What did Mesa agree to??

[I.P. Freley]

Since I haven't seen an answer elsewhere.... I ask, what exactly is so horrible about whatever it is that Mesa just voted on?

Please, some specifics, not another "go eff yourself, Mesa" thread... There are at least two or three of those already. I just want to see precisely what it is that they agreed to.

To anyone with a hard answer, thanks in advance...

 

[Beantown]

Do a search, it was posted a few times in the past. -Bean

 

[Beantown]

Section 1: Recognition



New NMB certificate number for:
Mesa Airlines
Air Midwest
CCAir
Freedom Airlines
All flying performed by "Mesa Air Group" Pilots
Length of wet lease/contract flying time now 60 days versus 90 days
No creation of "alter-ego" airlines
"Successorship" and "Transfer of Assets" language
Protection of pilots if Mesa Air Group acquires/transfers
subsidiaries
Allows pilots the opportunity to follow aircraft if assets are
transferred


Section 2: Definitions



"Company" - now includes:
Mesa Airlines
Air Midwest
CCAir
Freedom Airlines
Any other airlines acquired or established by Mesa Air Group
"Pilot" - now references "Mesa Air Group"
Other New Definitions reflect FAA training terms


Section 3: Compensation



Pay increases are guaranteed
New rate increases every 18 months
Addition of Company's 97.5% Controllable Cancellation pay
Controllable defined as:
Schedule adjustments
Mechanical
Aircraft damage
Crew
Historic average from Mar 2000 to Oct 2002
98.1%
Of the 32 months, 8 months would not have met the requirements
Company will now pay 150% for all open time flying, including Junior
Availability


Section 4: Minimum Bid Period Guarantee



Current Book


Section 5: Expenses



Rate of $1.15/hour with annual increase based upon CPI
Language added requiring the Company and Association to meet
regarding any lodging concerns
Transportation for PHX based pilots from PHX to Williams Gateway
Training Facility
Moving expenses:
Company pays up to 9000 lbs of household goods through an agreed upon
moving company, or
Company will pay an allowance plus $500 if pilot self moves with an
agreed upon truck/van rental (Ryder, U-Haul)


Section 6: Deadhead



Current Book


Section 7: Vacation



Vacation week Sunday through Saturday
All 52 weeks eligible for bid
Cancellation notice
4 weeks, previously 2 weeks
Any documented non-refundable deposit reimbursed for cancelled
vacations (except for voluntary training)
Annual bid


Section 8: Sick Leave



Sick leave buy back program (productivity incentives)
"Catastrophic Illness Protection"


Section 9: Leaves of Absence



Jury Duty may be vacation or sick leave


Section 10: Physical Examinations



Incorporates System Board settlement
Chief Pilot's or designee's request for doctor's notes with
reasonable cause


Section 11: Training



Notification Requirements
7 days for training
5 days for PC/PT
considered notified until returned to line
Training contracts are now straight line amortization
50% reduction for 45 days notification of resignation
Set dollar amounts for Jet, TP 20-40 seat, TP 0-19 seat
SA transportation to training center in PHX for PHX based pilots


Section 12: Hours of Service



Minimum Days Off
Line Holders: minimum 10 days off per bid in domicile or TDY domicile
Reserve/Mixed Line Holder: minimum of 8 days off per bid in domicile
or TDY domicile
Pilots in training current practice


Section 13: Scheduling



Consecutive days off to 3 groups of 3 days for lineholders
(Company's
best effort)
Consecutive days of to 2 groups of 3 days for reserves (to the extent
possible)


New Timeline for Scheduling Distribution

CB=Current Bargaining Agreement, TA=Tentative Agreement




§ Pilots required to fly carryover trips

§ During Integration, FAR conflicts will be resolved by
dropping either shifts or segments

§ Uncovered flying created during integration will be
assigned to pilots, in the following order:

o Line Holders

o Mixed line holders

o For IOE or consolidation

o Reserve

§ Call Me First (CMF)/Call Me Last (CML)

§ Extended Reserve Call Out provision

§ Ready Reserve incorporated

§ Company has right to reserve up to 5% of all known
flying
for consolidation only

