Alpa Strikes Back!!!

[BluDevAv8r]

True, I only averaged 13 days off a month doing that, but I couldn't hold more than those days off anyway. Our lines were built to 90 hours on a regular basis almost the entire year last year. They had to remove almost 100 pilots from flying in November and December because of it (me included). Swap a trip here and there and my lines were blocking 95-98 hours a month with the same number of days off. Creative trip trading is what I call it, working smarter, not harder since I'd have to work those days anyway.

Of course...that is always the goal.

That info came from a buddy at Mesaba last week, might not be entirely accurate, but I was told a 6% pay cut is the last offer the pilot group is proposing to Mesaba, prior to the bankruptcy judge ruling.

I am surprised that the Mesaba MEC would offer anything...although my guess is that if they did, it was only to appease the judge so that he was less inclined to toss their contract out.

Leaving pay aside? Can't do that, it's the heart of the agreement. Work rules mean a lot, but pay is the bottom line.

I made reference to the pay rate table. Big difference than just "pay." Work rules are the multiplier of the hourly rate as you know.

One of our union guys posted the highlights on our website. It brought your CRJ pay rates to about $2.00 an hour higher than ours - NOT stellar (I wouldn't have signed for less than a 20% raise). I was already getting 13 days off and the average was 13-14 hours a month with very few lineholders getting less than 12 days off, so the 12 day off minimum wasn't that impressive to me either.

At DOS, XJT's 6th year Captain rate was $2.44 more than PCL's, or 3.8% higher. Today, XJT's 6th year Captain rate is 6.4% higher than PCL's.

Simply put, short of getting released to a strike, XJT was never getting a 20% raise. And even more frankly, I don't think you will see PCL get a 20% raise either. You can wish in one hand and sh-t in the other...but let's see which one fills up first.

If PCL can build all 95 hour lines to 13 or 14 days off, I'd be shocked. Having 12 days off minimum versus your 10 days off is a big deal, believe it or not.

That 6th year XJT captain gets 9% deposited into his 401k every quarter while the same 6th year PCL captain gets 40% of 6%, which equals 2.4%. Those dollars are no different than pay rate dollars...it is just deferred compensation. Moving along...that XJT captain today is now doing 13% better than that PCL captain (6.4% + 6.6%). XJT's profit sharing plan paid out a little over 5% this year so now that XJT captain is doing 18% better today than a PCL captain. This doesn't factor in the numerous soft time credits as well as higher per diem (20 cent difference) at XJT versus PCL. Also, I believe PCL is 50% deadhead while XJT is 100%. Throw XJT's min day/DPM credits into the mix as well as its pay by leg structure and an XJT pilot's compensation will easily top a PCL pilot's compensation by 20%.

For what it is worth, I didn't fly anywhere near 1000 hours last year but I credited over 1300 hours. THAT is the value of soft time.

I'm not saying you didn't get a "good" agreement in a crappy time in aviation, I'm just saying I wouldn't have signed it, it's below my requirements for a career and I had no guarantees that I'd be moving on like I did.

I know what you are saying but I think you looked solely at the 11% DOS increase for Captains and didn't look at the entire contract, as evidenced by the above numbers. This is typical of most pilots. They turn straight to the rate table and ignore all of the other stuff in the CBA. You would have voted no on XJT's contract based solely off of a pay rate table and believe it or not, you never would have seen a better deal...since after XJT signed that TA, the industry continued to go south. Management would have quickly removed even that deal off of the table.

That's impressive, I didn't know that about your 3 legal reps helping you. Pinnacle doesn't have it so lucky.

While we had plenty of professional experience at the table with us, the Scheduling and Compensation sections were written solely by the line pilot Negotiating Committee.

Where, incidentally, did you see what happens when an MEC lets the lawyers do all the negotiating without pilot input? That's what the MEC "SHOULD" do, is provide input and direction to a team of professional negotiators. That way, pilots DO stay "in charge" of the process but aren't acting outside their experience doing a job they were never trained to do.

A good pilot negotiating committee will run the negotiations process with advice from their professional negotiators. Some sections will be written by the lawyers (Scope for example) and others should be written by the pilots in my opinion (Scheduling). Finding the right pilots to be on the committee is the important part. It takes a while to get seasoned and up to speed to be able to write contract language.

