"Yesterday we announced the opening of our summer flight schedules, which extend reservations from June 3 through August 10, 2012. There is a lot in this particular schedule—including our desire for new international destinations and new nonstop markets. AirTran will add nonstop service between Ft. Lauderdale and San Juan, Puerto Rico. Additionally, we plan to expand our international presence with four new nonstop routes to Mexico: that’s San Antonio to Cancun and Mexico City beginning May 2012, and Orange County to Cabo San Lucas and Orange County to Mexico City beginning June 2012; however, I must add the disclaimer that this international service is still subject to government approval and so it’s not for sale yet. I look forward to confirming approval of these routes very soon. As you know, AirTran does not currently serve Orange County or Cabo San Lucas or Mexico City, so the future introduction of AirTran service to these markets is a direct benefit of Southwest’s acquisition of AirTran."
Does make bidding the 737 tempting ....
Not as tempting as driving to work, but the good news just keeps rolling!
Tuesday, November 15, 2011
Monday, November 14, 2011
Sweeet!
Things are already looking up! Looks like I'll be bidding the 717 and driving to work!
"Based on our current fleet plan, we have selected TPA to serve as the second Southwest Airlines 717 Pilot domicile."
Transition bidding starts on the 16th. Can't wait to see that aircraft conversion schedule and domicile projections.
"Based on our current fleet plan, we have selected TPA to serve as the second Southwest Airlines 717 Pilot domicile."
Transition bidding starts on the 16th. Can't wait to see that aircraft conversion schedule and domicile projections.
Friday, November 11, 2011
So now what?
Lots of rumors about the new base, and it is really going to impact what we all bid. I mean if it is west coast like the latest rumor then the 717 is going to go VERY junior. If, on the other hand, it is in Florida like the earlier rumor then ... well, I know what I am doing ;)
Hopefully we'll find out next week.
Hopefully we'll find out next week.
Tuesday, November 8, 2011
We are SOUTHWEST!
November 7, 2011
Fellow Pilots,
It is decided. The Seniority Integration Agreement has been approved. With an 83.58 percent vote of the ATN pilots and an 83.56 percent vote of the SWAPA pilots – both in favor of ratification – our collective hands have extended and accepted Southwest’s offer as to how the pilot groups will be merged. As such, the next few weeks will be busy as we start the process of combining flight operations. The momentum of this integration will accelerate in the coming months and before long our last pilot will have made the transition to Southwest Airlines. Once a phoenix rising, AirTran Airways will have flown its final flight.
Before we look to the future, however, we must take time to recognize the contributions that the ATN pilots have made to AirTran Airways. We helped build an airline from scratch, and then rebuilt it again and again. The AirTran of 2011 is distinctly different from its precursors in 1993 and even from itself in 2001.Through it all, we remained steadfast in our dedication to the success of the company and the professional execution of our duties. These traits, our core ideals, set the foundation for a high quality experience from a low-fare carrier. By exceeding the expectations of both our passengers and our most ardent opponents, AirTran, perpetually the underdog, succeeded in the face of intense competition.
Similarly, through most of its 40-year history, Southwest and its employees were also underdogs. They were fortunate, however, to have the visionary leadership of Herb Kelleher and Colleen Barrett, who encapsulated the “Southwest Way:” a Warrior Spirit, a Servant’s Heart and a Fun-LUVing attitude. They created a whole corporate department to foster and preserve this culture, while we had to adopt these principles organically. We did it in a vacuum, amongst ourselves, because we knew that our future as airline pilots was dependant on the success of a business over which we had little control. This is our identity – professionals in the face of adversity.
Even now, we have sacrificed to ensure the success of the company. But, by ratifying this agreement, we, along with SWAPA pilots, have taken ownership of our pilot integration and the future of Southwest Airlines. From Portland, Maine to Portland, Oregon, Southwest Airlines will extend a reach only imagined when it began flying its first Dallas to Houston and San Antonio legs in 1971. CEO Gary Kelly has also spoken of his desire to push even further: to Mexico, Canada, Alaska and Hawaii. The synergies unleashed by the merger of our two airlines will power this expansion with nearly eight thousand pilots at the helm. Together, with every other employee, we will benefit from our improved competitive position and the opportunities created by this growth.