§ Continuous Duty Overnight cannot be scheduled for more
than
14 hours of continuous duty



Section 14: Transfer to Non Flying or Supervisory Duty



Management/Supervisory pilot return
Will return to a vacancy as per Section 23
Previously, came back solely on seniority
Pilots who transfer between the training department and the line
Instructors awarded domiciles in accordance with seniority
Now paid according to their equipment and seat as per Section 23
Instructors will not appear on the bid roster for bidding a line when
assigned to the Training Department
Instructors that are not in the domicile for the entire bid, will not
be on the roster
Instructors returning to their domicile in the middle of a bid, will
be assigned reserve until entitled to bid a line


Section 15: Miscellaneous Flying



Dual qualifications
No dual qualifications required (aircraft)
Only for Supervisory pilots
Previously for training pilots






Section 16: Seniority



All reference to Mesa Airlines, now Mesa Air Group
Posting of Seniority List
Now on computer
Previously via bulletin board


Section 17: Furlough and Recall



Unlimited recall duration (previously 6 years)
Recall bypass rights
all junior pilots to furlough are recalled
at 12 months from date of furlough


Section 18: Grievances



Attempt to resolved issues with department supervisor


Section 19: Discipline and Discharge



No suspension will be without pay pending an investigation
Exception, an immediate FAA certificate action for safety issues


Section 20: System Bard of Adjustment



Language changed to current practice


Section 21: Agency Shop and Dues Check Off



Inclusion of ALPA PAC dues check off
Complete membership information provided monthly


Section 22: General



Commuter Policy
Crew lounge, language requiring cooperation between the company and
the Association


Section 23: Filing of Vacancies



Permanent Vacancy
more than 112 days (4 bid periods)
previously 120 days
Temporary Vacancy
14 to 112 days
Previously 14 to 120 days
Posting of temporary vacancy language
No less than 3 days
Previously 72 hours
Vacancies postings require a 10 day notice, previously 7 days
New submission of bid will be via:
Fax
Electronic
Certified Mail
Car mileage allowance rate while on TDY
CONUS
Previously, 0.20/mile

Equipment Commitments
18 months for Turboprop CA
36 months for Jet CA
TP F/O can only move to CA on same equipment or to CA on jet
ERJ pilot can move to CRJ (fleet combination)
CRJ CA can NOT move to ERJ, except for substitution/displacement
No seat locks
Pilots will be trained and qualified on all aircraft derivatives


Section 24: Insurance Benefits



After 24 months the Company will guarantee a 2% match on 401(K)


Section 25: Duration



54 months from date of signing 15 Equipment Commitments

 

[I.P. Freley]

Not having any knowledge of what the previous contractual commitments were/are, what is so unbelievably horrible about any of this that everyone is totally freaking out about it? Well, except for the 8/10 days off guarantee? And what of the compensation per hour and the monthly guarantee?

Some of it sounds sketchy, but why is everyone so up in arms about this?

 

[mckpickle]

Everyone is upset because it is worse than most of the present regional contracts. Ya the days off are bad, but training contracts, 36 month equipment locks, 1.15 per diem, pay scales lower than we have now. ANd correct me if I'm wrong, but ability to furlough out of seniority! Just for the sake of scope. And any lawyer will tell you there is no such thing as air tight scope. Everyone is upset because these guys settled for A LOT less than they are worth. And now the rest of the industry will have to pay for it.

 

[asarjfo]

WAY TO GO MESA!!!!


You guys/gals really know how to stand up to JO and show him whose boss.

Great job on shoving a stick up our collective a$$es......your contribution will not be forgoten!!

I would love to hear from a Mesa pilot on why in the world they agreed to this garbage.

 

[DruDown]

Let's Get Real Now!

One of the greatest things about this country is that companies are allowed to compete, capitalism is what keeps this country moving. In every industry, companies compete, have price wars, try to bring in more customers with lower rates. Whether you agree with this practice or not, it is a fact of life that we all have to live with.