Oh believe me, Wake knows EXACTLY how I feel about DF. Then again, I was never excited to have Wake at the helm of the MEC when he fought against all the basic tenants of things I thought were needed, such as publishing T.A.'d sections as they were agreed upon (thereby reducing the time needed for the pilots to figure out an entire contract in a couple days or weeks before voting), fighting the company harder on grievance issues, stop signing LOA's while you're in negotiations, stop signing CRAP LOA'S without a period of comment for the pilot group (there are 2 right off the top of my head that are absolute sh*t), the list goes on and on.

For starters, negotiating LOA's while in Section 6 negotiations isn't necessarily a bad thing. Depends on the situation. Secondly, XJT's NC published each section as it became TA'd for the reasons you stated above. Makes perfect sense.

The absolute topper was being told by Wake that "I was crazy" to expect a $10 an hour raise. I believe my answer started with an F and ended with a U. Hell, just COLA increases from the period we're without a contract is 10% you freakin' idiot! I'm sorry, I digress...

Doesn't mean he doesn't think $10/hour is justified or warranted...he just doesn't believe it is attainable most likely. And frankly, I don't think you will see $10/hour increase either. Not on date of signing.

I'm sincerely glad it worked for you and you're happy with what you achieved, my personal minimums are about what my career track is now with airTRAN, and why not at a "regional"? PCL is just as big in terms of number of aircraft / pilots and has a better profit margin than airTran, so why not better pay?

Apples to oranges with Airtran. Airtran sells its own tickets while PCL is a vendor to NWA. Airtran's airplanes have a much higher RASM than PCL's 50 seat CRJ and Airtran's pilots aren't competing against other 50 seat providers vying for NWA's feed. HUGE difference.

-Neal

 

[Lear70]

That 6th year XJT captain gets 9% deposited into his 401k every quarter while the same 6th year PCL captain gets 40% of 6%, which equals 2.4%. Those dollars are no different than pay rate dollars...it is just deferred compensation. Moving along...that XJT captain today is now doing 13% better than that PCL captain (6.4% + 6.6%).

That's excellent, great job on the 401k portion, no doubt about that.

XJT's profit sharing plan paid out a little over 5% this year so now that XJT captain is doing 18% better today than a PCL captain. This doesn't factor in the numerous soft time credits as well as higher per diem (20 cent difference) at XJT versus PCL. Also, I believe PCL is 50% deadhead while XJT is 100%. Throw XJT's min day/DPM credits into the mix as well as its pay by leg structure and an XJT pilot's compensation will easily top a PCL pilot's compensation by 20%.

Well, there's a couple issues in there. First, I don't like profit-sharing. It's too easy for a management group to find ways to "reinvest" in capital spending items and there went the "profit". It really depends on how the profit-sharing is set up and how it's calculated. If it's done so that the company has to pay based on pure revenue / operating expense, regardless of other non-operating expenses, then I MIGHT sign off on it. Otherwise, no way.

Second, in the last 6 months I was at PCL, I deadheaded exactly ONCE on a 2:30 trip BOS-MEM. Cost me 1:15 in deadhead pay not to have 100% deadhead pay. A VERY FEW people deadheaded every other leg, but with 100% deadhead credit PCL would simply stop making trips like that. Like I said, if deadhead credit ends up being 10 hours a year (3 times what my average was), I'd still come out ahead making $5 or $10 more in hourly rates.

For what it is worth, I didn't fly anywhere near 1000 hours last year but I credited over 1300 hours. THAT is the value of soft time.

I'd like to see how you did that, MORE than 30% in soft credits doesn't sound any way attainable unless you bid JUST to make that happen (bid trips with deadheads every other leg, bid trips with 14 hour duty days but only 2-3 hours of flying, and fly 18-20 days a month).

A good pilot negotiating committee will run the negotiations process with advice from their professional negotiators. Some sections will be written by the lawyers (Scope for example) and others should be written by the pilots in my opinion (Scheduling). Finding the right pilots to be on the committee is the important part. It takes a while to get seasoned and up to speed to be able to write contract language.

