oldmako

Comparing what was going on in 2012 to this extension is a perfunctory and monumental stretch. I'm not even sure its one that Gumby could accomplish. But just for fun, let me go reload my cocktail a few times and I'll try and catch up.

Can't wait to count my chips! Hell, I might even be back to my C2000 income! Subtracting of course; a pension, VACA override, Trip Trading, Training Pay, better work rules, etc.

gettinbumped

It's an "opener". Let's see how long it takes to get a deal. UPS and SWA are 3 years in

Coach67

So I guess if all the wide body captains do the same as you are ... you'll be in that guppy left seat for a lot longer.

SpecialTracking

The most profitable time in aviation history and we get 13-0-2 driving us into what? A two step, averaging, profit sharing factored DAL me too clause for less than 2yrs is a joke at best. Losing 5-F-1-h. Furlough protection that we know how will eventually end.

Yep, 13-0-2 during the the most profitable time in the industry when the company approached us for an agreement. Three years from now if the company offers 5-3-3 for another three years what will be your answer?

When people scream industry leading pay, remember they are leaving out the word contract. If not now, when?

horrido27

Numerous Legacy United (LUAL) pilots stated that they "had" to Vote Yes for our current contract due to [Fear] that under those current conditions (2012), LUAL Pilots were going to be furloughed while LCAL pilots where going to upgrade.
FEAR
At roadshows and on all the forums, LUAL pilots stated C2012 wasn't a good deal.. but that it had to pass so we could get the SLI going and create "Unity".

So.. fast forward 3 years and now people are justifying why they will vote YES again... "look at the payscales and the economy is going to collapse soon".
To extend a CBA that needs to be fixed.

Interesting thread on one of the other forums about reserves working into a HDO. Even though you can't be "assigned" into an HDO, you can be "reassigned" into an HDO.
Nice.. let's extended this CBA.

Delta 'Me Too' clause.. need a lawyer to figure it out. Which means it's probably worthless.

It is what it is.
My only hope is that the forum posters (on all the forums) represent less than 1% of the actual United Pilot group. Think about that for a second. Of the 12500ish pilots we have, there are less than 125 that are regular posters.
Hopefully calmer minds will prevail once people start to actually read the material that will come out.

Would I like a 20-22grand raise next year, plus another $3300 in my B Fund?. Sure. Who wouldn't?
Am I worth more? Yupe.
Am I willing to fight and get the entire CBA fixed? Damn Right!

Fly Safe, Fly Professionally & Fly The Contract
Always
Motch

DashTrash

From what I've read, it's actually a 13-3-2. We didn't lose furlough protection because that's part of our current book. Also, 5-3-3 is a far cry from 13-3-2.

horrido27

Can someone explain why we don't have a 2019 PayScale?

We currently have a 2017 payscale in our CBA. So, if we are
"extending" for 2 years, we should see a 2019 PayScale.

Again, many are quick to look at the rate at DOS and no further. Sad.

Fly Safe, Fly Professionally and Fly The Contract
Always
Motch

SpecialTracking

The "3" you inserted is a current UPA raise. The raises are as follows, 3% UPA, 13% TA, 3% UPA, 2% TA.

Furlough protections sound warm and fuzzy but as Cadet said, when the words force majeure are invoked, all bets are off.

Yes, 5-3-3 is different but wait for the time value of money argument and why negotiate for 3-5 years with nothing to show when our pay could be improved by 11+%.

If not now, when?

SpecialTracking

Just curious if this TA passes. We get 3% on 1/1/16 but is the 13% at dos on top of the 3% factor or is it applied as a 16% bump to our current pre 1/16 rates? If the latter is true, how can the company retroactively apply a pay calculation (3+13) but not the actual pay itself?

El10

What does the pay tables in the LOA say?