Every profession has high and low end jobs. There are doctors out there who charge $20/hour and some who charge $200/hour. There are lawyers who work pro-bono and lawyers who charge $1000/hour. All of these people are professionals, but you don't hear the high-paid folks bashing the lower end of their respective industry for "bringing down the bar." If we look at our industry's history, this method of negotiating - "raising the bar" - was derived during the regulated era of the industry, it didn't matter what the costs were going to be, the government or the customer was going to pick up the difference. Since de-regulation, nothing has changed. Most airlines never modified their business models to adjust to the new environment, and the union did not adjust its practices to compensate for the changes.

At the same time, we all work for separate companies, where, as employees of these individual companies, our goals and focus should be to promote our repsective companies and look out for our individual company's well-being. Not necessarily because it's the right thing to do, but because the way our capitalist society works, it's the only way. At the negotiating tables, our MECs should be working out contracts that work for the individual company, not asking for rates "because that's what XYZ airline's pilots make." We sound like 8 years when we make comments like that and expect things "because that's what they got!"

The pilots at Mesa signed a lousy TA - yes that is a fact. Does that mean that your contract has to be lousy - NO!! Because the Mesa pilots saw this TA as the only way to keep their jobs at Mesa and not farmed out to Freedumb, should you hold this against them - NO!!! Your focus should be more proactive at your own companies to ensure you are not forced into a similar situation. Try presenting to management way to adjust the budget to allow for better pay, ways to save in places - where to spend in other places. As an employee of a company it is your right and responsibility to be proactive like this and help the company. Without solid justification for what you're asking for, how do you expect your management to agree to what you're asking for? Example: Your wife/girlfriend or husband/boyfriend says to you, "We've been together now for four years, I deserve a car. Joe Schmoe and his wife have been together for only two years and he bought her a car, so I think I should have one." What would your respone be? This is exactly how we sound to all of our managements when we are in negotiations.

If your relationship with your respective management is not a good one, with poor communication and a lot of confrontation - is that any other airline's fault - NO!

Forget all of this negative energy towards the Mesa Pilots. This energy is better spent, for everyone, on working to make things better at each of our own airlines. But, let's not forget, the goal of the company is to make money, the bottom line is what matters to them. Show them how to improve the bottom line, and you'll be surprised as to what you get in return.

It's no one pilot group's fault for what goes on at your company except for your own. The Mesa pilots took what they thought was best for them, let them deal with the consequences - there's no need to rub it in their faces. Do whatever it takes to make sure you don't end up like them with a crappy TA. Beating them up won't change things at your company.

Let's remember too, the union was not set up to destroy managments, it was set up to keep managements in line. But, what works at one company may not work at another. Each company is different from the next. Keeping that in mind, negotiate with your company to reach agreements that are in the best interest of YOUR COMPANY and YOUR JOB at that company.

Another great thing about this country is we all have the ability to choose - choose what we want to do, where we want to work, where we want to live. If we aren't happy with our current situation - we can change it. If you don't like what's going on in the industry and at your company, you have choices you can make. You can deal with it. Or you can get involved and put your efforts towards making things better at your job. Or you can find another job at another comany. Or you can leave the industry. But, arguing, bashing others, making bold statements and constantly fighting does nothing but make all of us look like fools to the managements.

 

[SELFloadingCRGO]

DruDown, that was a very well thought out and intelligent post. Quite refreshing considering the posts there have been on this subject. You hit on alot of points that so many seem to not realize. But then again it's always easier to point and blame someone else.
I started wondering to myself how the Mesa folks came up with all this leverage to bring down the rest of the industry. Maybe they are the future powerhouse of the industry!


SLC

 

[B-J-J Fighter]

Very good post DruDown. Everyone on here needs to quit whining like a bunch of pansies about other peoples business and take care of there own situation. If you dont like something CHANGE IT and stop whining. Quit placing blame on other people and do something.

 

[azpilot]

Days off

Can someone provide a comparison for days off at the other regionals? Mesa's new deal does sound bad and I am just curious what people are getting at places like Skywest, Comair, Eagle, etc.

Drudown I agree with a lot of what you said. Good post