Mr. B-19

[chingaso]

Thanks for posting the litigany regarding the Comair "status quo" violations.

Your post validates the illegal violation of status quo by Flight Options' management. They have violated 'status quo' countless times since the beginning of negotiations.

When held accountable, Flight Options' management stated, officially, that there is no such thing as "status quo" during the negotiation of an initial contract. Therefore, even IF the pilot group were to do something to violate status quo, they cannot be held accountable since the Company has already officially stated that there is no such thing as status quo, presently.

Thank you for bringing this important fact to light.

To move away from the arguments against unions, I would like to ask your professional opinion, and advice, regarding the following:

* given the incompetencies of Flight Options' current management team, what alternatives to a union effort would you suggest for the pilots of Flight Options to utilize to get their company back on track?

* "if you don't like it, find a better job" seems to be a common suggestion. However, if all the pilots at Flight Options were to leave for greener pastures, would that not also destroy the company and harm the non-flying employees at the company worse than a union effort would?

* What is your solution to the problems Flight Options faces concerning its maintenance department? Despite our disagreeing on many issues, I know that safety is something you are an adamant advocate for. What is your opinion of 'pencil whipping,' be it required inspections or repairs, and what would you do if you found that it was occurring at your company? This is an issue that is presently before the FAA and has gained national attention after the whistle-blowing that unveiled the corner-cutting going on at American and Southwest. What would you do, as a Captain, to ensure that valid squawks are authentically addressed? Are you aware that Flight Options has been involved in litigation over the destruction of 501s and the falsification of maintenance records? Former mechanics have been deposed and this is a matter of public record. Were you aware? How would you fix this?

* You stated, in response to my post a while back, that "bad management can be replaced overnight." How would you do this? How, without organizing, does an employee-group manifest a such a management change?

* How, as a pilot, and what, would you do to prevent these same newcomers from destroying your job and your company that you have been at 300% longer than they have? Knowing that your boss had a proven track record of ruining other carriers, what would you do? Would you stay and try to fix things or would you quit? Again, 500 pilots leaving Flight Options would shut the company down overnight, and hurt all of the other employess worse than any union would; am I wrong?

I ask these questions of you, respectully, not to engage in a union debate--I truly want to know, pilot to pilot, what you would do, and how you think these issues should be addressed? For arguments sake, let us say that you are correct in your position against unions; what can you offer as an alternative to address what is so very wrong about Flight Options in its current state?

 

[Galaxy]

Excellent post Chingaso.

Unfortunatly answering logical questions is not on his agenda. His agenda is spread across is 600 babbling anti union posts. We all know the answer to the problems and we set those in motion with a YES vote. The next solution will be in the way of a CONTRACT. Then it will be escorting the crooks away from the CGF building and having mgt with vision enter and start a healing process that will cost 10 fold what was paid to F & H goons to fight a losing battle. Sh!tfinger, Baboo and Babbling Bob are doing well following in the footsteps of their hero Lorenzo. Hopefully they too will soon be banished from aviation.

 

[B19 Flyer]

Excellent post Chingaso.

Unfortunatly answering logical questions is not on his agenda. His agenda is spread across is 600 babbling anti union posts. We all know the answer to the problems and we set those in motion with a YES vote. The next solution will be in the way of a CONTRACT. Then it will be escorting the crooks away from the CGF building and having mgt with vision enter and start a healing process that will cost 10 fold what was paid to F & H goons to fight a losing battle. Sh!tfinger, Baboo and Babbling Bob are doing well following in the footsteps of their hero Lorenzo. Hopefully they too will soon be banished from aviation.

Galaxy,

With all due respect to the rest of those folks at Flight Options suffering under the weight of the union imposed negotiations, what career successes have you had that qualify you to be critical of management?

In the industry, fracs are small potatos compared to legacy carriers that support the entire infrastructure as we know it today.

While you sit there and complain, you are the problem and not the solution.

I've responded to his questions, from an experience perspective of two decades from commuters to regionals to legacy to fractionals and to the great company where I am now (that wasn't my original choice, but unions forced that). What to you bring to the table? What do you care about the industry or the rest of those around you?

Are you not qualified to fly for the big boys? Is that why you whine so much?

I’ve made it to the big show, and it’s a blast. I can go back anytime I want with my experience, but I love the gig I’ve got now and there isn’t any financial benefit for me.

