Airhoss

I hear Scott The Squirrel is looking for a new personal urine bucket holder. You’d be just the boy for the job.

I don’t give two crops about what you’re tired of hearing about. UAL has the worst reserve and work rules in the industry and they need to be fixed this time, no more excuses. So take your “uphill both ways in the snow” BS and stick where the sun don’t t shine. I’ve been through it all too, that’s no excuse not to fix it.

ThumbsUp

Again, not what I said. You can improve reserve all day long as long as you make it so lineholders aren’t filling in the gaps where that capacity evaporates. We don’t get reassigned as frequently as Delta and that has been a difference in the approach to our two contracts historically. Water under the bridge really as we will get stuck with whatever the ALPA wizards decide to release to the line proles. Under the Tumi debacle, we got a lot of “the company wouldn’t do that” when altering our lineholder protections. I expect that similar questions will come up during the TA roadshows and hope they have a better answer.

Sniper66

don’t waste your time with him / her

guppie

whoa there Hoss. 🐎 Never said we shouldn’t fix it. Just said I’m tired of the whining.

Whiskeyjet1

Reassigments don’t happen on wide bodies. Eliminating rolling would be a noticeable, but not close to 20%, increase in manpower needs on the 756 and up.

KnightNight

I’m a definite no on anything that doesn’t address rolling into days off. Delta get premium and it’s voluntary.

Whiskeyjet1

That just isn’t true. But selfish people always believe it, because it is too hard to admit that maybe you just suck.

LAXtoDEN

It’s kind of difficult to be reassigned when your bids have you dogging 90 hours a month. You seem to have A LOT of excuses. I don’t get it.

RaginCajun

Last week, your Negotiating Committee continued meetings with the Company. Progress continues as we work on the remaining roughly 20% of our total original item count. As we described before, these last remaining items are the most costly and challenging, and progress is slow. Early in the week, we focused on Section 5 (Hours of Service), Section 20 (Allocation, Assignment and Scheduling of Flying) and Section 13 (Sick Leave) while waiting on a Company proposal. On Thursday, the Company passed a broad proposal addressing several open areas including training, vacation, policy items and scheduling sections. The Company proposal offers to close several areas where they had previously been unwilling to move - namely, the elimination of involuntary field standby and meaningful short call caps. We still differ on some important items in those sections that the Company tied to their proposal, which MECs surveys and in person interactions with our Pilots indicate are necessary in a new agreement. Those items include: vacation improvements, minimum pay for a reserve day, and training program improvements. The positive news is the total number of items has been meaningfully reduced. Also, this week, there were some productive discussions regarding sick leave. However, we are still waiting for the Company to offer a formal counter proposal.

Some of our fellow United Pilots voiced concern regarding the wording of retroactive pay in last week's Negotiating Committee update in which we used "ratification bonus" in lieu of "retroactive pay." This term appeared in a proposal from the Company. Delta called their "retro" a "One Time Payment" and Allied Pilots Association (APA) calls their retro "Back Pay." Regardless of the term, "ratification bonus" or "retro pay," please know that we have made no changes and there is no difference regarding who is eligible to receive the payment, whether the payment is pensionable, or the tax implications of the payment.

This week your Negotiating Committee will brief the interim Council 150 (Orlando) and 153 (Las Vegas) representatives on our negotiating positions. We will also brief the MEC during their Special MEC Meeting May 31 to June 1. We expect to continue meeting with the Company weekly until we reach an agreement. The Negotiating Committee would like to again thank United Pilots for their show of unity wearing the Contract First, United Next lanyards, as well as attending picketing events and local family awareness events.

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I'm not a new hire, nor a jr. NB CA, so no, I'm not doing 90 hour lines with min days off. What excuse exactly am I making and for what? Seems like you have a lot of opinions about united's work rules for having never worked here and being a new hire at delta. You like to talk a lot about FSB. So, what would you rather do (as a commuter). Commute in, sit a 4 hour block at the airport and commute home or sit 10 hours in a crash pad on SC and probably have to commute in a day before or commute out a day after? Also, what exactly do you think is the average amount of FSBs that one is assigned in a given month? I can tell you that system wide, the three month rolling average per person on reserve that was assigned an FSB on a NB was less than 1. So, what exactly is the huge improvement to be made by eliminating FSB? The only improvement there I see is to locals who tend to be the ones more likely to sit reserve and don't want to drive to the airport. I get that, but painting it as some huge travesty is just APC drama. The vast majority of us are lineholders and to give up our reassignment protection is foolish for what amounts to a pretty small gain in that aspect of reserve. There are much bigger things like SC/FSB caps that actually improve reserve the have already been agreed to and ending involuntary FSB has been agreed to as well according to our MEC's e-mail today. We'll see how that plays out on our reassignment rules. Be careful what you wish for...