Countdown to CAL/UAL NMB -- 66 Days

[densoo]

http://www.timeanddate.com/counters...th=12&day=17&year=2010&hour=&min=&sec=&p0=179
　
What's going to be in it:

-- Full retropay based on the largest differential in seat and class between airlines

-- first class deadhead with pilot right-to-refuse segment

-- if pilot accepts non-first class deadhead it pays 200%--pilot can refuse segment

-- no rolling of reserve days

-- option of an 18 hour reserve callout--no conversion

-- five hour daily rig

-- pay starts at scheduled block out or actual block out time, whichever occurs first

-- pay ends at block in or scheduled block in, whichever occurs later

-- A-Plan "purchased" from each pilot having any A-Plan funds by company buying an annuity for the pilot and in the pilots name, equal to projected age 65 lump sum

-- purchased annuity is turned over in whole to the pilot; company is completely divested of A-Plan

-- B-Plan at 18%

-- 401K match up to 5%

-- PBS, but all absences loaded after the bid is run

-- PBS interface full GUI, drag and drop, global changes on all bid groups at once

-- 75 hour pay cap if any pilot furloughed

-- all a/c (jet, prop, solar, wind, geothermal, telekinesis...all) 50 seats or larger flown by mainline pilots

-- non-rev below exec level based on straight seniority, not title

-- CA IRO for CA, FO or CA IRO for FO; CA IRO if only one IRO needed

-- any sit time, scheduled or actual, greater than 90 minutes pays half time

 

[Homer Jay]

http://www.timeanddate.com/counters...th=12&day=17&year=2010&hour=&min=&sec=&p0=179
　
What's going to be in it:

-- Full retropay based on the largest differential in seat and class between airlines

-- first class deadhead with pilot right-to-refuse segment

-- if pilot accepts non-first class deadhead it pays 200%--pilot can refuse segment

-- no rolling of reserve days

-- option of an 18 hour reserve callout--no conversion

-- five hour daily rig

-- pay starts at scheduled block out or actual block out time, whichever occurs first

-- pay ends at block in or scheduled block in, whichever occurs later

-- A-Plan "purchased" from each pilot having any A-Plan funds by company buying an annuity for the pilot and in the pilots name, equal to projected age 65 lump sum

-- purchased annuity is turned over in whole to the pilot; company is completely divested of A-Plan

-- B-Plan at 18%

-- 401K match up to 5%

-- PBS, but all absences loaded after the bid is run

-- PBS interface full GUI, drag and drop, global changes on all bid groups at once

-- 75 hour pay cap if any pilot furloughed

-- all a/c (jet, prop, solar, wind, geothermal, telekinesis...all) 50 seats or larger flown by mainline pilots

-- non-rev below exec level based on straight seniority, not title

-- CA IRO for CA, FO or CA IRO for FO; CA IRO if only one IRO needed

-- any sit time, scheduled or actual, greater than 90 minutes pays half time

I'd vote yes on that.

 

[jonjuan]

I'd vote yes on that.

So, it's either all that or a pay raise?

 

[Homer Jay]

So, it's either all that or a pay raise?

Nope. It's ALL that AND a pay raise....about 40% I'd say.

 

[AWACoff]

So Densoo, how's your previous "countdown" going? Do you even realize that you are doing the unionbusters' job for them (don't answer that, it was a rhetorical question)?

 

[jonjuan]

Nope. It's ALL that AND a pay raise....about 40% I'd say.

OK then. That's one sweet list.

 

[densoo]

So Densoo, how's your previous "countdown" going? Do you even realize that you are doing the unionbusters' job for them (don't answer that, it was a rhetorical question)?

How so?

Leverage comes from the perception that the pilot group has high expectations that they are unwilling to compromise on.

Those expectations come from highlighting what can be, what ought to be, and what they must insist will be.

Without either of these, there is no negotiation, just agreeing to whatever is offered.

 

[densoo]

So, it's either all that or a pay raise?

The absence of a pay raise is intentional. This contract isn't just about pay rates. Most pilots look at the pay scales and vote up or down solely based on them. We cannot do that this time. Lack of work rules and other benefits have absolutely trashed quality of life. That needs to be regained. The rates will take of themselves.

 

[Hvy]

The absence of a pay raise is intentional. This contract isn't just about pay rates. Most pilots look at the pay scales and vote up or down solely based on them. We cannot do that this time. Lack of work rules and other benefits have absolutely trashed quality of life. That needs to be regained. The rates will take of themselves.

The rates WILL NOT take care of themselves. Without adequate pay rates those at the bottom will never be able to have a "quality of life." They will always be working as much as possible to hang onto their homes and put food on the table. Don't fool yourself...we need pay rates AND work rules.

 

[eaglesview]

The absence of a pay raise is intentional. This contract isn't just about pay rates. Most pilots look at the pay scales and vote up or down solely based on them. We cannot do that this time. Lack of work rules and other benefits have absolutely trashed quality of life. That needs to be regained. The rates will take of themselves.

scope scope scope scope

 

[Captain X]

How so?

Well you did basically just advertise your bottom line.

 

[densoo]

Well you did basically just advertise your bottom line.

Wow, you think the company's going to offer more than what's on that list? And this list has now limited what the pilots are going to get? I certainly like your optimism.

 

[densoo]

The rates WILL NOT take care of themselves. Without adequate pay rates those at the bottom will never be able to have a "quality of life." They will always be working as much as possible to hang onto their homes and put food on the table. Don't fool yourself...we need pay rates AND work rules.

You are absolutely right. They won't take care of themselves. Anything less that 30% will be an insult. Plus, FO pay must be pegged as a percentage to CA pay forever. That way, if they want to gut FO pay again they'll have to also gut CA pay. That's not going to happen so it'll keep the B-scale from returning. 70%. For example, a 12-CA gets $200, then a 12-year FO gets $140 in the same BES.

Again, though, the reason I de-emphasized this is because if they announce a 30% pay raise and yet gut further a gutted contract, they'll get a 75% yes vote. That's just unacceptable.