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Maybe you should be on the negotiating team for your union then. It's not about getting back to what the top wage was 10 years ago, as much as you and every other airline employe in this country would love. It's about looking at today's airline economics. If you go into a negotiating table with the position that you "deserve" to go back to 2001 wages when the going was good, you'll be severely disappointed at the outcome (and you may be anyway once a TA is put up for vote). They could give those 2001 and wages to you but then the airline wouldn't be in business very much longer.They better not even waste their/our time with some POS that doesn't bring our group back much of what it has lost in the past 10 years...
Let's not forget that our top wage is in line with what it was 10 years ago, while the cost of living hasn't sat idle during this time. We can't get locked into a 5 year deal either since a lot can change in that time. A 3 year deal should be the most any work group locks in for.
My understanding is that nothing is up for giving, but you've got to remember that this is NEGOTIATIONS, which means there must be give and take. Personally I'd expect language changes, slightly more pay, and VASTLY better work rules, including sick and over time.
My understanding is that nothing is up for giving, but you've got to remember that this is NEGOTIATIONS, which means there must be give and take. Personally I'd expect language changes, slightly more pay, and VASTLY better work rules, including sick and over time.
Maybe you should be on the negotiating team for your union then. It's not about getting back to what the top wage was 10 years ago, as much as you and every other airline employe in this country would love. It's about looking at today's airline economics. If you go into a negotiating table with the position that you "deserve" to go back to 2001 wages when the going was good, you'll be severely disappointed at the outcome (and you may be anyway once a TA is put up for vote). They could give those 2001 and wages to you but then the airline wouldn't be in business very much longer.
I'm in no way praising your management as a bunch of geniuses or even employee friendly people, but the numbers tell the story as best as anyone can. They've gotten here with a financially solid airline, 6 years post merger, by cutting costs (often painfully to employees and customers) and investing in other areas. The DOT and various other statistics show positive results, which is something to be proud of. I avoided US like a plaque in the late 2000's. I'm now getting ready to pony up for Gold Preferred because I missed it by 3300 miles last year. I wouldn't have done that 5 years ago. But I'm just one example....
I would very much prefer some serious changes to the attendance policy, as hundreds of FSAs have lost their jobs as a direct result of this punitive and arbitrary system foisted upon the membership and without much of a fight from the IAM leadership during that time.
I tell people that do not work in the industry about the hundreds of sick hours I have acquired over the years, but then mention the attandance policy which may make it impractical or impossible to use those hours if ill. They think it is crazy to have earned the hours, but unable to use them for legitimate use in fear of being terminated.
I could have a decade of very good attendance, but one bad year of illness, car breakdowns, non-work related injury, and suddenly the company treats me like a new employee who is looking to game the system for sick time. The policy is a complete slap in the face by the Company to those workers who have put in decades of service, often times working while sick outside, and then targeted by an attendance policy designed primarily to eliminate people from the ranks.
So Rants Jester.
For once Jester is not RANTING. Jester has hit it right on target!
The company ignores good employees with hundreds of sick hours and they are the ones targeted!
Many junior employees placed on coachings, no exaggeration wuth 3 pages if incidents....hmmmm...keep the lower salary and target the topped out? Disparagement at its highest!
Add incentives to lower occurrences!
It's all about getting everything back and then some. The wages of 2001 and pensions had nothing to do with bankruptcy. the pension of this group was frozen long before bankruptcy. And the wages were only modest.Maybe you should be on the negotiating team for your union then. It's not about getting back to what the top wage was 10 years ago, as much as you and every other airline employe in this country would love. It's about looking at today's airline economics. If you go into a negotiating table with the position that you "deserve" to go back to 2001 wages when the going was good, you'll be severely disappointed at the outcome (and you may be anyway once a TA is put up for vote). They could give those 2001 and wages to you but then the airline wouldn't be in business very much longer.
I'm in no way praising your management as a bunch of geniuses or even employee friendly people, but the numbers tell the story as best as anyone can. They've gotten here with a financially solid airline, 6 years post merger, by cutting costs (often painfully to employees and customers) and investing in other areas. The DOT and various other statistics show positive results, which is something to be proud of. I avoided US like a plaque in the late 2000's. I'm now getting ready to pony up for Gold Preferred because I missed it by 3300 miles last year. I wouldn't have done that 5 years ago. But I'm just one example....
When you retire you can cash them out or use them for insurance.
Why would you talk in such absolute terms that there must be give and take? Those are terms that are usually set aside for management when they place negotiations in the 'cost neutral' box. I can assure you in bad times that the company will throw out cost neutral mentality in a heartbeat.My understanding is that nothing is up for giving, but you've got to remember that this is NEGOTIATIONS, which means there must be give and take. Personally I'd expect language changes, slightly more pay, and VASTLY better work rules, including sick and over time.