A320

Where does it say that express would be reduced? Maybe I missed it. I will never go along with something that "should happen". It has to say it "will happen"

SoCentralRain

So you don't wanna argue with every **** on the forum? Then stop with this "solid B" contract B.S.

As James mentioned above, there is so much wrong with this contract that only a sucker would think it a "B". I don't give a rats ass about stuff related to training pay or crew meals. I DO give a damn about reserve work rules, longevity credit for furloughee pay purposes and above all SCOPE.

Apparently, you must not be able to see any of these issues from your back yard.

Thanks for nothing, 'brother'.

SCR

A320

I guess I need to look at this from a normal computer and not my IPad. I can't view the entire document.

syd111

A good job of splitting the pot, sorry but it doesn't matter when the pot is too small, our mec didn't do a good job on anything here.

tausap

I lurk here occasionally but don't post much. This TA has me hot enough to post something. There is a lot of crap in it, plenty enough for me to vote no from what I have read already. The clincher was this little doozy:

20-I-10 Step Six (Telephone Inverse Assignment, With Conflict).
A Trip shall be assigned by telephone to a Lineholder in the same Category as the Trip who shall require a schedule repair after receiving the assignment. Such Lineholder shall receive,
at time of assignment, Add Pay equal to 100% of the Trip’s pay value. A Lineholder given such assignment is expected to accept and fulfill the assignment. If the Lineholder is unable to accept and fulfill the assignment, he may be required to provide a reason for his unavailability to a flight manager.

I've been with UAL 17 years now and still remember how they used to abuse the JRM system at the commuters I worked for before. Why should you have to live in fear of answering the phone? You shouldnt have to screen messages in case they call from unknown numbers, and you damn well should not have to explain your unavailability on your day off to a flight manager. If you think that you can avoid it by not answering your phone, think again. The company will send someone to meet your incoming flight and tell you in person that you are being junior manned. The company will short staff reserves knowing that they can always JRM if it comes down to it.

This is a NO go item for me.

Regularguy

While all of you are thumping your chests and looking to see what's between your legs I have just spent over 3 hours reviewing the actual agreement and the info on the ALPA web site.

Is it a "sales job?" In no way would I consider it that at all. In fact my reps (two out of three voted yes) identify the difficulty of the TA and voted after careful consideration to pass it on to us.

On the ALPA site you will find the actual words of the contract, include the kind of retro bonus distribution methods (CAL's is different than UAL's).

My observations:

Most of the work rule changes are minor improvements for the LUAL pilots. The most onerous is the changes giving the ability to move days off when on reserve. Limited to 1 domestic and more for International. But, there is a compensating ability to establish holy days each month that can not be touched by the crew desk.

The CAL side seems to have retained the ability to fly and get paid for "soft" time and up to 1000 hours annually hard time. Something new to LUAL.

The pay increases is less than many want, but this TA adds the ability (something for LUAL) for "premium pay."

Improved rules and language on layovers, times, hotels and transportation.

The LUAL MEC has developed an extremely fair system of decided how much each individual pilot will get of the retro-bonus funds.

The early out program will give an incentive to those with 60 months or less before retirement to leave.

Scope appears to be more restrictive on the LUAL side, but obviously not so for the LCAL side.

The furlough credit issue has me a bit pondered. It was my impression that credit for pay longevity was based only on time actually accrued on property prior to involuntary furlough. The agreement seems to address the issue of the ISL and what ifs when a more senior DOH is merged with the more Jr. CAL pilot.

Overall it is a net positive contract for LUAL and more so for LCAL pilots, but is it enough for many? According to you shouters it isn't. I can live with that and if it fails, but can you if it passes?

Go read the actual contract and thank your Reps for all their hard work, regardless of how you vote.

apc1432

UFB
ignore list

liquid

You are 100% correct, this is standard ops on the LCAL side right now. We'll teach you how to play the game.

Now scope..............................NO WAY.

liquid

horrido27

20-K-6-f-(3) Example: A Short Call Reserve whose assignment begins at 0600 and ends at 2000 may be released from the assignment at 0700 and given a flying assignment that reports at 1700.

Not sure if you have even read the entire document.. (I've read it once, on my 2nd read through now)

Not sure if you're good at Math, but the above allows for 10 (yupe.. TEN) hours between "reserve assignments", not to mention the "Double Pump" that we were told was a no go item.

NO

Motch

intrepidcv11

Yep starting to see the folks who will add up to 55-60% YES come out of the woodwork. This career is hosed...