Do you whine because the best you can do is Flight Options ?

Is that why you choose to make everybody else's life miserable, because you don't have options?

 

[B19 Flyer]

Part two....

* You stated, in response to my post a while back, that "bad management can be replaced overnight." How would you do this? How, without organizing, does an employee-group manifest a such a management change?

Good question, but once again, it’s perception of bad management, rather than bad management. Managing is a lot tougher than it seems and it’s not easy to get experienced management ay smaller carriers such as FLOPS. The risk of organizing to fix “bad management” far outweighs a job change. Why do I say that is the next question. It’s more about job fit than it is management. Depending on how old you are, you’ll have say… 30 years at an air carrier. If today the union drive begins, you’ll have at least a years between turning in the cards and the sanctioning of a union. After that, you’ll have another 3 years to put the CBA into place and another year before the CBA is implemented if all goes well. Oh, and just because the contract is implemented doesn’t mean that the company or management you didn’t like to begin with is going to change.

That’s as many as six years out of your career that you have lived with turmoil. If you truly weren’t happy with how things were done, why waste all that time? Find something that matches, there are plenty of air carriers out there.


* How, as a pilot, and what, would you do to prevent these same newcomers from destroying your job and your company that you have been at 300% longer than they have? Knowing that your boss had a proven track record of ruining other carriers, what would you do? Would you stay and try to fix things or would you quit? Again, 500 pilots leaving Flight Options would shut the company down overnight, and hurt all of the other employess worse than any union would; am I wrong?

Is about preventing the newcomers from destroying your job or is it about the changes within the industry? The newcomers that are just looking to fly airplanes just like you did. They have a right to a career too. All companies grow, change mature and sometimes changes just happen. After working at all levels of the industry, I can’t imagine why anybody would want to put a union into a small carrier like FLOPS unless they felt that it was the highest level they could reach in their career. You can vote with your feet. With other options like NJ out there and various legacy carriers, FLOPS would be more like a stepping stone.

That being said, I see no value in bringing a union onto a previously non-unionized company. To me, it’s more about taking command of your own career.

You are right, 500 pilots leaving the company overnight would shut the company down, but so wouldn’t a mass exodus of accountants, dispatchers and mechanics.

All of these people would have to be replaced but the company would still survive.

What I asked myself after the second layoff was, what’s best for me and my family if I wanted to continue in aviation? I prioritized my searches on non-union and “lightly” unionized airlines because the common denominator in both layoffs was union actions. Some of the carriers operated great equipment but weren’t very well known. Maybe I got lucky, but the first part of my career was the traditional path through a commuter to a regional and on to a major. I consulted through one layoff and again after the second layoff before winding up where I am now. That is where my fractional experience was gained, and I do have a ton of respect for the business model.

I can’t speak for others, but in my opinion there are two way to effect change in your personal career. Either make an attempt to step into management so you can see where the flaws are and try to fix them yourself, or match your job to an carrier that has the same values that you do.





I ask these questions of you, respectfully, not to engage in a union debate--I truly want to know, pilot to pilot, what you would do, and how you think these issues should be addressed? For arguments sake, let us say that you are correct in your position against unions; what can you offer as an alternative to address what is so very wrong about Flight Options in its current state?

I’ve tried to be respectful also, but I think that the state of business at Flight Options right now is very poor for two reasons. The first is that that the economy bites right now, and business leaves much to be desired. Management has to create revenue to make the business a viable entity. Second, when you throw a union on top of that, things become so complicated that it’s hard to see the forest through the trees and more mistakes are made. As hard as it is to believe, management is human too.

I don’t know the status of negotiations at FLOPS, but the union isn’t going away. If FLOPS does what Delta did back in 1999 by giving “United plus $1”, than the company could very well be in the same position Delta was in two years later with the rest of the industry. However, holding their ground doesn’t help either because (like NJ) the company can’t grow, is stagnant and all the employees get hurt.

If the economy was on the upswing, I would estimate that the union holding their ground would be a normal thing, but the company would have room to keep the company in a sound financial position.

As the economy is on a downswing, 1108 isn’t getting it done. Each month that passes, the more pilots that are laid off to increase the available pool of pilots weakens their bargaining position. The ball is in 1108’s court, and the split-off with IBT won’t help them a bit.

As a pilot, I’d be riding it out there with my resume into about every carrier I could that has a fleet and business model that works for me. With the union on the property and conditions the way they are, FLOPS pilots are years away from resolution.

