etflies

If you don't have a silver bullet, a job fair is your best bet. People get called without either but it doesn't happen often.

GangtaMoose

okay thanks and to clarify vacation conflicts are dropped with full pay protection for any trip that touched the vacation week? also i assume your monthly minimum is 75 hrs so for monthly transition without credit protection, worst case would be you have to add a trip to bring yourself back to 75 hrs?

phoenix 23684

Yes to vacation. Guaranteed is 75 hours, but you can go down to 70 hours. I should correct myself, you get super seniority if a conflict drops you below 70 I think. You can drop down on your own to 50 hours I believe, but must get back up to at least 70 hours.

OpenClimb

The correct answer to the vacation question is NO. We do not have trip-touching as it is known by many other carriers. Your schedule will be adjusted to remove trips that fall within your vacation period. If a day of your scheduled vacation touches a trip **that never returns to your domicile** then the trip will be dropped and will be pay protected.

A concrete example:

You are DEN based. Your vacation week covers the 5th through the 11th. There is a 4- day trip on your awarded schedule that starts on the 10th. If that trip leaves Denver and never passes through Denver again until the final leg on Day 4 (the 13th of the month), the entire trip will be dropped and you'll be pay protected for all of it. If, however, the trip passes through Denver on the 12th, you'll have to rejoin the trip.

This is a long-winded example showing that we do NOT have trip touching for vacations. We have trip-touching-unless-the-pairing-passes-through-your-domicile trip touching.

Qotsaautopilot

Those pay rates posted as the NC proposal are an embarrassment considering today's market. They also set a dangerous precedent for us at spirit and going into a merger, putting up a proposal like that should have the entire NC fired. Am I missing something here?

monkeybrains

I would say you definitely are. The proposal the NC submitted to the company is an interim rate that will be in place during negotiations. It is a function of LOA 67 and has nothing to do with negotiations. There will be pay increases above the interim rates ( if the company signs off, which is a big if) Now look, we have a long way to go and I hope the NC will have the stones to stand up to the company when push comes to shove, but the way I understand it, this is a temporary rate put in place while the NC negotiates a new contract, for me, the new rates equate to a 40k increase during negotiations which doesn't suck, and if the company balls, they are going to use that as an argument for retro. Personally, I have no complaints with the NC to date.

Aero1900

That's exactly right. Do not confuse the pay rate table posted a page or two back with our goals for our new contract. Frontier pilots signed an LOA back in 2011 during bankruptcy that said following 2 years of profitability, pay rates snap back and then we negotiate further pay raises. It is totally separate from a future contract. I fully support what the negotiating committee is doing.

Qotsaautopilot

So that's a snap back to your previous rates? If so what's to propose? Don't they snap back to a scale that was already negotiated years ago? What's loa 67? Sorry for being ignorant.

sulkair

There were a series of automatic 'snap-backs' that happened, will continue to happen under a sustained period of profitability. These bumps were fairly meager.

In addition to these automatic pre-defined snap-backs, the company also agreed to negotiate further 'restored' upward pay adjustments. i.e. a whole new set of pay rates if business became profitable. The rates you saw are the union's proposal under this agreement. It is entirely separate from section 6.

Qotsaautopilot

When you say management agreed do you mean a previous management or the current Franke and co