No Delay
Well-known member
- Joined
- May 26, 2004
- Posts
- 484
Just looking for some feedback. Trying to figure out my next step or if I even have a next step. I tried to let the process work but I "feel" like my reps have represented the company better than they have represented me.
I had 21 hours of vacation. I dropped 15 hours worth and got docked 17 hours because of this MMG.
It was a nap line. Every trip that was dropped was "conflicting" - can't fly half a nap. My vacation started on Monday. A front end nap was dropped on Sunday. Also had a drop on the tail end. Flying both naps would force me to fly on my vacation - so in my eyes it is conflicting.
The company's argument is that if you check "drop conflicting trips" on your vacation bid - that it allows the company to prorate you pay (using the MMG). - where is that stated?
My argument is that is not what the contract says.
Section 4 (B.2.) - MMG
For purposes of prorating the minimum monthly guarantee, a pilot who is in training, on sick leave, on a leave of absence on a scheduled day off, on reimbursed Association leave or on vacation is not considered unavailable.
Therefore, MMG should not be used for vacation time off.
Section 13 F. 2. a.
2. Pilots with Vacation
5 a. A pilot whose schedule for the ensuing month conflicts with his vacation will
have each trip(s), or portion of a trip(s), that conflict with his vacation dropped into open time. If a pilot elects to drop non-conflicting portions of a conflicting trip(s) into open time pursuant to paragraph C.4.d. the non conflicting trip portions dropped will be treated as a voluntary schedule change in accordance with Section 4.C.
This states that non-conflicting portions of a trip you drop will be considered voluntary schedule change - tripping the MMG formula.
Every example in our contract calculates MMG for the non-conflicting portions. NOT the conflicting portions dropped.
The union's argument is that it was an understanding we had.
Well, when did we start operating on understandings instead of what the contract says. There is no MOU or LOA stating this "understanding".
I believe I operated and bid my schedule by what the contract says. To me, it is crystal clear. We were given 3 pages of examples to make sure we understood how and when this MMG would be used.
I didn't realize we some other understanding.
Just wondering what options I would have since I totally disagree with what the company has done and the union's explanation of it.
Thanks.
I had 21 hours of vacation. I dropped 15 hours worth and got docked 17 hours because of this MMG.
It was a nap line. Every trip that was dropped was "conflicting" - can't fly half a nap. My vacation started on Monday. A front end nap was dropped on Sunday. Also had a drop on the tail end. Flying both naps would force me to fly on my vacation - so in my eyes it is conflicting.
The company's argument is that if you check "drop conflicting trips" on your vacation bid - that it allows the company to prorate you pay (using the MMG). - where is that stated?
My argument is that is not what the contract says.
Section 4 (B.2.) - MMG
For purposes of prorating the minimum monthly guarantee, a pilot who is in training, on sick leave, on a leave of absence on a scheduled day off, on reimbursed Association leave or on vacation is not considered unavailable.
Therefore, MMG should not be used for vacation time off.
Section 13 F. 2. a.
2. Pilots with Vacation
5 a. A pilot whose schedule for the ensuing month conflicts with his vacation will
have each trip(s), or portion of a trip(s), that conflict with his vacation dropped into open time. If a pilot elects to drop non-conflicting portions of a conflicting trip(s) into open time pursuant to paragraph C.4.d. the non conflicting trip portions dropped will be treated as a voluntary schedule change in accordance with Section 4.C.
This states that non-conflicting portions of a trip you drop will be considered voluntary schedule change - tripping the MMG formula.
Every example in our contract calculates MMG for the non-conflicting portions. NOT the conflicting portions dropped.
The union's argument is that it was an understanding we had.
Well, when did we start operating on understandings instead of what the contract says. There is no MOU or LOA stating this "understanding".
I believe I operated and bid my schedule by what the contract says. To me, it is crystal clear. We were given 3 pages of examples to make sure we understood how and when this MMG would be used.
I didn't realize we some other understanding.
Just wondering what options I would have since I totally disagree with what the company has done and the union's explanation of it.
Thanks.