I hope the rest of the frac pilots in the industry are watching what is going at FLOPS, because it’s them I appeal to with my posts. NJ is an animal all their own with Bershire Hathaway involved, and all the other fracs are small be comparison.

The industry and business model is at stake through all this, not just individual companies. The repercussions of the expensive and industry leading contracts signed by American, United and Delta in the 90’s are still being felt today.

 

[B19 Flyer]

Part One...

Thanks for posting the litigany regarding the Comair "status quo" violations.

Your post validates the illegal violation of status quo by Flight Options' management. They have violated 'status quo' countless times since the beginning of negotiations.

When held accountable, Flight Options' management stated, officially, that there is no such thing as "status quo" during the negotiation of an initial contract. Therefore, even IF the pilot group were to do something to violate status quo, they cannot be held accountable since the Company has already officially stated that there is no such thing as status quo, presently.

Thank you for bringing this important fact to light.

To move away from the arguments against unions, I would like to ask your professional opinion, and advice, regarding the following:

* given the incompetencies of Flight Options' current management team, what alternatives to a union effort would you suggest for the pilots of Flight Options to utilize to get their company back on track?


Incompetence is a matter of opinion. This same argument is heard from the smallest commuter to the largest legacy. Case in point: The same CEOs that produced record breaking industry profits during the 90’s were all hailed as incompetent by the end of 2001 when the industry faltered. Not just one mind you, all of them. Management during labor upheaval is difficult, even during the best economic times. It’s why I suggest making an effort to join management and see how difficult it is rather than just complain about it. It’s a lot harder than flying an airplane, the job is 24 hours a day, and you can’t believe the stupid things that people do that YOU are responsible for. Remember, as a manager, you are only as good as the people around you and when they screw up the guys at the top are the visible ones, not the secretary that forgot to drop your LOI response on time to the FAA.

* "if you don't like it, find a better job" seems to be a common suggestion. However, if all the pilots at Flight Options were to leave for greener pastures, would that not also destroy the company and harm the non-flying employees at the company worse than a union effort would?

It’s not so much if you don’t like it find a better job as much as it is taking command over your career and finding the right job for yourself. When you leave to find a job that matches you, others will fill in behind you. Just because you don’t like how Flight Options operates doesn’t mean that others won’t. Every pilot has things that are important to them. One friend of mine turned down a flying position working at my airline because he likes the schedule where he’s at now. The difference in pay is staggering. He actually wouldn’t be flying any more than he does now, but the bid lines are set up in a way that doesn’t work for him as we are international. It’s not always about the money. It’s about the career fit. Sure, I’d wish I was still with the legacy carrier I was with, but the union action got me laid off. After not one, but two layoffs because of radical union behavior I started to prioritize my job search with carriers that didn’t have unions and I found a good one that allowed me to make more $$ and stay in my chosen field.

Once again, I’m stating if you want to fly for a union carrier, that’s your choice. But choose a good one with sound leadership. I don’t see that out of 1108. They have a short track history and have only been successful closing the deal with the fractional with the deepest pockets. They haven’t gotten it done with FLOPS, and now they want to split with IBT. Doesn’t seem like a sound group or good leadership. If you are going to choose a union carrier, go with somebody like Southwest, but the caution there is that the old guys that negotiated the current deal are no longer there from either the union or the management side.


* What is your solution to the problems Flight Options faces concerning its maintenance department? Despite our disagreeing on many issues, I know that safety is something you are an adamant advocate for. What is your opinion of 'pencil whipping,' be it required inspections or repairs, and what would you do if you found that it was occurring at your company? This is an issue that is presently before the FAA and has gained national attention after the whistle-blowing that unveiled the corner-cutting going on at American and Southwest. What would you do, as a Captain, to ensure that valid squawks are authentically addressed? Are you aware that Flight Options has been involved in litigation over the destruction of 501s and the falsification of maintenance records? Former mechanics have been deposed and this is a matter of public record. Were you aware? How would you fix this?

I don’t know the internal workings on this at FLOPS, but can only speak from experience at other carriers. I’ve seen the shirt pocket write ups where all of a sudden the airplane gets to maintenance base (coincidently where the pilot’s car is parked) and all of a sudden a good airplane is junk and is parked for days. That airplane wasn’t flown because the company asked, it happened because the pilots wanted to get home. I’ll be honest, I’ve rarely seen company managers request airplanes to be flown broken. I’ve seen and been involved in long discussions to determine if something is actually broken, of if the pilot just doesn’t understand the system. Those situations are over the phone and it’s hard to determine what a pilot is perceiving.

