AA and Labor Negotiations-2020

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CremaDiLimone said:
the case was made about enhanced profit sharing being the reason that fleet will get delta +0 wages and got half of everyone else's signing bonus. this, not counting laa getting hit with this payroll nonsense.

i have no doubt if lus members had to go on laa insurance and lus catering jobs were lost - as the company had proposed twice on jetnet, all fleet would have gotten a bigger raise and bonus.

i listened to the twu fleet podcast and to me, it smacks of desperation when andre sutton starts talking about 'not wanting to take away from our union brothers'.

flimsy argument and one that wouldn't convince me that i should be ashamed of not supporting the fleet AIP.

at the end of the day, i don't want to take away from my union brothers. i want aa to compensate me with a check for the continued compensatory disparity that they obviously approve of.

after all, it's been going on since 2014. it's a tradition.

btw: didn't AMTs get wages of southwest +3% on DOS? i thought i saw the math on that.
Click to expand...



AMTs will get SWA plus one dollar per hour.
 
Vortilon said:
The raises were based on the industry. As it turns out, AA's AMTs were at the bottom of the industry in pay and benefits, it stands to reason that the raise needed to put AA's AMTs to the top of industry for a month or two - would be a much higher percentage. FSCs at AA have always been at or near the top of pay in the industry; as a result, to get back to the top wasn't that big of a gap to bridge. Gary Peterson said as much in the podcast yesterday.
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I don’t remember a lot of whining from stores clerks or FSCs in 2003 when AMTs were taking higher percentage pay cuts then they were. Not to mention FSCs and Stores got full pay for sick and stores clerks also got an additional week of vacation that AMTs didn’t get for the past 17 YEARS!!!!! We even had to give up a week of VC we earned in 2002!
 
V.O. Reason said:
For all you guys who screamed and cried about getting improved PS over higher wages just remember that next year when this years profits are all shot to hell over this virus BS.
I’m sure you will all blame it on Parker or Trump or some other BS instead of realizing it’s never a guarantee like your wages
Click to expand...
You guys seeing this? He thinks wages are guaranteed. Isn't that cute?
 
ThirdSeatHero said:
Our current agreement becomes amendable Dec of 2022

Wage review includes wages, vacation, holidays, sick days/pay, profit sharing, 401k and pension. (might be 1 or 2 smaller items but those are the biggest)

Theres currently a slow rolling drive for a new union called ALTA, same idea as AMFA but with an AFL/CIO affiliation, and structured internally like ALPA. The trigger at this point seems to be resting on a federal court case several UAL mechanics have brought against the teamsters - if the mechanics win the ibt more than likely will be tossed quickly, if they lose ... who knows.

The court case centers around 3 components - Pension language of sUAL MX prior to the JCBA with sCAL MX - Profitsharing of sUAL MX that was diluted to give money to sCAL MX that were not contractually entitled to it, thus lowering sUAL mechanics PS pay outs over 6 years.- DFR against the ibt for ignoring and possibly illegal termination of grievances over these issues that have already been shown to have been filed in a timely manner by multiple mechanics.

top out currently is 48.75 for a topped out/2 lic/full longevity line mechanic

off shifts can add a few pennies for swings or graves, and there is a taxi/run premium added on a case by case basis


Question for you - what will SWA be at at the end of 2022?

TSH
Click to expand...
TSH, Hey bud, sorry for delay.
I will answer your question directly for end of 2022 pay and I also will provide articles 14 and 15 for wage rules and pay scale, as well as a full link to our entire contract for comparo.
By end of 2022 we (SWA Mechs) will be at $59.58 on graves, with 2 lic, and 5 or more years under his belt.
Add to that the following: Another 2.50 IF FCC lic. is used, and 6% and 12% (of base 52.12) 6% for Inspector and/or Lead Mech., And the 12% for Lead Inspector.
Absolute top out rates are as follows:
Mechanic with 2 lic, graves, topped out= $59.58
Mechanic with 3 lic, graves, topped out= $62.08
Lead Mech with 2 lic, graves, topped out= $62.70
Lead Insp, with 2 lic, graves, topped out= $65.83
Above examples are for the end of 2022. In Aug 2023 we will receive another 3% on base for the final year of our contract. Here are the 2 articles and the link to the full contract. Hope this helps you guys for your upcoming comparo's...


