Eagle MEC email with PSA TA lowlights
09-09-2013, 05:36 AM
#62
Gets Weekends Off
Joined APC: Mar 2010
Posts: 1,951
Threats and intimidation didn't make the Pinnacle pilots vote no, and it won't make the PSA pilots vote no. I predict it passes 60-80%.
All that can be said is read between the lines and consider every possible outcome of every clause before you decide. From what I've heard this thing is so full of loopholes favorable to the company that you may as well just decertify and go without a contract. Good luck.
All that can be said is read between the lines and consider every possible outcome of every clause before you decide. From what I've heard this thing is so full of loopholes favorable to the company that you may as well just decertify and go without a contract. Good luck.
09-09-2013, 05:59 AM
#63
Underpaid...
Joined APC: Nov 2010
Position: French-Canadian
Posts: 2,101
Threats and intimidation didn't make the Pinnacle pilots vote no, and it won't make the PSA pilots vote no. I predict it passes 60-80%.
All that can be said is read between the lines and consider every possible outcome of every clause before you decide. From what I've heard this thing is so full of loopholes favorable to the company that you may as well just decertify and go without a contract. Good luck.
All that can be said is read between the lines and consider every possible outcome of every clause before you decide. From what I've heard this thing is so full of loopholes favorable to the company that you may as well just decertify and go without a contract. Good luck.
09-09-2013, 06:04 AM
#64
Gets Weekends Off
Joined APC: Jan 2008
Posts: 1,369
Threats and intimidation didn't make the Pinnacle pilots vote no, and it won't make the PSA pilots vote no. I predict it passes 60-80%.
All that can be said is read between the lines and consider every possible outcome of every clause before you decide. From what I've heard this thing is so full of loopholes favorable to the company that you may as well just decertify and go without a contract. Good luck.
All that can be said is read between the lines and consider every possible outcome of every clause before you decide. From what I've heard this thing is so full of loopholes favorable to the company that you may as well just decertify and go without a contract. Good luck.
ALPA needs to learn to integrate groups at longevity / seniority steps that credit work done for companies we shut down. Otherwise getting enough no voters is futile.
09-09-2013, 06:15 AM
#65
Gets Weekends Off
Joined APC: Mar 2010
Posts: 1,951
What are you talking about? Both the company and ALPA threatened our jobs. The judge had said that Pinnacle only needed to modify a few things to get the bankruptcy agreement approved. The union said that they weren't going back to court. Delta was going to shut us down.
ALPA needs to learn to integrate groups at longevity / seniority steps that credit work done for companies we shut down. Otherwise getting enough no voters is futile.
ALPA needs to learn to integrate groups at longevity / seniority steps that credit work done for companies we shut down. Otherwise getting enough no voters is futile.
09-09-2013, 07:51 AM
#66
Gets Weekends Off
Joined APC: Jan 2008
Posts: 1,369
No, I was referring to individual pilots threatening jumpseat denials and blackballs. Lee Moak screwed you guys, then despicably, lined his cronies pockets with profit sharing from the money it saved Delta. Which set the example for US Air and every other to follow.
Our Chair is worried about 13 year CA pay, not 7 year FO pay. He also claims it'll help us upgrade.
Since when has an airline done any more than the contractual minimum. Assuming all Endeavor pilots can pass the one day DAL interview, at a minimum of 144 per year (well a max to DAL that's for sure), FOs will have to wait over 10 years to get a chance for the SSP (if it exists by then). 16 years at a regional. Lifers are pathetic, and 16 is pretty freakin' close to that. Thanks Phil Trenary, for grenading a solid regional CPA.
We need to stop worrying about the career regional guys. They are the failures, and the guys trying to make a living wage before moving on suffer.
Our old JCBA gave 125% of 12.5% for 401k. Completely unnecessary and top heavy.
I'd like to see a 401k system much like in the white collar field where contributions from the company are the same percentage and vesting schedule for the new guy and the old guy. The only difference should be that the new guy doesn't get as much because his pay rate is a new hire rate while the old guy has longevity / COLA (and in white collar, performance based) raises.
CAs at regionals should never make 100s of dollars per hour thanks to the evisciration of FO wages.
09-09-2013, 08:06 AM
#67
Gets Weekends Off
Joined APC: Jan 2013
Posts: 1,648
As long as our top guys have a preferential interview, no college degree required - that's all that counts.
Our Chair is worried about 13 year CA pay, not 7 year FO pay. He also claims it'll help us upgrade.