Again, I agree with you that the contract should be WRITTEN by pilots, but it should be NEGOTIATED by professional negotiators with pilots in attendance who can counsel the negotiators when the company starts trying to twist and screw with things.

Secondly, XJT's NC published each section as it became TA'd for the reasons you stated above. Makes perfect sense.

Exactly. Good stuff right there.

Doesn't mean he doesn't think $10/hour is justified or warranted...he just doesn't believe it is attainable most likely. And frankly, I don't think you will see $10/hour increase either. Not on date of signing.

That's because Wake is actually a union-BUSTER since way back. Used to own and run a trucking company and busted his butt to make sure they never unionized (and not in a good way). This person is the MEC CHAIR??!!

As far as a $10 an hour raise on DOS, I don't see any reason why not when the company makes as much as they do and it's about 1.5% to 2% of their profit margin. Time for them to share.

Apples to oranges with Airtran. Airtran sells its own tickets while PCL is a vendor to NWA. Airtran's airplanes have a much higher RASM than PCL's 50 seat CRJ and Airtran's pilots aren't competing against other 50 seat providers vying for NWA's feed. HUGE difference.

-Neal

THAT'S THE WHOLE PROBLEM WITH REGIONAL PILOTS!!

I'm not trying to pick on you or be an a*s, really I'm not, but that really pisses me off when people say that.

Pay SHOULD be purely a function of market conditions and company profitability. Pinnacle is EXTREMELY PROFITABLE. They have shown NO signs of losing the business (yet), and even if they do take a hit on aircraft (NWA reduces them in size), they'll STILL be extremely profitable.

WHEN and IF PCL loses the RFP and drops below 79 aircraft (the CEO's self-described minimum operational size for "guaranteed profitability"), THEN I'll reduce my expectations.

Until then, I don't give a crap if a company is Ma and Pa's flying service or if they're Southwest. Revenue is revenue is revenue, I don't give a carved rat's a*s where it comes from as long as it keeps coming. If regional pilots would realize that VERY BASIC BUSINESS ECONOMIC PRINCIPAL, maybe they'd start to dig out of the hole they're in.

Good luck to you, you DEFINITELY have a better contract than PCL, I just think you honestly could have done about 5-10% better than you did on rates. Just my .02 cents,,,

 

[PCL_128]

That info came from a buddy at Mesaba last week, might not be entirely accurate, but I was told a 6% pay cut is the last offer the pilot group is proposing to Mesaba, prior to the bankruptcy judge ruling.

The Mesaba NC hasn't made a "last offer" yet. Negotiations start again tomorrow and go on until the hearing on Thursday. Another extension on Thursday is the likely outcome.

Leaving pay aside? Can't do that, it's the heart of the agreement. Work rules mean a lot, but pay is the bottom line.

You're right that you can't leave pay aside, but you have to alter the way you think of pay. The pay rate table isn't what's important. The W-2 is what really matters. What you want is to get the best possible combination of work rules and pay rates so that the W-2 is industry-leading. That is our goal, and that is also what XJT managed to do. Their pay rate table may not be the best in the industry, but ALPA's E & FA department calculated that XJT's contract yields the best W-2 in the industry. You have to look at the entire CBA, not just Section 3.

That's impressive, I didn't know that about your 3 legal reps helping you. Pinnacle doesn't have it so lucky.

We have just as much support available to us as XJT did. We work constantly with Dan F. and have also worked quite a bit with another ALPA attorney named Jim J. We will also have increasing support as we move into the sections that will need more attorney-specific help. We also have constant support from E & FA, R & I, Aeromedical, Legal, Representation, etc... during the negotiating process. The idea you have about just 3 pilot negotiators and DF sitting in a room is not accurate. And to be clear, the company isn't using professional negotiators either. At the table for the company are Buddy C., Doug S., Barney, and their attorney Joe M. who doesn't really say much during negotiations.

That's what the MEC "SHOULD" do, is provide input and direction to a team of professional negotiators.

That would be a disaster in all but a few sections like Scope. In Scheduling, Hours of Service, General, Definitions, etc... it is very important to have pilots doing the negotiating because we are the only ones that really understand how these things all fit together in our daily lives at work. Our NC members have gone through extensive training from professional negotiators to prepare them for this process.

