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<blockquote data-quote="BrownBusDriver" data-source="post: 72969" data-attributes="member: 4563"><p>To tell you the exact numbers, I don't know. Our negotations are kept rather confidential until the end. I don't make those rules, or know exactly if the union, the company or the NMB forces them. </p><p> </p><p>But, in a nut shell it is the following</p><p> </p><p>1. Scheduling</p><p>2. Retirement</p><p>3. Compensation</p><p>4. Facilities</p><p> </p><p>Scheduling is big, because it intertwines with almost everything else. We want to protect blocks of days off, allowing recovery from night flying. The flip flops between night and day flying kills you alittle at a time. We want schedules which frankly, we had before UPS improved their technology to "optimize" us for more productivity. It pointed out critical areas of contract language that are too loose. Do we want more days off, no, but we want protection that our days off aren't a single day from starting at 3am to 3am the next morning. I want schedules which will ensure that after 28 years here, I will have the health to enjoy the retirement, item # 2.</p><p> </p><p>Retirement. We have alot of guys here since the creation of the airline in 1988 who under our current retirement will get squat. Because we have to quit flying as Captain at 60 by Federal Law, many have now returned to the FE seat to work as flight engineer at a lower salary, but earning more retirement. By the time I retire, there will be no FE seats left. New aircraft have 2 man crews. We want a retirement which fairly compensates the crewmembers who past experience was REQUIRED to start up this airline, and I mean REQUIRED by the FAA and insurance companies. We also want a retirement which will ensure that younger guys like me won't have to find an FE job after 28 years here. Are the older guys going to get a 30 retirement for 18 or 20 years of service, no, but what we currently have is very inadequate.</p><p> </p><p>Compensation. To protect even the current contractual dollar power from the '97 dollars we signed, will take over 20%. We want inflation protections, and increase compensation for our FEs and FOs, who because of the way the scale was set up, have always trailed their counterparts at other carriers, (FEDEX).</p><p> </p><p>We want facilities reflecting that of our peers, comparing to FedEx, we are a traveling band of campers. This includes areas where between sorts we can rest in some semi-private area, not being disturbed or disturbing others. We would like a locker at our home base. We would like a policy for pre-positioning crewmembers for trips that doesn't make every airplane stuffed to the hilt with crewmembers. It isn't safe, and very uncomfortable for everyone.</p><p> </p><p>That is about it.</p><p> </p><p>What else?</p></blockquote><p></p>
[QUOTE="BrownBusDriver, post: 72969, member: 4563"] To tell you the exact numbers, I don't know. Our negotations are kept rather confidential until the end. I don't make those rules, or know exactly if the union, the company or the NMB forces them. But, in a nut shell it is the following 1. Scheduling 2. Retirement 3. Compensation 4. Facilities Scheduling is big, because it intertwines with almost everything else. We want to protect blocks of days off, allowing recovery from night flying. The flip flops between night and day flying kills you alittle at a time. We want schedules which frankly, we had before UPS improved their technology to "optimize" us for more productivity. It pointed out critical areas of contract language that are too loose. Do we want more days off, no, but we want protection that our days off aren't a single day from starting at 3am to 3am the next morning. I want schedules which will ensure that after 28 years here, I will have the health to enjoy the retirement, item # 2. Retirement. We have alot of guys here since the creation of the airline in 1988 who under our current retirement will get squat. Because we have to quit flying as Captain at 60 by Federal Law, many have now returned to the FE seat to work as flight engineer at a lower salary, but earning more retirement. By the time I retire, there will be no FE seats left. New aircraft have 2 man crews. We want a retirement which fairly compensates the crewmembers who past experience was REQUIRED to start up this airline, and I mean REQUIRED by the FAA and insurance companies. We also want a retirement which will ensure that younger guys like me won't have to find an FE job after 28 years here. Are the older guys going to get a 30 retirement for 18 or 20 years of service, no, but what we currently have is very inadequate. Compensation. To protect even the current contractual dollar power from the '97 dollars we signed, will take over 20%. We want inflation protections, and increase compensation for our FEs and FOs, who because of the way the scale was set up, have always trailed their counterparts at other carriers, (FEDEX). We want facilities reflecting that of our peers, comparing to FedEx, we are a traveling band of campers. This includes areas where between sorts we can rest in some semi-private area, not being disturbed or disturbing others. We would like a locker at our home base. We would like a policy for pre-positioning crewmembers for trips that doesn't make every airplane stuffed to the hilt with crewmembers. It isn't safe, and very uncomfortable for everyone. That is about it. What else? [/QUOTE]
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