Spirit of NKS, Part IV
02-07-2017, 05:48 AM
#72
Gets Weekends Off
Joined APC: Nov 2015
Posts: 1,542
The lady asked about why the Union wnated to talk to investors and why this contract is taking so long. Bumbling Bob said our ask Keeps going up (yeah, no **** that's because everyone keeps signing new deals, including Hawaiian which has AIP) He said we are getting to the money items now and we will "get big raises" but our current contract is "unproductive". (Yeah, who builds the pairings with one leg genius?).
He said our current contract was negotiated "12-14 years ago", lol and if we want comparative pay we will need comparative work rules". SO THERE YA GO, IF OUR WORK RULES MIRROR THAT OF ANY LEGACY, I EXPECT LEGACY PAY, THAT IS WHAT BOB JUST SAID.
The women also asked if we are having problems arratcting Pilots, Bobs reply "we are happy with our hiring". Yeah, sure you are, too bad you failed to mention lowering of minimums and an increased attrition
One last thing, if Bob thinks we are willing to take AA work rules for JB pay, he's out of his fng mind
Last edited by Chimpy; 02-07-2017 at 06:02 AM.
02-07-2017, 06:13 AM
#73
Banned
Joined APC: Feb 2014
Posts: 285
They specifically said "excluding open labor negotiations "
The lady asked about why the Union wnated to talk to investors and why this contract is taking so long. Bumbling Bob said our ask Keeps going up (yeah, no **** that's because everyone keeps signing new deals, including Hawaiian which has AIP) He said we are getting to the money items now and we will "get big raises" but our current contract is "unproductive". (Yeah, who builds the pairings with one leg genius?).
He said our current contract was negotiated "12-14 years ago", lol and if we want comparative pay we will need comparative work rules". SO THERE YA GO, IF OUR WORK RULES MIRROR THAT OF ANY LEGACY, I EXPECT LEGACY PAY, THAT IS WHAT BOB JUST SAID.
The women also asked if we are having problems arratcting Pilots, Bobs reply "we are happy with our hiring". Yeah, sure you are, too bad you failed to mention lowering of minimums and an increased attrition
One last thing, if Bob thinks we are willing to take AA work rules for JB pay, he's out of his fng mind
The lady asked about why the Union wnated to talk to investors and why this contract is taking so long. Bumbling Bob said our ask Keeps going up (yeah, no **** that's because everyone keeps signing new deals, including Hawaiian which has AIP) He said we are getting to the money items now and we will "get big raises" but our current contract is "unproductive". (Yeah, who builds the pairings with one leg genius?).
He said our current contract was negotiated "12-14 years ago", lol and if we want comparative pay we will need comparative work rules". SO THERE YA GO, IF OUR WORK RULES MIRROR THAT OF ANY LEGACY, I EXPECT LEGACY PAY, THAT IS WHAT BOB JUST SAID.
The women also asked if we are having problems arratcting Pilots, Bobs reply "we are happy with our hiring". Yeah, sure you are, too bad you failed to mention lowering of minimums and an increased attrition
One last thing, if Bob thinks we are willing to take AA work rules for JB pay, he's out of his fng mind
Yeah, no kidding. You really want AA work rules? Working 12 days straight of reserve and not knowing your 30 hour day off until the night prior, or flying 6 on one day off. No thanks. I think I was plenty productive with my 800 hrs I flew last year. Not my fault the company builds unproductive lines.
02-07-2017, 08:14 AM
#76
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Joined APC: Nov 2016
Position: 6th place
Posts: 1,826
Yeah, no kidding. You really want AA work rules? Working 12 days straight of reserve and not knowing your 30 hour day off until the night prior, or flying 6 on one day off. No thanks. I think I was plenty productive with my 800 hrs I flew last year. Not my fault the company builds unproductive lines.
I'm about as far as an AA cheerleader as you will find and I'll have to disagree with the above. You can't do more than 6 days in a row of reserve, and if anyone is doing 6 on one off they are most likely doing it by choice.
Hope you guys get a nice contract. Good luck.
02-07-2017, 12:35 PM
#79
Banned
Joined APC: Feb 2014
Posts: 285
I'm about as far as an AA cheerleader as you will find and I'll have to disagree with the above. You can't do more than 6 days in a row of reserve, and if anyone is doing 6 on one off they are most likely doing it by choice.
Hope you guys get a nice contract. Good luck.
Hope you guys get a nice contract. Good luck.