Oh believe me, Wake knows EXACTLY how I feel about DF. Then again, I was never excited to have Wake at the helm of the MEC when he fought against all the basic tenants of things I thought were needed, such as publishing T.A.'d sections as they were agreed upon (thereby reducing the time needed for the pilots to figure out an entire contract in a couple days or weeks before voting), fighting the company harder on grievance issues, stop signing LOA's while you're in negotiations, stop signing CRAP LOA'S without a period of comment for the pilot group (there are 2 right off the top of my head that are absolute sh*t), the list goes on and on.

As you know, I agree with you on several of these issues and disagree on a few others, but laying all of the blame on Wake isn't exactly productive. Wake may run things on a day-to-day basis as the Chairman, but these major decisions are actually made by the status reps that are the voting members of the MEC. The blame (or credit, depending on how you feel) should be placed with them. Wake doesn't even get a vote. All of these issues were discussed and voted on at the MEC level. If you don't like the decisions that are being made, then you need to replace the status reps with people that agree with your positions. Any member can start the recall process.

P.S. I miss having you over at Airlinkpilots.com! It's kind of boring without these debates.

 

[Lear70]

You're right that you can't leave pay aside, but you have to alter the way you think of pay. The pay rate table isn't what's important. The W-2 is what really matters. What you want is to get the best possible combination of work rules and pay rates so that the W-2 is industry-leading. That is our goal, and that is also what XJT managed to do. Their pay rate table may not be the best in the industry, but ALPA's E & FA department calculated that XJT's contract yields the best W-2 in the industry. You have to look at the entire CBA, not just Section 3.

I'm glad XJT was able to get the best overall CBA according to ALPA. I still wouldn't have signed it, but I know where my minimum income is in order to make this a CAREER, and not just a job, and it's about 20% higher than I made last year at PCL, approximately $80k a year for CA's (not including per diem) with 6% raises per year, 3% for longevity, 3% for COLA, and a 10% 401k match.

I hope you guys get it!

We have just as much support available to us as XJT did. We work constantly with Dan F. and have also worked quite a bit with another ALPA attorney named Jim J. We will also have increasing support as we move into the sections that will need more attorney-specific help. We also have constant support from E & FA, R & I, Aeromedical, Legal, Representation, etc... during the negotiating process. The idea you have about just 3 pilot negotiators and DF sitting in a room is not accurate. And to be clear, the company isn't using professional negotiators either. At the table for the company are Buddy C., Doug S., Barney, and their attorney Joe M. who doesn't really say much during negotiations.

Don't get me wrong, I'm not saying the PCL NC is bad. Quite the opposite, those guys seem pretty d*mn sharp, and I especially admire the knowledge and ability of GB.

That said, Buddy C has been negotiating pilot contracts for YEARS. If you don't see him as a professional negotiator, you'd better re-evaluate your stance. Don't know much about Doug's background, and their attorney will probably become more of a factor towards the end.

That would be a disaster in all but a few sections like Scope. In Scheduling, Hours of Service, General, Definitions, etc... it is very important to have pilots doing the negotiating because we are the only ones that really understand how these things all fit together in our daily lives at work. Our NC members have gone through extensive training from professional negotiators to prepare them for this process.

Extensive training for a couple days in Herndon is all fine and good, but I think we're going to have to agree to disagree about this one. Professional negotiators are worth their weight in gold, and with pilots present at all times, they can keep disaster from happening and let the negotiator do his/her job.

As you know, I agree with you on several of these issues and disagree on a few others, but laying all of the blame on Wake isn't exactly productive. Wake may run things on a day-to-day basis as the Chairman, but these major decisions are actually made by the status reps that are the voting members of the MEC.

Not exactly. The majority of the crap LOA's came just before PCL went to an LEC structure, and even he will admit privately that they were a disaster.

I just don't think he should be leading the MEC. As much as Suker and I disagreed about things, I trust his leadership more to be completely honest with you. Would be a perfect combination for him and Hunter to be leading things.

The blame (or credit, depending on how you feel) should be placed with them. Wake doesn't even get a vote. All of these issues were discussed and voted on at the MEC level. If you don't like the decisions that are being made, then you need to replace the status reps with people that agree with your positions. Any member can start the recall process.