As far as pencil whipping, I’ve seen more than my share of that also. Most of the time I’ve seen it is simply laziness on the part of the mechanic and not being sanctioned by management, but of course they are the ones that get tagged when something goes bad. You asked what I’d do, in the past when I’ve personally had the authority; I’ve grounded airplanes when I’ve discovered that repairs were not done properly. Usually by the time I get involved the airplane has broken many times over the same item. Something that average line pilot doesn’t see is that everybody is working behind the scenes is simply trying to keep the schedule intact. I’ve found from personal experience pencil whipping is usually an outcome of that rather than an intentional saving of money or overlooking safety. Once again, it occurs a lower level than management, but I can’t ever remember a manager ignoring a blatant write-up by just clearing the logbook.

 

[Galaxy]

Fish ON!

I actually took you off the ignore list thinking you might actually answer one of his questions. Like always, you skirt around the original post and make a personal attack.

For some reason you think flying a "Heavy" is making it to the big show. Heck, Skybus flew Airbus are they big time?
You say you work for a non union major-ahh which one would that be? You made it big time alright. Didn't you have a Saab, B1900 and 737-on your list at one time? Yea thats big time..
Working for F & H and sold your integrity for a few dollars.
You stories are full of holes they smell like rotting garbage emitting from CGF.
You have no real vision in where the money is being spent in aviation. I could go on and on explaining aviation to you but all you know is the story that you fabricated and continue to lie upon. So my time would just be wasted.
No-I have no interest in flying for an airline. The commuting, furloughs, chapet 11's. Not for me. The money is not in hoping the next seat is sold on the internet.
And before you say FLOPS is headed for the same--I say GOOD. Close the doors!
As for the non pilots FLOPS employees that may lose a job. Tough! Welcome to aviation!
As far as FLOPS go. I have had many of opportunities to leave but I have committed myself to seeing this to the end. Win or lose or BUST I am here till the end.

Now do Chingaso a favor and man up and answer his questions. Dont bother making post number 601 on your anti union babble. We don't hear it anymore-unless you get paid by the post from F & H. Then in that case post on and feed your family with your money stolen from the FLOPS pilots.

 

[B19 Flyer]

Now do Chingaso a favor and man up and answer his questions.

Asked and answered.

Real men take responsibility for their own careers and don't destroy others.

Where do you stand?

 

[Galaxy]

Yup I see you answered with your usual tone.
It's all your usual babble-about as tough to read as ole gardner. Just the message is different.

I am not risking a career with a union at FLOPS I am risking a job. I work here you don't-so don't worry about us. Mikey will either pay the going rate or pay the movers. The business model has the ability to make money-lots of it! It is not my problem if Mikey and his "team" of VP friends he drug here mismanaged the funds. I gues he should go back to accounting class.

I still stand on ending crappy aviation jobs one by one. Contract or Close the Doors! Who knows? Perhaps when the doors close here I can go work at your non union BLISS of an airline and live in B19's Utopia.

 

[mxpilot2]

I hate to quote this whole thing, but in order to respond and not forget what I want to address. It will be interesting to see IF there is a response, as B19 seems reticent to respond to rational, first-hand evidence of things at Options. Mine are in RED.

