1) You could fill in any labor group there, and it would fit in well with your long-established, perverse fantasies that anything less than complete, cowardly submission is somehow irrational behavior for anyone or any group.
2) Wow! What utterly astounding insight! Talk about the "Duh! Moment of the Year Award". Have you ever even considered just why management would like to close a contract at this point in time?...I mean really; that couldn't possibly mean that they just "might" be willing to sweeten the deal a bit?
"the F/As will lose" Umm Hmm....sure thing, especially if you say so. In any case; just exactly how much more do they truly have to "lose", and how should one ever know, if one chooses to NEVER put up any fight!!??
As for "Mark my words"???...Heck; I'm still waiting for that UAL merger to happen, as you virtually guaranteed so many times.
"But, that is the rank-and-file's choice." It sure is, and I'm very proud of the FA group for both the great voter turnout and their very clear expression that they've pretty much had it with the BS.
If the F/As have a "clear expression that they've pretty much had it with the BS" than why work at US Airways? Why be unhappy? Why not quit and do something else?
Both MEC President's and the JNC, who sat at the negotiating table with Gerry McGuckin and Labor Relations, all indicated this was the best deal the union could negotiate. If so...what does the membership know that the union's leadership does not know?
This week Bill Swelbar wrote a compelling argument on US Airways and AMR. Of particular interest was his comments on US Airways' structure and the F/A's decision to reject a TA the union's leadership said was the best deal they could obtain. Swelbar said, "US Airways suffers from a stage length adjusted unit revenue disadvantage versus its legacy carrier peers – even more than American. But it also enjoys a stage length adjusted unit cost advantage versus these rivals – much more than American. Despite the revenue generating deficiency of US Airways’ network, the Tempe-based airline is producing very good revenue results relative to the industry."
"US Airways’ revenue disadvantage is offset by maintaining its cost advantage – and most of that advantage is very low labor costs relative to the industry. As a result, US Airways’ pre-tax margins are impressive given its structural deficiencies. The cost advantage the carrier enjoys cannot be overstated nor can the company hide behind the fact a significant portion of its profit performance can be found in lower labor costs. By contrast, United and Continental are only now beginning to navigate what it might cost to buy labor peace, particularly among the pilot groups. US Airways has not explored what labor peace would cost, probably because maintaining the status quo is more cost effective. Or did the flight attendants say in their vote that what US Airways could afford was not sufficient to buy labor peace?", Swelbar noted.
According to the JNC "everything is money to this Company: rigs, vacation, insurance, duty limitations, sick, rest, etc. The Company stated they have lower revenues than Legacy competitors and therefore wanted to maintain their 15% labor cost advantage over those competitors. That did not happen in the TA!"
So my question is what's next for the AFA since some of its members say "this is about putting up a fight?"
During this process the F/A's will lose:
• TOS a $400 or $5,000 pay raise per year for East F/As and much, much more for West F/A's.
• Other pay increase incentives.
• Best work rules in the industry.
• Best crew rest rules in the industry.
• With the pilots either using PBS or agreeing to PBS being split off pilot trips regardless of F/A input when the pilots eventual reach a new contract.
• Industry leading scope.
• West to East Health Insurance.
• West to modified East Vacation schedule.
• 100 percent Pay and Credit for deadhead.
• 100 percent sick at 54 hour yearly accrual.
• Increased length of active rate medical coverage when on medical leave.
• Modified from East contract to earn 31
days at 18 years and 35 days at year 26.
• East FA gets to top vacation sooner.
• Improved reserve system.
• NO FURLOUGH CLAUSE as a result of implementation of PBS and other scheduling/reserve/hours of service provisions.
• Stuck commute incidents increased to 3.
• Improved cabin cleaning rules.
• Commuter parking changed to eliminate existing East rules and allow any flight attendant to receive $25.00 per month in lieu of domicile parking
• Enhanced bereavement pay and provisions.
With the time value loss of money according to the AFA JNC the money left on the table or the time vaue loss of money is in 18 months, assuming the JNC somehow gets into negotiations again and it takes 18 months to reach an agreement East Flight Attendants will lose:
75 Hour F/A - $6,061.50
85 Hour F/A - $6,869.70
95 Hour F/A - $7,677.90
105 Hour F/A - $8,486.10
With DOH not a guarantee and probably not a possibility how do the F/As want to be positioned for an AA merger? How do the F/As want to be positioned for a merger? With wage rates $5-8 dollars below AA and open contracts or with better wage rates and work rules locked in or with wage rates $5-8 dollars below AA and open contracts or with better wage rates and work rules locked in when facing a McCaskill-Bond integration with no experience in this type of seniority integration?
According to Deborah Volpe, Mike Flores, and the JNC "There is no better offer, the Company has been consistent on economics, this is the Company's final offer, the Company is willing to reach a deal but also willing to walk away if not within their range of economics,"
THEREFORE,
If this is about a fight how are the F/As going to improve their lives, pay, work rules, retirement, and apparent merger integration by voting "no"?
I'm just askin...