So let’s look ahead; not through rose colored glasses, but with plain sight. Our future lies with Southwest Airlines. In order to facilitate a smooth transition, we must focus on building upon those common traits which unite us with our peers, and we must recognize that it is in our collective interest to work together to help our new company navigate through uncharted territory.
With that in mind, I commend you on your unyielding professionalism. Together, we will write the next chapter of our careers.
In unity,
Linden Hillman, Chairman
ATN Master Executive Council
Fellow Pilots,
It is decided. The Seniority Integration Agreement has been approved. With an 83.58 percent vote of the ATN pilots and an 83.56 percent vote of the SWAPA pilots – both in favor of ratification – our collective hands have extended and accepted Southwest’s offer as to how the pilot groups will be merged. As such, the next few weeks will be busy as we start the process of combining flight operations. The momentum of this integration will accelerate in the coming months and before long our last pilot will have made the transition to Southwest Airlines. Once a phoenix rising, AirTran Airways will have flown its final flight.
Before we look to the future, however, we must take time to recognize the contributions that the ATN pilots have made to AirTran Airways. We helped build an airline from scratch, and then rebuilt it again and again. The AirTran of 2011 is distinctly different from its precursors in 1993 and even from itself in 2001.Through it all, we remained steadfast in our dedication to the success of the company and the professional execution of our duties. These traits, our core ideals, set the foundation for a high quality experience from a low-fare carrier. By exceeding the expectations of both our passengers and our most ardent opponents, AirTran, perpetually the underdog, succeeded in the face of intense competition.
Similarly, through most of its 40-year history, Southwest and its employees were also underdogs. They were fortunate, however, to have the visionary leadership of Herb Kelleher and Colleen Barrett, who encapsulated the “Southwest Way:” a Warrior Spirit, a Servant’s Heart and a Fun-LUVing attitude. They created a whole corporate department to foster and preserve this culture, while we had to adopt these principles organically. We did it in a vacuum, amongst ourselves, because we knew that our future as airline pilots was dependant on the success of a business over which we had little control. This is our identity – professionals in the face of adversity.
Even now, we have sacrificed to ensure the success of the company. But, by ratifying this agreement, we, along with SWAPA pilots, have taken ownership of our pilot integration and the future of Southwest Airlines. From Portland, Maine to Portland, Oregon, Southwest Airlines will extend a reach only imagined when it began flying its first Dallas to Houston and San Antonio legs in 1971. CEO Gary Kelly has also spoken of his desire to push even further: to Mexico, Canada, Alaska and Hawaii. The synergies unleashed by the merger of our two airlines will power this expansion with nearly eight thousand pilots at the helm. Together, with every other employee, we will benefit from our improved competitive position and the opportunities created by this growth.
So let’s look ahead; not through rose colored glasses, but with plain sight. Our future lies with Southwest Airlines. In order to facilitate a smooth transition, we must focus on building upon those common traits which unite us with our peers, and we must recognize that it is in our collective interest to work together to help our new company navigate through uncharted territory.
With that in mind, I commend you on your unyielding professionalism. Together, we will write the next chapter of our careers.
In unity,
Linden Hillman, Chairman
ATN Master Executive Council
Tuesday, October 11, 2011
For crying out loud: WE GET IT! Enough!
Southwest Airlines Co. (LUV) told pilots it would keep operating newly acquired AirTran Holdings Inc. (AAI) as a stand-alone carrier if union members don’t agree to combine seniority lists.
Southwest briefed pilots on a “Plan B” for “separate and unintegrated” operations after that union declined to hold a membership election on a seniority proposal, according to an AirTran union summary obtained by Bloomberg News. Pilots at both airlines are now voting until Nov. 7 on a new agreement.