You stated, in response to my post a while back, that "bad management can be replaced overnight."
Good question, but once again, it’s perception of bad management, rather than bad management.
Seems as though if there is all this turmoil, numerous losses of pilots and mechanics because of dssatisfaction with job conditions, etc., that management has some issues.
Managing is a lot tougher than it seems and it’s not easy to get experienced management ay smaller carriers such as FLOPS. The risk of organizing to fix "bad management" far outweighs a job change. Why do I say that is the next question. It’s more about job fit than it is management. Depending on how old you are, you’ll have say… 30 years at an air carrier. If today the union drive begins, you’ll have at least a years between turning in the cards and the sanctioning of a union. After that, you’ll have another 3 years to put the CBA into place and another year before the CBA is implemented if all goes well. Oh, and just because the contract is implemented doesn’t mean that the company or management you didn’t like to begin with is going to change.
I have no idea what ANY of this has to do with the original question, except to insert non-union blathering.
Where is the answer to how to change bad management overnight?? You said it, now explain it.
* How, what, would you do to prevent these same newcomers from destroying your job and your company that you have been at 300% longer than they have? Knowing that your boss had a proven track record of ruining other carriers.
Is about preventing the newcomers from destroying your job or is it about the changes within the industry? The newcomers that are just looking to fly airplanes just like you did. They have a right to a career too. All companies grow, change mature and sometimes changes just happen.
Current management is not "flying airplanes, just like you do", they are directing a business that is flying airplanes. And rather poorly from what I hear and see. Mass exodus of employees (even the ones you seem to want to look out for), would indicate that it's not going well. They're doing what you advocate. That many people can't all be wrong.You can't envision putting a union in anywhere, that's kind of irrelevant. And some folks there don't want to be viewed as a stepping stone.
That being said, I see no value in bringing a union onto a previously non-unionized company. To me, it’s more about taking command of your own career.
I normally wouldn't see the value in a union either. But as I posted before, I have to agree with the notion in light of all the pay, benefits, and degradation of working conditions that has happened since I was there (when Options was the highest paying Frac, by far). Why is this happening?
You are right, 500 pilots leaving the company overnight would shut the company down, but so wouldn’t a mass exodus of accountants, dispatchers and mechanics.
I'm guessing that the working conditions aren't changing as dymanically for the office personnel as the pilots. Doubtful that their pay has dropped, or that they're sitting somewhere uncomfortable for 14 hours after an 0?30 get-up. They do their 8 and go home.
All of these people would have to be replaced but the company would still survive.
I can’t speak for others, but in my opinion there are two way to effect change in your personal career. Either make an attempt to step into management so you can see where the flaws are and try to fix them yourself, or match your job to an carrier that has the same values that you do.
It seems that the only ones that "attempt to step into management and succeed, are the ones who share management's vision on how things should be done. Which is not according to accepted practices, with regards to safety or procedure.

 

[mxpilot2]