Article 14 WAGE RULES – SHIFT PREMIUMS – LONGEVITY 1. The hourly rates set forth in Article 15 will prevail, except that the Company may recognize prior experience when hiring and place an Employee in the progression scale at a rate above the minimum, but not to exceed the most recently hired Employee in the affected classification. 2. Employees will be paid on the fifth (5th) and twentieth (20th) of each month for the preceding pay period. There will be two pay periods each month: (1) 1st - 15th and (2) 16th - final day of each month. 3. Should the regular payday fall on Saturday or a holiday, Employees will be paid on the preceding day. Should the regular payday fall on Sunday, Employees will be paid on the following Monday, unless such Monday is a holiday, in which case Employees will be paid on the preceding Friday. If a regular payday falls on a Monday which is a Companyrecognized holiday, Employees will be paid on the following Tuesday. Employees will be paid during their regular working hours. 4. Where there is a shortage equal to one-half (½) a day’s pay or more in the pay of an Employee, the Employee will be reimbursed for such shortage as soon as possible or no later than three (3) working days from the general office. 5. Pay checks will include an itemized statement of all hours, wages, adjustments and deductions for the pay period, year to date wages, FICA and withholding taxes. 6. Employees leaving the service of the Company will be paid for all the time due at the earliest possible time after separation and in compliance with State law. 7. Automatic changes in pay rates will be effective on the nearest date commencing a regular pay period. 8. An Employee absent during his normal working day for the purpose of serving as a juror will be entitled to his regular pay for the number of authorized days off. Employees will not be required to work beyond 12:00 midnight, but will receive pay for the balance of their scheduled shift, if the Employee is required to report for jury duty the next morning. Whenever the Employee is released from jury service, he will be allowed eight (8) hours rest 57 as provided for in Article 6, Paragraph 11, before reporting back for work. An Employee receiving summons will notify his supervisor immediately, and will provide his supervisor with written proof of time spent on jury duty, with actual dates and hours of service. 9. When Employees are temporarily transferred from their regular work to work of a higher classification, they will be paid for the higher classification for a minimum of four hours. If such Employee is required to work in the higher classification for more than four hours such Employee should be paid for eight hours. 10. Employees will be paid sixty-three (63) cents per hour shift premium as additional compensation over their basic rate for all hours worked in which the shift commences work outside the hours of between 5:00 a.m. and 8:30 a.m., except for those Employees who commence work between the hours of 8:00 p.m. and 2:00 a.m., who will be paid seventyone (71) cents per hour shift premium as additional compensation. The relief Mechanic that rotates between day and night shifts during a work week will be paid seventy-one (71) cents shift premium for all hours worked. 11. At the conclusion of each year of category seniority an Employee accrues, his pay will be increased by $0.10/hour up to ten (10) years. After completing eleven (11) years, Employees will receive an additional $.15/hour per year up to $1.60/hour. Employees completing fifteen (15) years and thereafter will receive $1.75/hour. For purposes of this section only, service will be defined as service within a group covered by a collective bargaining agreement between Southwest Airlines and the Aircraft Mechanics Fraternal Association. This will not affect the wage rates as set forth in Article 15 or any other provisions relating to seniority in this Agreement. Overtime, holidays, jury duty, funeral leave, sick leave, on the job injury leave and vacation time will be computed on the basis of regular rate of pay plus shift differential, longevity and license premium, if any. 12. Overtime, holidays, jury duty, funeral leave, sick leave, on the job injury leave and vacation time shall be computed on the basis of regular rate of pay plus shift differential, longevity and license premium, if any. 58 13. Inspector, Technical Instructor, Technical Support Technician and Lead Technician hourly base wage rates will be 6% above the “Thereafter” base rate for Mechanics. Lead Inspector hourly base wage rates will be 12% above the “Thereafter” base rate for Mechanics. 14. The Company will pay a skill premium to all Ground Equipment Mechanics; Ground Equipment Lead Mechanics; Plant Maintenance Mechanics; and Plant Maintenance Lead Mechanics of .63¢ an hour.

