Eagle TA independent view.
03-27-2014, 12:41 PM
#53
Gets Weekends Off
Joined APC: Jul 2008
Position: Left
Posts: 1,809
Welcome to AA where they will violate the contract. You will grieve it and 10 yrs later you might win.
What if they send interviews and decide not to hire a single PSA guy? You will be stuck at PSA with your pay frozen.
Of course violating the contract is not out of the question but that is true with any contract.
Bzzt's scenario is way more likely to happen than yours.
03-27-2014, 12:53 PM
#54
Gets Weekends Off
Joined APC: Aug 2005
Posts: 3,707
one half the new hire slots are L-eagle with minimum transfer to aa at 20 a month, but the one half slots no filled by L-eagle pilots is owned by said pilots withheld, this is the 824. after the 824 it is 50% of new hires at 25 a month minimum. most of this is due to arbitration and latter is current cba at L-eagle.
PSA gets preferred interview and management decides which 4 per month can have a job at US airways and you can be withheld for up to 12 months with no retroactive seniority of benefits.
I believe that explains both sides as is current.
PSA gets preferred interview and management decides which 4 per month can have a job at US airways and you can be withheld for up to 12 months with no retroactive seniority of benefits.
I believe that explains both sides as is current.
03-27-2014, 01:05 PM
#55
Gets Weekends Off
Joined APC: Jun 2008
Position: CRJ
Posts: 309
one half the new hire slots are L-eagle with minimum transfer to aa at 20 a month, but the one half slots no filled by L-eagle pilots is owned by said pilots withheld, this is the 824. after the 824 it is 50% of new hires at 25 a month minimum. most of this is due to arbitration and latter is current cba at L-eagle.
PSA gets preferred interview and management decides which 4 per month can have a job at US airways and you can be withheld for up to 12 months with no retroactive seniority of benefits.
I believe that explains both sides as is current.
PSA gets preferred interview and management decides which 4 per month can have a job at US airways and you can be withheld for up to 12 months with no retroactive seniority of benefits.
I believe that explains both sides as is current.
03-27-2014, 01:59 PM
#58
Gets Weekends Off
Joined APC: Jan 2013
Posts: 1,648
Edit: That probably won't matter til the SLI between AA and US which is going to take an incredibly long time. I doubt my scenario will ever come to pass.
03-27-2014, 02:07 PM
#59
Banned
Joined APC: Mar 2014
Posts: 787
If our vote passes the interesting situation will be if only 360 are hired at AA in a year. Contractually that would mean all 360 would be from Eagle but they're also required to hire a portion of PSA guys.
Edit: That probably won't matter til the SLI between AA and US which is going to take an incredibly long time. I doubt my scenario will ever come to pass.
Edit: That probably won't matter til the SLI between AA and US which is going to take an incredibly long time. I doubt my scenario will ever come to pass.
That takes precedent over PSA's 4 per month. For PSA's 4 to get class dates AA would need to hire over the above numbers. Otherwise Eagle's flow trumps it.
It was specifically said that Eagle's flow made certain people at PSA "very angry" .
03-27-2014, 02:09 PM
#60
Gets Weekends Off
Joined APC: Jan 2013
Posts: 1,648
This was addressed on the conference call today. The first 30 AA hires per month have to be from Eagle and/or 100% up to 360.
That takes precedent over PSA's 4 per month. For PSA's 4 to get class dates AA would need to hire over the above numbers. Otherwise Eagle's flow trumps it.
It was specifically said that Eagle's flow made certain people at PSA "very angry" .
That takes precedent over PSA's 4 per month. For PSA's 4 to get class dates AA would need to hire over the above numbers. Otherwise Eagle's flow trumps it.
It was specifically said that Eagle's flow made certain people at PSA "very angry" .
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