Since when has an airline done any more than the contractual minimum. Assuming all Endeavor pilots can pass the one day DAL interview, at a minimum of 144 per year (well a max to DAL that's for sure), FOs will have to wait over 10 years to get a chance for the SSP (if it exists by then). 16 years at a regional. Lifers are pathetic, and 16 is pretty freakin' close to that. Thanks Phil Trenary, for grenading a solid regional CPA.
We need to stop worrying about the career regional guys. They are the failures, and the guys trying to make a living wage before moving on suffer.
Our old JCBA gave 125% of 12.5% for 401k. Completely unnecessary and top heavy.
I'd like to see a 401k system much like in the white collar field where contributions from the company are the same percentage and vesting schedule for the new guy and the old guy. The only difference should be that the new guy doesn't get as much because his pay rate is a new hire rate while the old guy has longevity / COLA (and in white collar, performance based) raises.
CAs at regionals should never make 100s of dollars per hour thanks to the evisciration of FO wages.
Our Chair is worried about 13 year CA pay, not 7 year FO pay. He also claims it'll help us upgrade.
Since when has an airline done any more than the contractual minimum. Assuming all Endeavor pilots can pass the one day DAL interview, at a minimum of 144 per year (well a max to DAL that's for sure), FOs will have to wait over 10 years to get a chance for the SSP (if it exists by then). 16 years at a regional. Lifers are pathetic, and 16 is pretty freakin' close to that. Thanks Phil Trenary, for grenading a solid regional CPA.
We need to stop worrying about the career regional guys. They are the failures, and the guys trying to make a living wage before moving on suffer.
Our old JCBA gave 125% of 12.5% for 401k. Completely unnecessary and top heavy.
I'd like to see a 401k system much like in the white collar field where contributions from the company are the same percentage and vesting schedule for the new guy and the old guy. The only difference should be that the new guy doesn't get as much because his pay rate is a new hire rate while the old guy has longevity / COLA (and in white collar, performance based) raises.
CAs at regionals should never make 100s of dollars per hour thanks to the evisciration of FO wages.
09-09-2013, 08:14 AM
#68
Gets Weekends Off
Joined APC: Mar 2010
Posts: 1,951
Assuming that regional lifers are "failures" is absolutely ridiculous. For alot of people QOL at a regional is better than at a mainline. If the regional becomes a viable career option it drives more flying to the mainline due to lack of cost saving from outsourcing. If your goal is to transfer to a legacy carrier accepting substandard wages and benefits based on the idiotic "stepping stone" theory is completely counterproductive to your goals.
I would hate to be a lifer at a regional, more than 10 years from retirement, with no other options right now.
09-09-2013, 08:32 AM
#69
Gets Weekends Off
Joined APC: Jun 2008
Position: Reclined
Posts: 2,168
What are you talking about? Both the company and ALPA threatened our jobs. The judge had said that Pinnacle only needed to modify a few things to get the bankruptcy agreement approved. The union said that they weren't going back to court. Delta was going to shut us down.
ALPA needs to learn to integrate groups at longevity / seniority steps that credit work done for companies we shut down. Otherwise getting enough no voters is futile.
ALPA needs to learn to integrate groups at longevity / seniority steps that credit work done for companies we shut down. Otherwise getting enough no voters is futile.
now AMR admitts the E-145's will be around for several years more than originally anticipated.
stop falling for management fear tactics. Fear is all they have.
The company HAS to make money to succeed. That means replacing fleets when needed. In Eagle's case, they're paying less than half what everybody else is paying for their EMB's... hence the things just became even more profitable again. If they can scare a bunch of fools into concessions for planes they HAVE TO BUY ANYWAY, then that just helps their bottom line, provides bigger bonus checks, and makes creditors and Wall St happier.
Stop playing their game. The company doesn't run without you.
09-09-2013, 08:34 AM
#70
Gets Weekends Off
Joined APC: Jun 2008
Position: Reclined
Posts: 2,168
Haven't you been paying attention? 5 years ago, regionals were an acceptable career destination for those you describe. Now, every regional is facing massive concessions (particularly pay caps that destroy lifer pay), or parking of 50 seaters resulting in massive shrinkage.
I would hate to be a lifer at a regional, more than 10 years from retirement, with no other options right now.
I would hate to be a lifer at a regional, more than 10 years from retirement, with no other options right now.
It's the only card they have to play; fear. They do it together against their labor groups.
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