59 Article 15 WAGE RATES Base Rates of Pay per Hour for Employees Effective Date 4/01/19 8/16/19 8/16/20 8/16/21 8/16/22 8/16/23 Lead Inspectors $51.86 $53.42 $55.02 $56.67 $58.37 $60.12 Inspectors, Lead Mechanics, Technical Support Mechanics and Technical Instructors $49.09 $50.56 $52.08 $53.64 $55.25 $56.91 MECHANICS 1 st 6 months $27.42 $28.24 $29.09 $29.96 $30.86 $31.79 2 nd 6 months $28.78 $29.64 $30.53 $31.45 $32.39 $33.36 2 nd year $30.40 $31.31 $32.25 $33.22 $34.22 $35.25 3 rd year $32.24 $33.21 $34.21 $35.24 $36.30 $37.39 4 th year $34.27 $35.30 $36.36 $37.45 $38.57 $39.73 5 th year $36.56 $37.66 $38.79 $39.95 $41.15 $42.38
Thereafter $46.31 $47.70 $49.13 $50.60 $52.12 $53.68 60 Effective Date 4/01/19 8/16/20 8/16/21 8/16/22 8/16/23 Lead Maintenance Controllers $70.64 $72.76 $74.94 $77.19 $79.50 Maintenance Controllers 1 st Year $42.66 $43.94 $45.26 $46.62 $48.02 2 nd year $45.74 $47.11 $48.53 $49.98 $51.48 3 rd year $48.23 $49.68 $51.17 $52.71 $54.29 4 th year $50.96 $52.49 $54.07 $55.69 $57.36 5 th year $54.03 $55.65 $57.32 $59.04 $60.81 Thereafter $66.64 $68.64 $70.70 $72.82 $75.00 In addition to the above rates of pay a license premium will be paid to all Aircraft Technicians, Aircraft Lead Technicians, Apprentice Lead Technicians, Lead Inspectors, Inspectors, Aircraft Technical Support Technicians and Technical Instructors for each valid Federal FAA Airframe License, Engine or Power Plant License and/or General F.C.C. Radio/Telephone Operator License. General F.C.C. Radio/Telephone Operator License will be considered the equivalent of two licenses, unless it is a third license. There will be a maximum of two licenses premium pay, unless the FCC License held by an Employee is required by the FAA for the Employee to perform his job, in which case the maximum will be three (3) licenses with a maximum license premium pay of three times the single license premium. Lead Maintenance Controller, Maintenance Controller, Ground Support Equipment Technicians, Lead Ground Support Equipment Technicians, Plant Maintenance Technicians, and Lead Plant Maintenance Technicians will not receive license premium pay. License premium will be paid in the following amounts, per hour: 61 License Premiums Per Hour Effective Date 4/01/19 One License $2.50 Two Licenses $5.00 Three Licenses* $7.50 * The third license premium will only be paid if the Employee is required by the FAA to hold the license to perform his job. In calculating Maintenance Controller Team Lead, Maintenance Controller, Technical Instructor, or Technical Support Technician applicable rate of pay, his rate of pay will be the higher of: (a) his preexisting hourly pay rate, plus his preexisting longevity pay (the “redlined rate”), or (b) the applicable pay rate under this Article, plus applicable license premiums, shift premium, and longevity pay. An Employee in the Maintenance Controller Team Lead, Maintenance Controller, Technical Instructor, or Technical Support Technician classification who is covered by this Agreement on the date of ratification of this agreement will not suffer a reduction in pay unless such Employee changes classifications. Such Employee will, however, be redlined and not be entitled to pay increases until such time the pay scale produces rates in excess of such Employee’s redlined rate of pay in his current classification.

And here's the full link:
2019 AMT CBA available now.
 
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swamt said:
TSH, Hey bud, sorry for delay.
I will answer your question directly for end of 2022 pay and I also will provide articles 14 and 15 for wage rules and pay scale, as well as a full link to our entire contract for comparo.
By end of 2022 we (SWA Mechs) will be at $59.58 on graves, with 2 lic, and 5 or more years under his belt.
Add to that the following: Another 2.50 IF FCC lic. is used, and 6% and 12% (of base 52.12) 6% for Inspector and/or Lead Mech., And the 12% for Lead Inspector.
Absolute top out rates are as follows:
Mechanic with 2 lic, graves, topped out= $59.58
Mechanic with 3 lic, graves, topped out= $62.08
Lead Mech with 2 lic, graves, topped out= $62.70
Lead Insp, with 2 lic, graves, topped out= $65.83
Above examples are for the end of 2022. In Aug 2023 we will receive another 3% on base for the final year of our contract. Here are the 2 articles and the link to the full contract. Hope this helps you guys for your upcoming comparo's...


