rptrain
Probationary Member
- Joined
- Jun 23, 2002
- Posts
- 199
I had the opportunity to read some of the info that your management is providing you in regards to your contract negotiations. It's important to be as well informed as possible, so I would like to offer some clarifications, especially w/ regard to the "Regional Airline Comparison" that your CEO has offered up.
For starters, they attempt to compare ACA DoJet CA/FO rates with your 37-49 seat RJ rates. This is not a fair comparison, since the Dornier is only a 32-seat airplane. I would suggest that only comparisons to other EMB-135/140 operators are valid.
There are several misrepresentations on the "Contract Productivity Provisions" comparison.
ACA does NOT have junior manning. Awarded days off are ALWAYS days off, and reserve assignments are done with an ordered bucket system.
The top 401(k) match is slightly better than 50% of 6%. In fact, it's twice that (100% of 6%). That takes effect after 9 years of service. The vesting schedule is also contractually protected. Company funds are 100% yours after 5 years.
Scheduled layovers may be as low as 8-hours, but there is language that limits duty to 10 hours following reduced rest (12 hours if the last leg is a deadhead).
Since they chose to compare with the TA, they should mention that a profit sharing program will be established if the TA takes effect. It remains to be seen, but it could contribute significantly to the 401(k).
Some of the words coming from Bryan Bedford are quite disturbing, but he makes some embarassing points to ponder.
While part of this is an attempt by management to influence your decisions, it begs us to take a sobering look at what's going on in the industry. I support your efforts to secure a fair contract. CHQ pilots are professionals and deserve better. However, in many cases we (pilots as a whole) have made our own beds and can't completely blame managements for the situations we find ourselves in. I've felt the bitterness as CHQ grows thanks in part to the lowball costs in your current contract. We can't sell our souls for growth and then turn around and expect the universe when the contract is amendable.
With all that's playing out before our eyes these days (UAL/AMR/U concessions, Mesa/Freedom, UAX concessions, Eagle vs APA, RJDC vs Delta), we need to be learning huge lessions for the future. Idealogically charging at windmills isn't the answer, but neither is disregarding the consequences of your actions on other pilot groups. We need to do what's right, and the best way to make those decisions is to stay informed and unified.
For starters, they attempt to compare ACA DoJet CA/FO rates with your 37-49 seat RJ rates. This is not a fair comparison, since the Dornier is only a 32-seat airplane. I would suggest that only comparisons to other EMB-135/140 operators are valid.
There are several misrepresentations on the "Contract Productivity Provisions" comparison.
ACA does NOT have junior manning. Awarded days off are ALWAYS days off, and reserve assignments are done with an ordered bucket system.
The top 401(k) match is slightly better than 50% of 6%. In fact, it's twice that (100% of 6%). That takes effect after 9 years of service. The vesting schedule is also contractually protected. Company funds are 100% yours after 5 years.
Scheduled layovers may be as low as 8-hours, but there is language that limits duty to 10 hours following reduced rest (12 hours if the last leg is a deadhead).
Since they chose to compare with the TA, they should mention that a profit sharing program will be established if the TA takes effect. It remains to be seen, but it could contribute significantly to the 401(k).
Some of the words coming from Bryan Bedford are quite disturbing, but he makes some embarassing points to ponder.
While part of this is an attempt by management to influence your decisions, it begs us to take a sobering look at what's going on in the industry. I support your efforts to secure a fair contract. CHQ pilots are professionals and deserve better. However, in many cases we (pilots as a whole) have made our own beds and can't completely blame managements for the situations we find ourselves in. I've felt the bitterness as CHQ grows thanks in part to the lowball costs in your current contract. We can't sell our souls for growth and then turn around and expect the universe when the contract is amendable.
With all that's playing out before our eyes these days (UAL/AMR/U concessions, Mesa/Freedom, UAX concessions, Eagle vs APA, RJDC vs Delta), we need to be learning huge lessions for the future. Idealogically charging at windmills isn't the answer, but neither is disregarding the consequences of your actions on other pilot groups. We need to do what's right, and the best way to make those decisions is to stay informed and unified.