Wake may not get a "vote", but Wake can and does initiate discussions on LOA's with the company, negotiates those LOA's without the LEC members present, and can present whatever information to them he wants to get things done his way.

It's so funny that the LEC pushed MemRat for any LOA affecting QOL but there have been several that have affected a large number of pilots (over 10% of the group qualifies), but no MemRat because, as Wake says, "It would negate my ability to negotiate with the company if we had to put everything up for a vote".

I don't like one person doing all the negotiating for things like that and the LEC members only hear what he tells them after the fact.

P.S. I miss having you over at Airlinkpilots.com! It's kind of boring without these debates.

Heh heh... That's OK. We can do them here. Don't have to worry about my anti-MEC beliefs being deleted here.

Hope all is well!

 

[BluDevAv8r]

I'm glad XJT was able to get the best overall CBA according to ALPA. I still wouldn't have signed it, but I know where my minimum income is in order to make this a CAREER, and not just a job, and it's about 20% higher than I made last year at PCL, approximately $80k a year for CA's (not including per diem) with 6% raises per year, 3% for longevity, 3% for COLA, and a 10% 401k match.

Interesting...XJT got 11% raises for Captain on DOS and 5% raises per year and 9% 401k for those under 10 years and 11% and more for over 10 years. That said, I simply don't see any pilot group flying 50 seat jets getting a 20% raises on date of signing any time soon and it isn't because the companies can't afford it or because pilots aren't worth it...it is because of the NMB situation as well as the CPA deals these companies sign. Now...if PCL pilots were willing to give back all work rules in exchange for 20%, it might happen, but I know the PCL pilots aren't going to do that.

That said, Buddy C has been negotiating pilot contracts for YEARS. If you don't see him as a professional negotiator, you'd better re-evaluate your stance. Don't know much about Doug's background, and their attorney will probably become more of a factor towards the end.

Smart pilots at the table will not be outclassed by management no matter how long they have been doing this stuff for. Just remember it all boils down to leverage...that is ultimately what produces a better (or worse) provision or agreement.

Extensive training for a couple days in Herndon is all fine and good, but I think we're going to have to agree to disagree about this one. Professional negotiators are worth their weight in gold, and with pilots present at all times, they can keep disaster from happening and let the negotiator do his/her job.

It isn't about 3 days in Herndon. I've done those 3 days. Smart pilots combined with the right resources are just as good as management...but as I said above, and this comes from experience, it all boils down to leverage.

-Neal

 

[BluDevAv8r]

Well, there's a couple issues in there. First, I don't like profit-sharing. It's too easy for a management group to find ways to "reinvest" in capital spending items and there went the "profit". It really depends on how the profit-sharing is set up and how it's calculated. If it's done so that the company has to pay based on pure revenue / operating expense, regardless of other non-operating expenses, then I MIGHT sign off on it. Otherwise, no way.

Most profit sharing plans are based off EBITDAR. Obviously you want to run it up the income statement as high as possible. That said, taking our debt to finance transactions won't really affect the profit sharing plan except for the interest expense line. Lastly, one should get used to variable compensation...it is unfortunately the way of the future in this business.

Second, in the last 6 months I was at PCL, I deadheaded exactly ONCE on a 2:30 trip BOS-MEM. Cost me 1:15 in deadhead pay not to have 100% deadhead pay. A VERY FEW people deadheaded every other leg, but with 100% deadhead credit PCL would simply stop making trips like that. Like I said, if deadhead credit ends up being 10 hours a year (3 times what my average was), I'd still come out ahead making $5 or $10 more in hourly rates.

That is good then...as long as DH isn't an issue in how they build the trips, then 50% isn't that huge a deal.

I'd like to see how you did that, MORE than 30% in soft credits doesn't sound any way attainable unless you bid JUST to make that happen (bid trips with deadheads every other leg, bid trips with 14 hour duty days but only 2-3 hours of flying, and fly 18-20 days a month).