Article 14 WAGE RULES – SHIFT PREMIUMS – LONGEVITY 1. The hourly rates set forth in Article 15 will prevail, except that the Company may recognize prior experience when hiring and place an Employee in the progression scale at a rate above the minimum, but not to exceed the most recently hired Employee in the affected classification. 2. Employees will be paid on the fifth (5th) and twentieth (20th) of each month for the preceding pay period. There will be two pay periods each month: (1) 1st - 15th and (2) 16th - final day of each month. 3. Should the regular payday fall on Saturday or a holiday, Employees will be paid on the preceding day. Should the regular payday fall on Sunday, Employees will be paid on the following Monday, unless such Monday is a holiday, in which case Employees will be paid on the preceding Friday. If a regular payday falls on a Monday which is a Companyrecognized holiday, Employees will be paid on the following Tuesday. Employees will be paid during their regular working hours. 4. Where there is a shortage equal to one-half (½) a day’s pay or more in the pay of an Employee, the Employee will be reimbursed for such shortage as soon as possible or no later than three (3) working days from the general office. 5. Pay checks will include an itemized statement of all hours, wages, adjustments and deductions for the pay period, year to date wages, FICA and withholding taxes. 6. Employees leaving the service of the Company will be paid for all the time due at the earliest possible time after separation and in compliance with State law. 7. Automatic changes in pay rates will be effective on the nearest date commencing a regular pay period. 8. An Employee absent during his normal working day for the purpose of serving as a juror will be entitled to his regular pay for the number of authorized days off. Employees will not be required to work beyond 12:00 midnight, but will receive pay for the balance of their scheduled shift, if the Employee is required to report for jury duty the next morning. Whenever the Employee is released from jury service, he will be allowed eight (8) hours rest 57 as provided for in Article 6, Paragraph 11, before reporting back for work. An Employee receiving summons will notify his supervisor immediately, and will provide his supervisor with written proof of time spent on jury duty, with actual dates and hours of service. 9. When Employees are temporarily transferred from their regular work to work of a higher classification, they will be paid for the higher classification for a minimum of four hours. If such Employee is required to work in the higher classification for more than four hours such Employee should be paid for eight hours. 10. Employees will be paid sixty-three (63) cents per hour shift premium as additional compensation over their basic rate for all hours worked in which the shift commences work outside the hours of between 5:00 a.m. and 8:30 a.m., except for those Employees who commence work between the hours of 8:00 p.m. and 2:00 a.m., who will be paid seventyone (71) cents per hour shift premium as additional compensation. The relief Mechanic that rotates between day and night shifts during a work week will be paid seventy-one (71) cents shift premium for all hours worked. 11. At the conclusion of each year of category seniority an Employee accrues, his pay will be increased by $0.10/hour up to ten (10) years. After completing eleven (11) years, Employees will receive an additional $.15/hour per year up to $1.60/hour. Employees completing fifteen (15) years and thereafter will receive $1.75/hour. For purposes of this section only, service will be defined as service within a group covered by a collective bargaining agreement between Southwest Airlines and the Aircraft Mechanics Fraternal Association. This will not affect the wage rates as set forth in Article 15 or any other provisions relating to seniority in this Agreement. Overtime, holidays, jury duty, funeral leave, sick leave, on the job injury leave and vacation time will be computed on the basis of regular rate of pay plus shift differential, longevity and license premium, if any. 12. Overtime, holidays, jury duty, funeral leave, sick leave, on the job injury leave and vacation time shall be computed on the basis of regular rate of pay plus shift differential, longevity and license premium, if any. 58 13. Inspector, Technical Instructor, Technical Support Technician and Lead Technician hourly base wage rates will be 6% above the “Thereafter” base rate for Mechanics. Lead Inspector hourly base wage rates will be 12% above the “Thereafter” base rate for Mechanics. 14. The Company will pay a skill premium to all Ground Equipment Mechanics; Ground Equipment Lead Mechanics; Plant Maintenance Mechanics; and Plant Maintenance Lead Mechanics of .63¢ an hour.