I ask these questions of you, respectfully, not to engage in a union debate--I truly want to know, pilot to pilot, what you would do, and how you think these issues should be addressed?
I’ve tried to be respectful also, but I think that the state of business at Flight Options right now is very poor for two reasons. The first is that that the economy bites right now, and business leaves much to be desired. Management has to create revenue to make the business a viable entity.
As a pilot, I’d be riding it out there with my resume into about every carrier I could that has a fleet and business model that works for me.
The industry and business model is at stake through all this, not just individual companies. The repercussions of the expensive and industry leading contracts signed by American, United and Delta in the 90’s are still being felt today.
Funny that all of the other Fracs doing the same business for the same type of people can be hiring and growing, but Options can't? If they hadn't been throwing away customers with poor response to service issues, might it not have reached this level? And what level is it really? Their current leader has said in various Cleveland pubs that the economy is bad and growth is stagnant, and he needs tax breaks to survive, and in others is quoted as projecting big growth. Which way is it, really??
Thanks for posting the litigany regarding the Comair "status quo" violations.
Your post validates the illegal violation of status quo by Flight Options' management. They have violated 'status quo' countless times since the beginning of negotiations.
When held accountable, Flight Options' management stated, officially, that there is no such thing as "status quo" during the negotiation of an initial contract. Therefore, even IF the pilot group were to do something to violate status quo, they cannot be held accountable since the Company has already officially stated that there is no such thing as status quo, presently.
Thank you for bringing this important fact to light.
To move away from the arguments against unions, I would like to ask your professional opinion, and advice, regarding the following:
* given the incompetencies of Flight Options' current management team, what alternatives to a union effort would you suggest for the pilots of Flight Options to utilize to get their company back on track?
Incompetence is a matter of opinion. This same argument is heard from the smallest commuter to the largest legacy. Case in point: The same CEOs that produced record breaking industry profits during the 90’s were all hailed as incompetent by the end of 2001 when the industry faltered. Not just one mind you, all of them. Management during labor upheaval is difficult, even during the best economic times. It’s why I suggest making an effort to join management and see how difficult it is rather than just complain about it. It’s a lot harder than flying an airplane, the job is 24 hours a day, and you can’t believe the stupid things that people do that YOU are responsible for. Remember, as a manager, you are only as good as the people around you and when they screw up the guys at the top are the visible ones, not the secretary that forgot to drop your LOI response on time to the FAA.
KR may have been perceived as incompetent at the end, because he couldn't show a profit while providing the service level that was expected. But the man had an idea of how something could be done, and did it well enough to grow a company from the ground up to pretty epic proportions. Under the newcomers, it has dwindled. Why?
* "if you don't like it, find a better job" seems to be a common suggestion. However, if all the pilots at Flight Options were to leave for greener pastures, would that not also destroy the company and harm the non-flying employees at the company worse than a union effort would?
It’s not so much if you don’t like it find a better job as much as it is taking command over your career and finding the right job for yourself. When you leave to find a job that matches you, others will fill in behind you. Just because you don’t like how Flight Options operates doesn’t mean that others won’t. Every pilot has things that are important to them.
I don't believe that the current state of conditions is "do you want to work for a union carrier" in this instance. The union is involved to try to stem the losses of working conditions that is being experienced. Those who would try to change that are either not accepted into management, or do not last there because their viewpoints don't match the top brass. The only ones who are still there in management positions are those who "went along with the program". That program doesn't look too successful right now.
* What is your solution to the problems Flight Options faces concerning its maintenance department? Despite our disagreeing on many issues, I know that safety is something you are an adamant advocate for. What is your opinion of 'pencil whipping,' be it required inspections or repairs, and what would you do if you found that it was occurring at your company? This is an issue that is presently before the FAA and has gained national attention after the whistle-blowing that unveiled the corner-cutting going on at American and Southwest. What would you do, as a Captain, to ensure that valid squawks are authentically addressed? Are you aware that Flight Options has been involved in litigation over the destruction of 501s and the falsification of maintenance records? Former mechanics have been deposed and this is a matter of public record. Were you aware? How would you fix this?
I don’t know the internal workings on this at FLOPS, but can only speak from experience at other carriers. I’ve seen the shirt pocket write ups where all of a sudden the airplane gets to maintenance base (coincidently where the pilot’s car is parked) and all of a sudden a good airplane is junk and is parked for days. That airplane wasn’t flown because the company asked, it happened because the pilots wanted to get home. I’ll be honest, I’ve rarely seen company managers request airplanes to be flown broken. I’ve seen and been involved in long discussions to determine if something is actually broken, of if the pilot just doesn’t understand the system. Those situations are over the phone and it’s hard to determine what a pilot is perceiving.
What a crock of crap! You seem to want to blame the pilots for putting a plane into maintenance by claiming he just wants to go home??? Do you realize how dumb that sounds? How much coincidence has to fall into place for the right plane, with the right crew, ends up at a maintenance base anywhere near EITHER pilot's home?? You may not have heard about managers requesting planes be flown broken, but I experienced it there. Much of it was due to not understanding how an MEL reads, which is even more pathetic from someone in charge. All you have then is a battle of wits with an unarmed person. A squawk that I stood my ground on after a 20 minute phone conversation got another pilot into a bad situation in another airplane because he caved to pressure. It happens. Inspections that you KNOW can't be done in a 10 hour layover were done and signed.
As far as pencil whipping, I’ve seen more than my share of that also. Most of the time I’ve seen it is simply laziness on the part of the mechanic and not being sanctioned by management, but of course they are the ones that get tagged when something goes bad. You asked what I’d do, in the past when I’ve personally had the authority; I’ve grounded airplanes when I’ve discovered that repairs were not done properly. Usually by the time I get involved the airplane has broken many times over the same item. Something that average line pilot doesn’t see is that everybody is working behind the scenes is simply trying to keep the schedule intact. I’ve found from personal experience pencil whipping is usually an outcome of that rather than an intentional saving of money or overlooking safety. Once again, it occurs a lower level than management, but I can’t ever remember a manager ignoring a blatant write-up by just clearing the logbook.
So it's OK to do it to maintain a schedule?? That's not acceptable to any FAA person I've met, and you want flight crews to lay their license on the line for it? You first, not me. Ever.
Sorry again for taking up so much space. This post really got me, since now it not only is anti-union, but more anti-pilot than all of the previous. With all due respect to B19, I had to shorten my post to get the board to take my response, so I deleted the anti-union verbiage we've all heard before. No disrespect intended, you're entitled to your opinion, just had to shorten without losing the intent.
I keep maintaining how I have no dog in this fight, since I'm out now, but I have friends on the inside that deserve better.
Regards,
Chris