XJT doesn't have much DH built into the trips. They usually pop up in trips as trips are split throughout the month for 30/7 issues, etc. The smart pilot knows how to get paid the most for working the least. There are many ways to do that in our contract and it isn't just DH time. Picking up a trip on a day off is one way. Any day of flying is at least 3:45 if you pick it up on a day off. So if I pick up a 2 hour turn it is 3:45 or if I pick up a 1 hour flight to the overnight then fly back early in the morning it is 7:30 for doing 2 hours of flying. What if I am scheduled to fly 29 hours in 7 days over 5 days (4-day trip and a day trip which is a 6 hour turn) and then go over on the first 4 day trip by an hour...Scheduling then drops my 6 hour turn but I still get paid for it. What do I do the next day on my "real" day off? Pick up another turn. Domicile rest violations are also pay protected. At XJT pilots are paid scheduled or actual, whichever is greater on a segment basis. That paid out about 5-10 hours per month right there in soft time. I was JM'd zero times in 2005 but reassigned into a day off twice which can pay out huge if you know what you are doing. The list goes on but basically if you know the contract you can make it work for you. So yes, 30% soft time absolutely attainable.

Again, I agree with you that the contract should be WRITTEN by pilots, but it should be NEGOTIATED by professional negotiators with pilots in attendance who can counsel the negotiators when the company starts trying to twist and screw with things.

I touch on this in my previous post but having "been there done that" I think I will continue to go on record saying that having the right pilots at the table doing the negotiating with the professionals' assistance is the way to go.

As far as a $10 an hour raise on DOS, I don't see any reason why not when the company makes as much as they do and it's about 1.5% to 2% of their profit margin. Time for them to share.

THAT'S THE WHOLE PROBLEM WITH REGIONAL PILOTS!!

I'm not trying to pick on you or be an a*s, really I'm not, but that really pisses me off when people say that.

Pay SHOULD be purely a function of market conditions and company profitability. Pinnacle is EXTREMELY PROFITABLE. They have shown NO signs of losing the business (yet), and even if they do take a hit on aircraft (NWA reduces them in size), they'll STILL be extremely profitable.

WHEN and IF PCL loses the RFP and drops below 79 aircraft (the CEO's self-described minimum operational size for "guaranteed profitability"), THEN I'll reduce my expectations.

Until then, I don't give a crap if a company is Ma and Pa's flying service or if they're Southwest. Revenue is revenue is revenue, I don't give a carved rat's a*s where it comes from as long as it keeps coming. If regional pilots would realize that VERY BASIC BUSINESS ECONOMIC PRINCIPAL, maybe they'd start to dig out of the hole they're in.

Good luck to you, you DEFINITELY have a better contract than PCL, I just think you honestly could have done about 5-10% better than you did on rates. Just my .02 cents,,,

I no longer work at XJT but being that I was the Chairman of the XJT NC at the time and dealt with the NMB as well as the CEO of XJT, I am pretty comfortable saying we weren't going to get another penny out of the company without getting a release to a strike (which wasn't going to happen due to the NMB situation at the time...and that hasn't changed either). And that is all what this boils down to - LEVERAGE. The NMB holds the key to PCL's ultimate leverage point...the threat of a cooling-off period and job action. Why do you think ASA doesn't have an agreement yet? Same thing...those guys have been in negotiations for almost 4 years!

-Neal

 

[Lear70]

XJT doesn't have much DH built into the trips. They usually pop up in trips as trips are split throughout the month for 30/7 issues, etc. The smart pilot knows how to get paid the most for working the least.

I agree, that's why I made as much as I did but DIDN'T HAVE FEWER DAYS OFF! By your method below, it sounds like you have to sacrifice days off for pay, not a great plan.

There are many ways to do that in our contract and it isn't just DH time. Picking up a trip on a day off is one way. Any day of flying is at least 3:45 if you pick it up on a day off. So if I pick up a 2 hour turn it is 3:45 or if I pick up a 1 hour flight to the overnight then fly back early in the morning it is 7:30 for doing 2 hours of flying.

7:30 for 2 days of flying? Fu*k that.

What if I am scheduled to fly 29 hours in 7 days over 5 days (4-day trip and a day trip which is a 6 hour turn) and then go over on the first 4 day trip by an hour...Scheduling then drops my 6 hour turn but I still get paid for it. What do I do the next day on my "real" day off? Pick up another turn.

