Here are some of the ADULT examples of APA pilots "whining" to the new management about what they should do:
[SIZE=larger]Miami Update[/SIZE]
Miami,
This week we attended the Fall Board meeting where much of the time was spent reconstituting committees in accordance with the Policy Manual. The schedule ran smoothly until the last day when the vote on a Financial Audit Committee (FAC) member was on the floor. Ultimately, against our wishes, BOS VC Jim Dillard was elected by a minority vote of 9 officers. It would not be productive here to get into the reasons why we believe Dillard was not the best choice, but we will say what has happened exemplifies why it is so important at all domiciles to elect the most qualified, honest, ethical, and selfless candidate who will earnestly represent your professional interests.
Moving on. Two days ago, AAG announced its earnings, which once again outperformed the industry with a $1.2 billion profit. For the 3rd consecutive quarter, AAG has been able to capitalize on the most productive pilot contract in the market. Meanwhile, Parker/Kirby/Hale have yet to produce a single substantial proposal at the negotiating table. In fact, just the opposite is occurring. The trinity is traveling to an airport near you asking for more concessions under the guise of communicating directly with the membership. More specifically, they want to give away more of your flying by placing 5 more seats on the Commuter Air Carrier exception (a.k.a. Regional Jet exception). Orchestrating the largest airline merger in the world can only be outdone by breaking Scope for the industry and the elimination of profit sharing from the profession. APA must remain steadfast in order to prevent such degradation.
Soon the 30-day extension will expire and APA will likely be approached by management for another extension. There will need to be a gut check at that time. Should the APA Board refuse to offer another extension? Will management opt for the cost neutral arbitration?
The arbitration route will officially signal the merger honeymoon between management and APA is wholeheartedly over. Unfortunately,
the mistakes of Carty, Arpey, and Horton will be
owned by the new management.
There is a much speculation on the intent of management’s lack of proposals at the negotiating table. Whether the delay is due to other labor negotiations, holiday travel, cost savings due to the current contract over a new contract, to complete a Scope road show to build pilot support for concessions, etc, we must accept that management is not new at capitalizing on a divided pilot force. On the other hand, pilot unity is a concept that is new to this management team.
It is now time for the most productive and lowest paid pilots of the largest airline in the world to lead the industry with commensurate work rules, benefits, and compensation. The tactic of altering expectations with the limited size of a pie for labor to share is not relevant… especially while record-breaking profits are being enjoyed. Be sure to read your union literature and stay informed.
In unity
Thomas and Tom
[SIZE=14pt]DFW DOMICILE UPDATE[/SIZE]
[SIZE=12pt]26 October 2014[/SIZE]
[SIZE=12pt]Over the last few weeks, management has begun to communicate directly with our members their desire to obtain changes to our current Scope limits through the process of concluding a Joint Collective Bargaining Agreement (JCBA). Specifically, they have voiced their intent to seek APA approval to lift the number of seats allowed in “commuter aircraft” from 76 to 81.[/SIZE]
[SIZE=12pt]Perhaps this new management team has forgotten that our pilots were forced to make major concessions in 2003. We endured a half-decade of “kick the can” stall tactics masquerading as “negotiations” ending with a Chapter 11 bankruptcy filing and “agreements” reached under threat of imposition of the company’s 1113 terms.