I thought your work rules mirrored 117? I have talked to a few AA crews and they complain that they are not notified until the day prior to give them their day off on reserve. I have also seen 6 on with a day off and another 6 of reserve. Maybe they miss bid on their pref bid.
It's not possible here for that.
02-07-2017, 01:36 PM
#80
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Joined APC: Nov 2015
Posts: 143
Here is the transcript piece from the investor update today and Bobs reply to a contract question.
Helane Becker - Cowen and Company, LLC
Okay. And then just – so you called out in the press release the fact that you are still negotiating with your pilots, and actually yesterday they sent an email out to people with a note that they want to, I guess, meet up with the analyst or something to let us know what they are doing versus what maybe- what they want versus maybe what you're willing to give them. And I don't want you to negotiate obviously in public but this is an open contract for a while now. I mean what can we expect? Usually you guys have been known, especially Bob, in prior life getting these contracts done in a timely fashion. So what can we think about in terms of time of getting this one done?
Robert L. Fornaro - Spirit Airlines, Inc.
Hi. Good question. First of all, we are in mediation and if you back, we've been in mediation since last summer. And the pilots requested mediation and we opted to join them. And mediation naturally slows down the process. I think we've completed about 20 of 31 sections. But we have not hit the difficult ones, mostly the ones around money.
And eventually we're not that far away from getting in there. And over this period of time the ask of the pilots has gone up several times. And our position is, and we understand the pilots are going to get a substantial increase, but we also know if you want what are the relevant wage rates, we've got to have similar or equal work rules.
And we have a relatively unproductive contract, again negotiated 10, 12 or 13 years ago when we were a much different airline. And it's very difficult to scale an airline like ours to an agreement that was signed many, many years ago. So we have to again we have to accomplish a number of things in the agreement. But when we're done, we expect the pilots to get a substantial increase and we expect to get an improvement in work rules that are necessary and are typical across the industry. So again, we are at a (33:50).
Helane Becker - Cowen and Company, LLC
Thank you for that. It was more than I thought I was going to get.
Robert L. Fornaro - Spirit Airlines, Inc.
Okay.
Helane Becker - Cowen and Company, LLC
Just on hiring levels, are you still finding it easy on a relative basis to attract quality applicants to the pool?
Robert L. Fornaro - Spirit Airlines, Inc.
We feel pretty good about it. And we have got a growth rate of 18%. And yes, we are going to meet those targets. So I think it's – I think the outlook here is positive from that perspective.
Helane Becker - Cowen and Company, LLC
Okay. And then just – so you called out in the press release the fact that you are still negotiating with your pilots, and actually yesterday they sent an email out to people with a note that they want to, I guess, meet up with the analyst or something to let us know what they are doing versus what maybe- what they want versus maybe what you're willing to give them. And I don't want you to negotiate obviously in public but this is an open contract for a while now. I mean what can we expect? Usually you guys have been known, especially Bob, in prior life getting these contracts done in a timely fashion. So what can we think about in terms of time of getting this one done?
Robert L. Fornaro - Spirit Airlines, Inc.
Hi. Good question. First of all, we are in mediation and if you back, we've been in mediation since last summer. And the pilots requested mediation and we opted to join them. And mediation naturally slows down the process. I think we've completed about 20 of 31 sections. But we have not hit the difficult ones, mostly the ones around money.
And eventually we're not that far away from getting in there. And over this period of time the ask of the pilots has gone up several times. And our position is, and we understand the pilots are going to get a substantial increase, but we also know if you want what are the relevant wage rates, we've got to have similar or equal work rules.
And we have a relatively unproductive contract, again negotiated 10, 12 or 13 years ago when we were a much different airline. And it's very difficult to scale an airline like ours to an agreement that was signed many, many years ago. So we have to again we have to accomplish a number of things in the agreement. But when we're done, we expect the pilots to get a substantial increase and we expect to get an improvement in work rules that are necessary and are typical across the industry. So again, we are at a (33:50).
Helane Becker - Cowen and Company, LLC
Thank you for that. It was more than I thought I was going to get.
Robert L. Fornaro - Spirit Airlines, Inc.
Okay.
Helane Becker - Cowen and Company, LLC
Just on hiring levels, are you still finding it easy on a relative basis to attract quality applicants to the pool?
Robert L. Fornaro - Spirit Airlines, Inc.
We feel pretty good about it. And we have got a growth rate of 18%. And yes, we are going to meet those targets. So I think it's – I think the outlook here is positive from that perspective.
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