Again, fewer days off for another 3 or 4 hours. No, thanks.

At XJT pilots are paid scheduled or actual, whichever is greater on a segment basis. That paid out about 5-10 hours per month right there in soft time.

Like I said, about 10% in soft credits, and that's about as much as you will REALISTICALLY expect to get with trip and duty rigs if you're not willing to give up 1/4 of your days off for more money.

So yes, 30% soft time absolutely attainable.

If you're willing to give up your QOL to do it, sure it is, you can say that just about anywhere that has premium pay.

 

[BluDevAv8r]

I agree, that's why I made as much as I did but DIDN'T HAVE FEWER DAYS OFF! By your method below, it sounds like you have to sacrifice days off for pay, not a great plan.

Well it all depends what the starting point is, right? What if I started at 16 days off and 90 hours of credit? And ended up at 13 days off with 110 hours of credit? 13 days off works fine for me since I live in domicile.

7:30 for 2 days of flying? Fu*k that.

Maybe I should have been more clear when I said 7:30 for 2:00 of flying. That would be a 1 hour flight from EWR to ALB at 8pm at night and come back at 7am the next day. It is not a 40 hour TAFB 2-day. More like a stand-up/nap for 7:30 minimum. That is basically 2 days off (but a nap in a hotel room) for 7:30.

Again, fewer days off for another 3 or 4 hours. No, thanks.

Again, not being a commuter, 13 or 14 days off works fine for me. Heck, even 12 is 4 on/3 off. Not many "regular joes" have that schedule. And if all I have to do is fly EWR-BDL-EWR (2 hours round trip) for almost 4 hours of pay (5.6 hours when premium is offered), then I'm all for it. Of course, we also have 7:30 round trip turns in open time as well like IAH-BOI-IAH. Easy money when you leave at 10am and come back 8 hours later.

Like I said, about 10% in soft credits, and that's about as much as you will REALISTICALLY expect to get with trip and duty rigs if you're not willing to give up 1/4 of your days off for more money.

XJT gets about 7% to 10% from its leg by leg (segment pay) provision alone (in other words, you aren't penalized for being early since you are protected to scheduled block but you are paid actual block when over). Daily productivity is about 5:30ish in EWR and IAH right now and much closer to 6:00 per day if you aren't in the bottom 30% of the lines.

If you're willing to give up your QOL to do it, sure it is, you can say that just about anywhere that has premium pay.

Not true. I'm talk about soft time...being paid for flying that you aren't actually doing. Again, if I 30/7 off of a EWR-MCI-EWR day trip and am pay protected for that 6:30 of flight time...how is it losing a day off by then picking up a similar trip the next day (originally scheduled day off). That is double-dipping and basically paying you 200% for the original MCI turn.

Different strokes for different folks I guess. If I had something else going on on the side that paid me more than going to work, I'd be bidding for 16-18 days off (which is attainable at XJT if you know what you are doing in the line improvement window). But never...not once...did I go below the contractually guaranteed minimum of 12 days off.

-Neal

 

[Lear70]

Well it all depends what the starting point is, right? What if I started at 16 days off and 90 hours of credit? And ended up at 13 days off with 110 hours of credit? 13 days off works fine for me since I live in domicile.

That's great that it works for you. If I lived in domicile I'd bid all day trips and be home every night, then 12 or 13 days off wouldn't be so bad. However, you're in the minority; most of us commute, therefore I don't like less than 14 or 15 days off.

Maybe I should have been more clear when I said 7:30 for 2:00 of flying. That would be a 1 hour flight from EWR to ALB at 8pm at night and come back at 7am the next day. It is not a 40 hour TAFB 2-day. More like a stand-up/nap for 7:30 minimum. That is basically 2 days off (but a nap in a hotel room) for 7:30.

No, I understood you perfectly. I'm not willing to give up two days of flying and a night away from home for 7:30 of pay. No matter HOW short the TAFB is. I'd much rather come up on the early flight, fly two days for 12-14 hours of pay, then go home on the last flight, get home by 8 p.m. and be done. Same number of days away from home, almost twice as much money.