We (ORIGINAL APA PILOTS) have experienced the largest and longest furlough and most pervasive career stagnation in AA history. Let us be clear - APA has no interest in granting additional concessions, particularly in the area of Scope.[/SIZE]
[SIZE=12pt]A Fist-full of Dollars[/SIZE]
[SIZE=12pt]AAG’s 3rd quarter financial reports released this week show that for the first 9 months of this year, AAG has posted an Operating Income of more than $3 billion on combined revenues of more than $32 billion. The pilots of both Legacy AA and Legacy USAir were willing to endure the personal risks of a merger in order to transform our struggling companies into a merged powerhouse that now leads the industry – and in so doing, have made this management team and other stakeholders a great deal of money.[/SIZE]
[SIZE=12pt]The managers over at Delta understand the benefit to shareholders of returning a share of the company’s profits to the employees whose motivation is so crucial to making that profit possible.[/SIZE] But while Delta is happily sharing profits with their employees, AA negotiators have been acting as if nothing has changed. In recent weeks, rather than work with us to find mutually acceptable solutions to our quality of life concerns, AA negotiators have simply issued blanket rejections of the following APA Proposals:
- [SIZE=12pt]Automatic release of Reserve when remaining duty is deadhead, including ability to DHD home up to 48 hours later.[/SIZE]
- [SIZE=12pt]Changing from 12:00 to 02:00 the time that a Reserve could be assigned into DFP, paying that pilot Premium for flying past midnight on the assignment[/SIZE]
- [SIZE=12pt]Delaying assignment of open time sequences to Short Call Reserve pilots until after TTS, or 4 hours [/SIZE]
- [SIZE=12pt]Establishing earliest assigned pre-plotted RAP for Short Call Lines of 0700.[/SIZE]
- [SIZE=12pt]Reserve DFP grouping as a minimum of 3 days[/SIZE]
- [SIZE=12pt]Elimination of Moveable days[/SIZE]
- [SIZE=12pt]Establishing Reassignment premium pay for Reserve pilots[/SIZE]
- [SIZE=12pt]Removing RPV provisions for Reserve pilots with less than 50 hours (no leveling below 50 hours).[/SIZE]
- [SIZE=12pt]Moving DOTC forward to commence at 10:00.[/SIZE]
- [SIZE=12pt]Development of a minimum Reserve Manning formula[/SIZE]
- [SIZE=12pt]TTOT changes to ensure a pilot can “fix” an undesirable line built by PBS[/SIZE]
- [SIZE=12pt]Elimination of the penalty for calling in sick that unwinds any premium flown that month.[/SIZE]
- [SIZE=12pt]Language providing protections/provisions relating to FAR117 extensions. [/SIZE]
- [SIZE=12pt]Association concurrence for FAR 117 AMOC (waiver) application[/SIZE]
- [SIZE=12pt]Provision of minimum 12 calendar days off in month for line holders[/SIZE]
- [SIZE=12pt]Sequence Construction monitoring/improvement [/SIZE]
- [SIZE=12pt]Reassignment Premium Pay for entire sequence if reassigned outside of footprint, or if given additional flying within their sequence footprint.[/SIZE]
- [SIZE=12pt]Involuntary reassignment must occur prior to IN time.[/SIZE]
- [SIZE=12pt]Substitution of Equipment to be considered reassignment.[/SIZE]
- [SIZE=12pt]Restoring language requiring pay/credit for any flying that a pilot is eligible for (not necessarily qualified for).[/SIZE]
- [SIZE=12pt]More restricting language on sequences used/reserved for OE.[/SIZE]
- [SIZE=12pt]The definition for “Open Time” (to reduce reassignments).[/SIZE]
- [SIZE=12pt]All sequence protection proposals including the unilateral opt-out provision, the footprint plus 4 hour only amendment, the hotel room provision and elimination of the 30 hour extension for canceled long haul flights.[/SIZE]
- [SIZE=12pt]Proposals to restore “green book” sick policy provisions.[/SIZE]
[SIZE=12pt]In the time that has passed since APA granted extensions to negotiating deadlines to allow the company to conclude contracts with other employee groups, no substantive progress has been made on ANY of the non-economic “quality of life” issues that must be addressed in crafting a final contract that will be acceptable to the membership. In my view, this lack of progress is simply unacceptable. I hope you share that opinion, and are willing to make your voices heard.[/SIZE]
[SIZE=12pt]APA pilots are responsible for creating a company that is generating “industry leading” profits and cash flow. In return, APA pilots deserve industry leading compensation and industry leading work rules that will restore the quality of life this profession once enjoyed. To achieve that goal, we call on every APA pilot to contact your Chief pilot and deliver the following message:[/SIZE]
[SIZE=12pt]“After stepping up to make this company successful and profitable, the pilots of American Airlines expect the JCBA negotiations to result in a contract that leads the industry in both pay and working conditions. We have seen our flying outsourced to others for far too long and will not agree to any further Scope concessions.”[/SIZE]
[SIZE=12pt]Deliver the message respectfully and with dignity – but make your voice heard loud and clear.[/SIZE]
