive vice president – Human Resources and Labor Relations at Delta
Mike joined Delta in 2006 from the Atlanta-based law firm Ford & Harrison LLP, where he was a founding partner and provided labor counsel to Fortune 500 companies for 25 years. He also held a similar position at Continental Airlines where, for six of his eight years there, Fortune Magazine selected the company among the 100 Best Places to Work.
Mike joined Delta in 2006 from the Atlanta-based law firm Ford & Harrison LLP, where he was a founding partner and provided labor counsel to Fortune 500 companies for 25 years. He also held a similar position at Continental Airlines where, for six of his eight years there, Fortune Magazine selected the company among the 100 Best Places to Work.
F&H Solutions Group (FHSG) is a national consulting firm specializing in human resources and labor relations matters.
Labor costs can account for up to 70 percent of all operating expenses at companies with unionized employees. We help employers remain competitive by minimizing labor costs and maximizing productivity.
Today, unions have become increasingly more sophisticated in negotiating collective bargaining agreements while companies continually face the pressure of increased labor costs. Managing these costs is one of the keys to building a successful and profitable business.
Labor costs can account for up to 70 percent of all operating expenses at companies with unionized employees. We help employers remain competitive by minimizing labor costs and maximizing productivity.
Today, unions have become increasingly more sophisticated in negotiating collective bargaining agreements while companies continually face the pressure of increased labor costs. Managing these costs is one of the keys to building a successful and profitable business.
The tactics have been working on the regional level lately because pilots believe its a means to an end. What they don't see is that its just going to follow them for the rest of their careers. The decisions they make now DO effect them in the future.
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