TA2
07-12-2022, 08:38 AM
#92
Gets Weekends Off
Joined APC: Jul 2014
Posts: 805
Reality check time,
Over the last 3 plus years anytime I brought up contract negotiations I got
1) Mostly just a blank stare ( not even realizing we were in negotiations)
2) We can't and won't see a contract for years
3) The company is losing money ( covid) so how can we get a contract.
4) I'm happy with the contract we have.
So my point is this. The total and complete apathy of the United pilot group has never in my time at the company been so off the charts. We really have nobody to blame but ourselves for this TA. I was literally mocked for even bringing up the topic. On the 15th we will see what we deserve in real time. Will all that fear and loathing during covid set the stage for the next 20yrs or did this POS TA finally snap pilots out of their coma and remind them they are union members ? We shall soon see..
Over the last 3 plus years anytime I brought up contract negotiations I got
1) Mostly just a blank stare ( not even realizing we were in negotiations)
2) We can't and won't see a contract for years
3) The company is losing money ( covid) so how can we get a contract.
4) I'm happy with the contract we have.
So my point is this. The total and complete apathy of the United pilot group has never in my time at the company been so off the charts. We really have nobody to blame but ourselves for this TA. I was literally mocked for even bringing up the topic. On the 15th we will see what we deserve in real time. Will all that fear and loathing during covid set the stage for the next 20yrs or did this POS TA finally snap pilots out of their coma and remind them they are union members ? We shall soon see..
Most people wanted a new contract and had multiple simple wants with some more complex ones thrown in. I would argue that most expected improved qol on reserve, sick bank or pto increases, ltd increases with retirement, and vacation pay per day increases were the starting point... the floor of where negotiations started. The few hours of add pay, less qol, and a bag that will last a year is what we got. Just because people won't light your fuse and watch you rock in your seat for a half hour doesn't mean they don't care.
07-12-2022, 10:17 AM
#93
New Hire
Joined APC: Feb 2007
Posts: 1
A day of work is a day of work. I don’t care if it’s regular flying, vacation, sick leave, training, reserve….we should have one set min day for EVERYTHING. Period. How many other industries tell their employees that vacation days are worth less than work days? It’s ridiculous. I get paid less when I go to training then when I fly the line? If I go to training and my partner is a reserve doing a seat fill in, they are making 5 hours a day and I am only making 3.25??? and it’s MY training event??? ****??? This needs to be #1 on the list.
1. 20% raise on DOS, then 5% each year
2. FSB gone and all reserve days off are HDOs (including global)
3. Min 5 hours a day for everything (trips, vacation, reserve, training)
4. Max scheduled reserve 15 days a month at 75 hour guarantee
5. Me too clause where our rates must be at least 5% higher than whatever is negotiated by AA and DAL during the life of the contract.
If they want things like reserve early pickups on day 1, make it optional with add pay. If they want reserves to go down to 12 days off, make the extra 3 days optional with a higher guarantee. The company can include all the things they want, just make it OPTIONAL WITH ADD PAY. People will jump on it if and when it works for them.
But the #1 thing we need to focus on imo, is RESERVE COVERAGE. It affects everyone, both line holders and reserves. The company cannot continue to have the ability to change coverage numbers to whatever they want, whenever they want. If we want to improve our QOL, it has to start there.
1. 20% raise on DOS, then 5% each year
2. FSB gone and all reserve days off are HDOs (including global)
3. Min 5 hours a day for everything (trips, vacation, reserve, training)
4. Max scheduled reserve 15 days a month at 75 hour guarantee
5. Me too clause where our rates must be at least 5% higher than whatever is negotiated by AA and DAL during the life of the contract.
If they want things like reserve early pickups on day 1, make it optional with add pay. If they want reserves to go down to 12 days off, make the extra 3 days optional with a higher guarantee. The company can include all the things they want, just make it OPTIONAL WITH ADD PAY. People will jump on it if and when it works for them.
But the #1 thing we need to focus on imo, is RESERVE COVERAGE. It affects everyone, both line holders and reserves. The company cannot continue to have the ability to change coverage numbers to whatever they want, whenever they want. If we want to improve our QOL, it has to start there.
SHACK !!! A DAY is a DAY
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