New trend for AirTran negotiations?

[RIDETHELIGHTING]

I agree, I planned to stay to. But now that upgrade is getting further away I have started putting my stuff back out(Even if upgrade was still short, it is no accuse not to have decent FO rates).

 

[AppBrookie]

I think the union FO proposal is the minimum we should accept, should be asking for more at the table and let it ease down. We need a hefty backpay/signing bonus also, this has been dragged out long enough!!

Management has gotten really gung-ho on this contract all of the sudden, I think something is up other than Midwest that they need to get this thing wrapped up quick.

 

[BSkin]

Management has gotten really gung-ho on this contract all of the sudden, I think something is up other than Midwest that they need to get this thing wrapped up quick.

Concur, something is going on.

 

[Rouge Warrior]

F9????

 

[BSkin]

I'm sure as a lineholder (by summer I believe) I'll have a harder time with SAP and such, and MAYBE some reassignment issues (hopefully not since that side letter is in place now), but only time will tell./quote]

You've been posting for at least 6 mos. on AirTran threads, how long is reserve/build-up going now for FOs?

Oh, and CDOs

 

[Lear70]

FO pay needs to come up 10% initially and then annual cola raises from there. not voting for anything less. i actually think it should be more than that - especially if you are concerned about attrition. i took nearly a 50% pay cut to come here.. and id like to stay here for a career.. but as upgrade slows to 4-5-? years, and fo pay is what it is -many of us will be looking elsewhere too. the union has leverage when you consider training costs. in my opinion they are not asking for enough.

10% is too low, that barely covers COLA for the last 2+ years there hasn't been a COLA raise.

Unless you put retro pay in there to reimburse everyone for the COLA they failed to get, then 10% would be a good starting point,,, IF you were willing to pretty much go COLA only.

I'm not interested in that. I'm looking for JetBlue BLENDED F/O rates or better, preferrably splitting the difference between them and SWA. That's about a 20-25% pay raise initially (which is $10 to $15 per hour), followed by 3% COLA raises plus 3-5% longevity per year.

You've been posting for at least 6 mos. on AirTran threads, how long is reserve/build-up going now for FOs?

Oh, and CDOs

I'm coming up on my 1-year anniversary next month. The problem was they hired 3 straight months of 737 pilots behind us, so our seniority on the 717 side didn't build for a while.

First build-up line in June after training done, Reserve July-December (6 months), then 3 months of buildup lines. Funny thing is, I keep slipping DOWN the buildup lines each month as more and more people come online. They're decreasing the number of hard lines for some reason, making more REL and RSV lines the last 2 months.

There's about 15-20 more 717 F/O's in the pipeline right now, hoping to be off reserve by my 1-year checkride.

I don't do CDO's. I'll bid reserve before I bid a CDO line. uke:

Management has gotten really gung-ho on this contract all of the sudden, I think something is up other than Midwest that they need to get this thing wrapped up quick.

Yeah, the game's definitely afoot.

 

[BSkin]

I'm coming up on my 1-year anniversary next month. The problem was they hired 3 straight months of 737 pilots behind us, so our seniority on the 717 side didn't build for a while.

First build-up line in June after training done, Reserve July-December (6 months), then 3 months of buildup lines. Funny thing is, I keep slipping DOWN the buildup lines each month as more and more people come online. They're decreasing the number of hard lines for some reason, making more REL and RSV lines the last 2 months.

There's about 15-20 more 717 F/O's in the pipeline right now, hoping to be off reserve by my 1-year checkride.

I don't do CDO's. I'll bid reserve before I bid a CDO line. uke:


Yeah, the game's definitely afoot.

Damn, that sucks! I don't want to brag, since it's just dumb luck, but got on in the start of the big hiring binge in summer of '04. Was 320 or so at that time, now in the mid double digits. One thing went my way, let's hope it keeps going OUR way!

 

[CatfishVT9]

" . . . And for God's sake, TUCK IN THOSE PAJAMAS!". :laugh:


I, too, am tired of the former regional guys that use that as a basis point for comparison . . . . or the military guys who think everything is great beacuse "We get to sleep in real BEDS and no one's shootin' at us!"

Again, not a basis for comparison.


.

Ty,
Now that first line was some funny sheet......"A pledge pin....on your uniform!!"

But for the next line, I must kill you next time we meet. "Don't worry, I kill you last."

