Republic's FO Pay Increase
03-09-2012, 02:56 PM
#32
Gets Weekends Off
Joined APC: Jun 2008
Posts: 939
This happened at Pinnacle, except the union rejected it, and it created an enormous amount of bad feelings towards the union.
If the company wants to pay anyone more than they are entitled to, let them. It's not going to have any influence on contract negotiations. Most the the union are lifer captains anyways who don't give a crap about FO's.
If the company wants to pay anyone more than they are entitled to, let them. It's not going to have any influence on contract negotiations. Most the the union are lifer captains anyways who don't give a crap about FO's.
If this is true, and you guys have been in negotiations since 2007 according to this website, why in the world would your union give up such a HUGE piece of leverage? If your CEO is willing to give your F/O's a pay raise, unilaterally, for nothing in return, that must mean he is in some sort of a desperate situation. That's leverage for a union that hasn't had a contract in years. One would think the union would say, screw you, you can't make unilateral changes to the contract, and send it for expedited grievance.
The union then tells the company that they would be happy to discuss higher F/O rates as part of a complete collective bargaining agreement, and we're ready to send a comprehensive agreement for ALL of our pilots "tomorrow" when you slide an appropriate one across the table.
If the union allows the company band-aids as needed, what impetus does the company have to ever finish a contract? There has to be more to this story?
The union then tells the company that they would be happy to discuss higher F/O rates as part of a complete collective bargaining agreement, and we're ready to send a comprehensive agreement for ALL of our pilots "tomorrow" when you slide an appropriate one across the table.
If the union allows the company band-aids as needed, what impetus does the company have to ever finish a contract? There has to be more to this story?
^^^^THIS 9easy.....
Last edited by IBPilot; 03-09-2012 at 03:11 PM.
03-09-2012, 04:52 PM
#33
Gets Weekends Off
Joined APC: Jan 2008
Position: blueJet
Posts: 4,525
Same thing at Comair in 2007/2008. Company wanted to offer signing bonuses for year one guys. ALPA said sure, but first tell us what you're offering for years 2-18. Comair backed down.
03-10-2012, 01:34 AM
#36
Gets Weekends Off
Joined APC: Dec 2007
Position: B-73N FO
Posts: 532
Currently the company is desperate to get new butts in the seats, and no one wants to come here. They need to raise the FO pay rate in order to attract new blood. They can easily attract new folks by negotiating in good faith and getting us a new contract that's worth a damn.
If they are allowed to just impliment a pay raise for FO's, any incentive that the company has to get this contract done in a timely manner is gone. This contract is about a LOT more than just payrates.
03-10-2012, 01:48 AM
#37
Gets Weekends Off
Joined APC: Dec 2011
Position: NA
Posts: 110
I know how you feel.
03-10-2012, 04:39 AM
#38
Gets Weekends Off
Thread Starter
Joined APC: Aug 2011
Position: Driving a Bus for Recreational Pleasure.
Posts: 544
Everybody talks about leverage, but last time I checked if the company wants to give up something, ie. pay raise, without union giving up something in return, then I see it as a win for the union. Do I think the wages are justified for what the pilot's fly? Yes and no. $30 starting out is on the right track. When I started in this business it was $19 and $21. The mid and upper pay doesn't reflect what the pilot's fly. I think the union can get that bumped up in negotiations.
Another thing to remember is that RAH is short staffed. Min Reserve coverage prevents line holders from trading and dropping trips. If this attracts more pilots and beefs up the numbers then maybe the QOL window might improve a little bit.
Yes, this is an act against the contract, but someone tell me of an airline that ever followed their contract entirely. It was always do it and grieve it. I'm curious as to what the NMB and mediator are going to say about it. I've done some research and I don't think a union has ever faced a situation like this.
Another thing to remember is that RAH is short staffed. Min Reserve coverage prevents line holders from trading and dropping trips. If this attracts more pilots and beefs up the numbers then maybe the QOL window might improve a little bit.
Yes, this is an act against the contract, but someone tell me of an airline that ever followed their contract entirely. It was always do it and grieve it. I'm curious as to what the NMB and mediator are going to say about it. I've done some research and I don't think a union has ever faced a situation like this.
03-10-2012, 06:33 AM
#39
Line Holder
Joined APC: Aug 2007
Position: looking for both
Posts: 36
Everybody talks about leverage, but last time I checked if the company wants to give up something, ie. pay raise, without union giving up something in return, then I see it as a win for the union. Do I think the wages are justified for what the pilot's fly? Yes and no. $30 starting out is on the right track. When I started in this business it was $19 and $21. The mid and upper pay doesn't reflect what the pilot's fly. I think the union can get that bumped up in negotiations.
Another thing to remember is that RAH is short staffed. Min Reserve coverage prevents line holders from trading and dropping trips. If this attracts more pilots and beefs up the numbers then maybe the QOL window might improve a little bit.
Yes, this is an act against the contract, but someone tell me of an airline that ever followed their contract entirely. It was always do it and grieve it. I'm curious as to what the NMB and mediator are going to say about it. I've done some research and I don't think a union has ever faced a situation like this.
Another thing to remember is that RAH is short staffed. Min Reserve coverage prevents line holders from trading and dropping trips. If this attracts more pilots and beefs up the numbers then maybe the QOL window might improve a little bit.
Yes, this is an act against the contract, but someone tell me of an airline that ever followed their contract entirely. It was always do it and grieve it. I'm curious as to what the NMB and mediator are going to say about it. I've done some research and I don't think a union has ever faced a situation like this.
This company does not give up anything for nothing. We are short staffed, and have been for the past few years. This is not something that just happened, and our QOL is all of a sudden suffering. To allow them to go forward with this, especially without a LOA, does mean we don't get a new contract for who knows how long. And if we agreed to this via a LOA, the company get's in new bodies while not really giving their current pilots much of a raise, or improvements in any other area. Far from industry standard from the equipment we fly.
90% + of pilots at Republic see right though this sham, and will not accept it one way or the other. We want a new contract, not another band aid.
As far as new hires go. This is my recommendation to anyone interested in applying. Don't apply, and don't come here until we have a new contract. The company is already having a very hard time filling classes, ergo the attempt at new pay rates with a great improvement on 1st year pay, not so much elsewhere. This is a huge breach of contract, now just imagine the other things they pull at this place. We are loosing pilots daily, and with no back fill a new contract with an overall improvement is just around the corner. Another fact to ponder. If you were to get hired, thinking you'll make $30 an hour, remember that this is not contractual. This means the company can change, and or will be forced to change those pay rates shortly.
To any who may argue, "it's easy for you to say don't apply when you have a job there, or why don't you leave if you don't like it?" I, and every other FO at Republic, have my resume out to every place that is not a lateral movement. I'm only a 3rd year FO, so it's much harder for me to get an interview with my time when you have 4, 5, and 6 year FO's leaving for the same jobs. Trust me though, I am trying.
Last edited by SSMR13; 03-10-2012 at 07:27 AM.
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