Of course, we also have 7:30 round trip turns in open time as well like IAH-BOI-IAH. Easy money when you leave at 10am and come back 8 hours later.

Now THAT would be worth it for me, one day of flying, zero nights away from home, 7:30 of credit, double that if premium pay. Sounds good, no argument, and 200% premium pay should be the standard, that's definitely a plus in your T.A. How often can you get that? Can you get that 200% premium pay just by picking trips up? How about 150%? If so, then THAT would be a good way toward your soft credits that I would appreciate and MIGHT take a little less on pay if I could trip improve with premium pay for the extra picked up.

XJT gets about 7% to 10% from its leg by leg (segment pay) provision alone (in other words, you aren't penalized for being early since you are protected to scheduled block but you are paid actual block when over). Daily productivity is about 5:30ish in EWR and IAH right now and much closer to 6:00 per day if you aren't in the bottom 30% of the lines.

Yes, we have segment pay at airTran and it's FANTASTIC; from what I'm told, it gives about 5-7% override in pay coming in and out of Atlanta, historically one of the highest ground delay hubs in the world. We're also running about 6 hours per day productivity, but so is PCL.

Not true. I'm talk about soft time...being paid for flying that you aren't actually doing.

Yes, and segment pay IS a form of soft time. Getting paid when you underblock IS getting paid for flying you aren't actually doing.

Again, if I 30/7 off of a EWR-MCI-EWR day trip and am pay protected for that 6:30 of flight time...how is it losing a day off by then picking up a similar trip the next day (originally scheduled day off)? That is double-dipping and basically paying you 200% for the original MCI turn.

I missed the part in your original example where the 6 hour EWR-MCI turn was a day trip. The 100% removal pay is definitely a bonus, especially when they're removing you from an FAR conflict and still paying you? Most airlines have some sort of credit for most cancellations, but I can't think of very many that pay for FAR .471 removals.

But like you said: Different strokes for different folks, I'd take the 100% cancellation pay and the extra day off and go home. I like my days off.

If I had something else going on on the side that paid me more than going to work, I'd be bidding for 16-18 days off (which is attainable at XJT if you know what you are doing in the line improvement window). But never...not once...did I go below the contractually guaranteed minimum of 12 days off.

12 days off is barely livable for me; anything less is pure hell. 14 days off is my happy place and I have NO intention of working more than that if I can credit 90-100 hours a month, no matter what it pays.

I should probably clarify here that I took the time to go back in my logbook and bank reports and saw how many hours were premium pay (ext / ja) and how many days I honestly flew less than a trip/duty rig would have paid; it was VERY minimal. On an average yearly block of 900-1000 hours, I was Junior Assigned the MOST in 2005, for a total of 32 hours, compensated on existing premium pay of 125 to 150%. The extra 50-75% would have credited me an extra 2% on my W-2. Trip and Duty rigs (when not on reserve) would have credited me less than 1% extra on our existing trip construction.

That's why I say I would want more money on hourly rates; I just never see enough of the cancellation pay, ext/JA premium pay, or trip/duty rigs at either PCL or airTran that clearly give a 15-20% override. Although a FEW would benefit on some select trips, by and large as regional pilots we already fly more than those rigs would give the MAJORITY of the pilot group and I would rather have a 10% in hourly rates than a 3% in soft credit.

The only way it would benefit us is if the company suddenly hired a lot more people and spread out the flying and made the trips like the old legacy carrier trips (two legs, 18 hour overnight, 1 leg, 35 hour overnight, etc) or the company suddenly understaffed the airline so dramatically that EXT/JA became a daily event (like PCL did for 4-6 months back in 2005).

These are great discussions by the way, and hopefully give the pilots at both carriers (PCL and AirTran which are both in Section 6) some food for thought. Do the math, guys! Go back in your yearly W-2's and your logbooks (I always track duty time for checking my pay banks) and apply multiple scenarios of trip and duty rigs and see which ones, if any, would benefit you. Then go back and see how many times you were JA'd or EXT'd and see how a 200% override would affect you differently than the 125/150% you already get (PCL pilots).

Once you've done that, email your NC. Tell them what you've found and what you want in YOUR T.A.

Good luck to ya'!