 

[CatfishVT9]

I'm curious about the attrition numbers. I keep hearing about folks leaving, but there haven't been many above me according to the latest seniority list. What doesn't show though is who left in the last year that had less that a year onboard.

Anyone?

And Bskin, who in our class went to Delta?

 

[400ADude]

What pay rates are you guys looking for over there and who are you comparing it to. SWA? FedEx?

What do you guys think is fair for a 5 year capt? 5 year FO?

???

 

[AlbieF15]

Bros,

I'm an outsider, but a huge Airtran fan. Couple of small points--

First--ALPA or not, you gotta show a unified face. Blanket party your reps if you must, but privately.

Second--anything you can do together to show unity sends a statement. Although it was sllllooooowwww, our negotiations at FDX were overall I think pretty successful. Lots of "my Negotiating committee speaks for me" kind of stickers and stuff helped send the message.

Finally--as an interview coach, I can tell you that both Airtran and Jetblue are hemmoraging folks to UPS, FDX, SWA, and even Delta and CAL. I've seen some of your new F/Os, but also some of your LCAs along the way. I really noticed an uptick about last summer--and if I saw it I'm sure your mangement saw a lot more than I did.

I wish all of you the very best of luck. Help each other out and good luck!

 

[Ty Webb]

I'm curious about the attrition numbers. I keep hearing about folks leaving, but there haven't been many above me according to the latest seniority list.

The NPA says at least 52 have left since October. I know of 2 CA, including a Check Airman that are in that group.

From what I hear, most of the TWAAmerican guys now plan to go back, even if they have upgraded . . . . . that tells you it is more than economics . . . it's also about QOL and being treated with respect.

 

[Wesb737fo]

Not to rain on your parade, and I'm glad that you're happy but...
This is the problem I see over and over again; Comparison of where you are now to the commuter job you left.

STOP thinking like a regional. You are a g-dam MAJOR airline pilot now. Start thinking like one and start showing the strength of resolve that the title expects of you.

hey there Donny boy, pipe down, I had a pretty good contract flying the 737 at ATA (that and $4 bucks will buy me a starbucks) so I'm not thinking regional. Just merely pointing out to the Wolf man that I know what it's like to go through regional hell about 10 years ago, and that isn't the case here at AAI. But thanks for thinking of me. Feel free to rant on.

 

[-9Capt]

FO pay needs to come up 10% initially and then annual cola raises from there. not voting for anything less. i actually think it should be more than that - especially if you are concerned about attrition.

Those numbers are way low bro.

I expect to see closer to 15%-20% for the junior guys and 10% for the senior, COLA after that.

Not to mention:

*Increase of 1% a year to the B-fund for the next 3 years
*Limits on reassignments, more strict limits on downline drafts/JA's
*Long call reserve, no changing the reserve period.
*78 hr guarantee for reserves/75 hr for lineholders.
*5-6hrs/month sick accrual, vacation pay, personal days.
*Decrease the insurance premiums.
*Perf-bid, fix SAP.
*No $5000 cap on LTD
*Commuter policy
*More vacation weeks for the senior guys, 4hrs pay per day of vacation.
*Paid for missed trips during recurrent
*Better rigs, minimum daily pay
*Decent signing bonus/profit sharing or stock grants.
*3year duration
*Tighter scope language that binds AirTran Holdings, this is huge!

 

[Lowrider717]

Those numbers are way low bro.

I expect to see closer to 15%-20% for the junior guys and 10% for the senior, COLA after that.

Not to mention:

*Increase of 1% a year to the B-fund for the next 3 years
*Limits on reassignments, more strict limits on downline drafts/JA's
*Long call reserve, no changing the reserve period.
*78 hr guarantee for reserves/75 hr for lineholders.
*5-6hrs/month sick accrual, vacation pay, personal days.
*Decrease the insurance premiums.
*Perf-bid, fix SAP.
*No $5000 cap on LTD
*Commuter policy
*More vacation weeks for the senior guys, 4hrs pay per day of vacation.
*Paid for missed trips during recurrent
*Better rigs, minimum daily pay
*Decent signing bonus/profit sharing or stock grants.
*3year duration
*Tighter scope language that binds AirTran Holdings, this is huge!

add *Abolish $25 charge for the additional jumpseats, and unlim. for reciprocal agreements.