Any SWA or Airtran pilots see recent SLI at Mesaba/Colgan/Pinnacle?

[RLAblows]

This will be something that will help to bring both groups together with a unified voice as we scream "Staple them"!!!!!

I still get a laugh from that comment every time. Lookout Jet Blue. :laugh:

 

[Lear70]

Guy's, what Bill is saying is plainly written in the Four Party Process Agreement (that your MC signed):​

You're reading it selectively. Let me break it down for you, concentrating on the intent of an entire SENTENCE and PARAGRAPH, not just picking and choosing what words help your argument:

a. Adjustment of the AirTran-ALPA CBA to reflect the
compensation and benefits of the SWAPA CBA;

Correct. If a negotiated or mediated list is not produced, ALPA has no input on when AAI pilots come onto SWAPA compensation and benefits. However, once the ISL is implemented, that happens automatically as a function of the RLA and representation by one collective bargaining agent on one CBA, but that could be a LONG time if integration is fought after arbitration.

b. Application of the SWAPA CBA to AirTran pilots;

Correct. See above.

c. B717 rates of pay and work rules to be applied under the SWAPA CBA to Southwest and AirTran pilots; and

Correct. See above. We continue on our current pay, work rules, and benefits after arbitration until they are either agreed to under the negotiations that start after arbitration on those issues or until the ISL is implemented as mentioned above.

d. International pay and work rules to be applied under the SWAPA CBA to Southwest and AirTran pilots.

Correct. Again, see above.

You (ALPA...because you're not SWAPA) won't get a seat at the table when these things are hashed out unless we get a NEGOTIATED list. Like I said before, If an SLI isn't NEGOTIATED... all bets are off.

Yes, actually, we DO get a seat at the table when those are hashed out. It's in Section VI of the Process Agreement. In the event of arbitration, the panel that meets to negotiate when those things above are applied to us are with our people at the table (Items A and B above). The long-term changes to the SWAPA contract (Items C and D above) do NOT involve us.

All bets aren't off, they're simply in limbo for an unknown period of time. Could be months if the arbitrated list is relatively fair, it could be longer if it's fought (years if there's a legal battle similar to UAir / F9). However, one thing that's NOT covered by the above which was previously threatened by a poster who quite clearly has no CLUE how the RLA works is the negotiation of Longevity or probationary periods.

You can't simply create a new longevity or probationary period for a work group represented by the RLA *UNLESS WE AGREE TO IT*.

You can take that to the bank, that question has been asked and vetted by several different attorneys. The other stuff? Yes. Those two issues? Not a chance. Pretty ridiculous stuff right there... ​

 

[RLAblows]

Good lord, we must be getting close to something. The bickering is getting more focused.

 

[ArcadiaMaxima]

What was that airline called way back when.....airtran....no...transtar...wait maybe it was both.

 

[RLAblows]

What was that airline called way back when.....airtran....no...transtar...wait maybe it was both.
[/QUOTE


good post. Very original and well thought out.

 

[Max Powers]

I don't know about the rest of you but I'm worried about some of these posts especially by the likes of Billy and Bob. Hopefully their logic does not represent more than 10% of the pilots at SWA. If so the entire operations could be at risks or losing its edge.

 

[PCL_128]

And what happens if the Process Agreement goes away?

The Process Agreement is a legally binding document. You can't just make it "go away" as you'd like. Your union signed it, as did your management. You'd best read it and understand it, because it controls this entire process, from beginning to end, and it mandates an operational integration.

There's absolutely NO way Gary is gonna let this ruin his (and Herb's) legacy at this company.

You really are delusional if you think a brilliant and successful CEO is going to say "screw you" to thousands of shareholders (who he has a legal obligation to, by the way), just because you want to take your toys and go home when an arbitration doesn't go your way. The legal fights in federal court for years to come over the violation of ATN scope and the Process Agreement would be a drop in the bucket compared to billion dollar class action lawsuits that would result from him backing out of a deal that he swore up and down to the shareholders would create $400 million in synergies, and make it possible for their investment to grow once again, after so many years of share price stagnation. Please, join us in the real world, Red. GK knows that his legal obligation is to his shareholders, and he's going to live up to that.

I don't think any four party agreement can make a multi billion dollar company do any thing.

In that case, you might as well throw your contract in the trash and decertify SWAPA. If management is capable of doing whatever they want, then you don't need a contract and a union, right? Yeah, I didn't think so. Again, let's get back to reality.

 

[SKC]

Pilots and FA's make up the vast majority of the employees at the airline.

While I don't know the current numbers, there would have to be 50% more FAs than pilots (which there may be), just to account for half of the total SWA employees. So, it's a long shot to say it's a vast majority.

 

[scoreboardII]

I'm a self absorbed worthless piece of nonflying blah blah blah

Sheesh.

gee, that was easy

 

[scoreboardII]

BTW, please fill us in on whom will remove us.

The CEO of SWA via GH.

The same one who said "I'm not buying F9 unless there is a negotiated seniority agreement in place prior to purchase".

That guy.

Now, why would the Process Agreement be worded in such a way that "all deals are off" if a NEGOTIATED settlement is not reached? Why?

Maybe you can fill us in on that?