59 Article 15 WAGE RATES Base Rates of Pay per Hour for Employees Effective Date 4/01/19 8/16/19 8/16/20 8/16/21 8/16/22 8/16/23 Lead Inspectors $51.86 $53.42 $55.02 $56.67 $58.37 $60.12 Inspectors, Lead Mechanics, Technical Support Mechanics and Technical Instructors $49.09 $50.56 $52.08 $53.64 $55.25 $56.91 MECHANICS 1 st 6 months $27.42 $28.24 $29.09 $29.96 $30.86 $31.79 2 nd 6 months $28.78 $29.64 $30.53 $31.45 $32.39 $33.36 2 nd year $30.40 $31.31 $32.25 $33.22 $34.22 $35.25 3 rd year $32.24 $33.21 $34.21 $35.24 $36.30 $37.39 4 th year $34.27 $35.30 $36.36 $37.45 $38.57 $39.73 5 th year $36.56 $37.66 $38.79 $39.95 $41.15 $42.38
Thereafter $46.31 $47.70 $49.13 $50.60 $52.12 $53.68 60 Effective Date 4/01/19 8/16/20 8/16/21 8/16/22 8/16/23 Lead Maintenance Controllers $70.64 $72.76 $74.94 $77.19 $79.50 Maintenance Controllers 1 st Year $42.66 $43.94 $45.26 $46.62 $48.02 2 nd year $45.74 $47.11 $48.53 $49.98 $51.48 3 rd year $48.23 $49.68 $51.17 $52.71 $54.29 4 th year $50.96 $52.49 $54.07 $55.69 $57.36 5 th year $54.03 $55.65 $57.32 $59.04 $60.81 Thereafter $66.64 $68.64 $70.70 $72.82 $75.00 In addition to the above rates of pay a license premium will be paid to all Aircraft Technicians, Aircraft Lead Technicians, Apprentice Lead Technicians, Lead Inspectors, Inspectors, Aircraft Technical Support Technicians and Technical Instructors for each valid Federal FAA Airframe License, Engine or Power Plant License and/or General F.C.C. Radio/Telephone Operator License. General F.C.C. Radio/Telephone Operator License will be considered the equivalent of two licenses, unless it is a third license. There will be a maximum of two licenses premium pay, unless the FCC License held by an Employee is required by the FAA for the Employee to perform his job, in which case the maximum will be three (3) licenses with a maximum license premium pay of three times the single license premium. Lead Maintenance Controller, Maintenance Controller, Ground Support Equipment Technicians, Lead Ground Support Equipment Technicians, Plant Maintenance Technicians, and Lead Plant Maintenance Technicians will not receive license premium pay. License premium will be paid in the following amounts, per hour: 61 License Premiums Per Hour Effective Date 4/01/19 One License $2.50 Two Licenses $5.00 Three Licenses* $7.50 * The third license premium will only be paid if the Employee is required by the FAA to hold the license to perform his job. In calculating Maintenance Controller Team Lead, Maintenance Controller, Technical Instructor, or Technical Support Technician applicable rate of pay, his rate of pay will be the higher of: (a) his preexisting hourly pay rate, plus his preexisting longevity pay (the “redlined rate”), or (b) the applicable pay rate under this Article, plus applicable license premiums, shift premium, and longevity pay. An Employee in the Maintenance Controller Team Lead, Maintenance Controller, Technical Instructor, or Technical Support Technician classification who is covered by this Agreement on the date of ratification of this agreement will not suffer a reduction in pay unless such Employee changes classifications. Such Employee will, however, be redlined and not be entitled to pay increases until such time the pay scale produces rates in excess of such Employee’s redlined rate of pay in his current classification.

And here's the full link:
2019 AMT CBA available now.
Click to expand...

You will find the wage charts easier to follow in the link for the contract. Sorry bout the way it transferred for the two articles.
 
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swamt said:
Vort., Are you sure? I thought when I ran the numbers it came out as equal to SWA's. I could be wrong if I Missed something. So will wait for the hard numbers.
Click to expand...


I am sure of what I wrote down in my notes as I was listening to the Local 591 conference call shortly after the AIP was announced. It was made clear during that call what the pay was for AA's AMTs in the AIP; in fact, it was the very first item covered. So, if I look at your current contract, a topped out AMT with 20 years should be making $55.08. That includes base pay at $47.70, $5.00 Lic pay, $1.75 for longevity, and 63 cents for shift dif. Let me know if I left something out? Anyway, per the AIP or company Jetnet proposal - the pay was the same. If I add up base pay at $49.21ph, $5.25ph for A&P, $1.00 for line pay, and .57 for shift dif. - I come up with: 56.03. Throw in a buck for taxi pay $57.03.
 
V.O. Reason said:
So your saying what’s written in a contract is useless?
Click to expand...
Yes. That is exactly what I am saying. Nothing in this world is guaranteed except death.

Remember when American Airlines talked all of us into concessions to "save us from bankruptcy" then filed anyway requiring us to take further cuts?

You think it is beyond the scope of possibility American Airlines could use the 737 MAX and Coronavirus to take another crack at wages and benefits.

V.O. Reason said:
Then why even have one or a union then especially one that just waste my money.
Click to expand...
Because you can enter into a career (Fleet Service) with no education and no special skills and make more than a lot of college graduates. I would say the UNION is very effective. Without the UNION these A&P mechanics making 6 figures would be lucky to make 25-30 an hour. Before you get all butt-hurt over that statement the DoL BLS states $30.25 is the median income (per 2018). No doubt the UNION drives the wages up higher overall so without them you would have an even lower median.

That does not mean the contract is iron clad.

https://www.bls.gov/oes/2018/may/oes493011.htm

V.O. Reason said:
Finally the truth
Click to expand...
I did not give you a truth, I gave you a possibility. I would say the UNION is very effective but I would not say your wages are guaranteed just because you have a contract. That is ludicrous you would even believe that.
 
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swamt said:
You will find the wage charts easier to follow in the link for the contract. Sorry bout the way it transferred for the two articles.
Click to expand...

Thanks for the info and link, I'll pass the information on. Hopefully when the final AA agreement materializes, they will have surpassed SWA, then hopefully we will be able to raise the bar at UAL after.

TSH
 
Vortilon said:
I am sure of what I wrote down in my notes as I was listening to the Local 591 conference call shortly after the AIP was announced. It was made clear during that call what the pay was for AA's AMTs in the AIP; in fact, it was the very first item covered. So, if I look at your current contract, a topped out AMT with 20 years should be making $55.08. That includes base pay at $47.70, $5.00 Lic pay, $1.75 for longevity, and 63 cents for shift dif. Let me know if I left something out? Anyway, per the AIP or company Jetnet proposal - the pay was the same. If I add up base pay at $49.21ph, $5.25ph for A&P, $1.00 for line pay, and .57 for shift dif. - I come up with: 56.03. Throw in a buck for taxi pay $57.03.
Click to expand...
I see it now. And thx. I was wrong. With the added line prem. and taxi prem. that does put you guys ahead of us. Without those two (we do have those two prem's line and taxi) I was just comparing mechanics in general. reason for that was not all mechanics are line mechs and even a smaller number are taxi qual. too. We will catch up with our Aug. 2020 raises. That's great. Glad to see you all passed us up, now, leti's watch UAL do the same in 2022 and they (at least the co.) will want to get done rather quickly as we will be right around the corner in 2023 for a new contract, but, we are still hearing of KK looking at doing an extension AND, they just moved one of our most trusted individuals as an advisor to KK in order to help them get better relations back between the mechs and the upper,upper management as it was all destroyed during that last 7 years. This new advisor was a mechanic on the floor, made sup, made manager, made director and now will help the top labor group manyat SWA. He and KK will get a long great as both are well respected by many and nearly all.

ThirdSeatHero said:
Thanks for the info and link, I'll pass the information on. Hopefully when the final AA agreement materializes, they will have surpassed SWA, then hopefully we will be able to raise the bar at UAL after.

TSH
Click to expand...
You guys better raise the bar after AA will. Then we better do the same come 2023, then maybe Delta will come in sometime around then as well.
Good luck in Dec. with the wage comparo. And Yes it looks like AA will surpass us with their line and taxi prem's added in. A long time coming for them. Hope we can all get thru this CoroV. and Max issues soon so we can all thrive again.
 
bob@las-AA said:
I listened to Brian Parker’s podcast today, and I can’t find a single thing negative about the AIP, so it’s a yes vote from me.
Click to expand...

bob@las-aa; Did you hear the comments made by GP that there is stuff in the T/A that people are not going to like? They put out all the positive stuff, what are the negatives? Be sure you read it all before just voting strictly on the money, holidays or sick bank, what the job scope will be going forward will be a BIG thing. The system/station protection is just a scam. Marketing drives the flight schedule, fleet type flying in/out of any station drives headcount. Recall to stations is changing,
so reading and understanding how it will all work will be seen when we get the full txt version.
 
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