Keeping AirTran flying on its own would run counter to the goal of folding the discount carrier into Southwest, the biggest low-fare airline. Dallas-based Southwest paid $1 billion in cash and stock in May to buy AirTran, winning access to fly into Atlanta, home of the world’s busiest airport.
“I’m sure that’s not what management planned when they acquired AirTran,” said Hunter Keay, a Wolfe Trahan & Co. analyst in New York who recommends holding Southwest. “It probably is to some degree a negotiating tactic.”
Pilots’ approval of one seniority list would give Southwest a timeline to blend workforces and fleets, and set union members’ rankings for pay, schedules and the types of jets they fly. For AirTran pilots, ratification will mean “certainty of integration,” Southwest said in a Sept. 22 letter to union members.
Staying Flexible
Southwest has met with pilots to explain “what that vote is and what it does,” Beth Harbin, an airline spokeswoman, said in an interview today. “Absent approval, we have to think about, ‘Where is the flexibility?’”
Harbin declined to discuss the AirTran union summary or what options Southwest would consider if pilots don’t accept the new seniority agreement.
“I’m certainly not going to go into any detail about what that flexibility is,” Harbin said. “Our focus is going to be on getting the deal with the pilots done quickly because that really does set a good momentum for the rest of the integration.”
Jim Morris, a spokesman for the Air Line Pilots Association at AirTran, declined to comment, as did Jacob North, a spokesman for the Southwest Airlines Pilots’ Association. AirTran has about 1,700 pilots, while Southwest has more than 6,000.
Southwest rose 2.3 percent to $8.15 today in New York trading. The stock has fallen 37 percent this year for the third-worst decline among 10 carriers in the Bloomberg U.S. Airlines Index.
Pilot Balloting
The seniority agreement now being voted on by pilots was crafted after AirTran’s union decided against sending the original version to rank-and-file members. Under the new plan, current Southwest pilots’ seniority rights would be protected, and AirTran pilots would get pay raises.
“The company believes this proposal strongly merits your support,” Southwest said in the Sept. 22 letter.
If the ratification vote falls short, Southwest executives have developed “Plan B” as a contingency, according to the AirTran union summary. Details of that strategy were completed on Sept. 20, the summary said.
“Plan B calls for AAI and SWA to remain separate and unintegrated,” according to the summary, using abbreviations for AirTran and Southwest.
Savings, Revenue
A stand-alone AirTran would provide the same savings and revenue benefits because it would keep collecting $200 million a year in fees for checked bags, and AirTran’s Boeing Co. (BA) 717s wouldn’t be blended into Southwest’s fleet, the summary said. Southwest flies only Boeing 737s.
“It’s certainly a valid strategy,” Keay, the Wolfe Trahan analyst, said in an interview.
Southwest has said it expects that full integration of the airlines would take about two years after receiving regulatory approval to operate as a single carrier in 2012’s first quarter. Pilots’ failure to agree on an integration plan can scuttle mergers or keep airlines from operating as a single carrier after a tie-up.
Southwest’s 2009 bid for Frontier Airlines Holdings Inc. faltered when the carriers’ pilots couldn’t agree on seniority. US Airways Group Inc. (LCC) pilots are still feuding over seniority after the carrier’s creation in the 2005 merger of its namesake predecessor and America West Holdings Corp., forcing management to follow separate work agreements with two unions.
Southwest Airlines Co. (LUV) told pilots it would keep operating newly acquired AirTran Holdings Inc. (AAI) as a stand-alone carrier if union members don’t agree to combine seniority lists.
Southwest briefed pilots on a “Plan B” for “separate and unintegrated” operations after that union declined to hold a membership election on a seniority proposal, according to an AirTran union summary obtained by Bloomberg News. Pilots at both airlines are now voting until Nov. 7 on a new agreement.
Keeping AirTran flying on its own would run counter to the goal of folding the discount carrier into Southwest, the biggest low-fare airline. Dallas-based Southwest paid $1 billion in cash and stock in May to buy AirTran, winning access to fly into Atlanta, home of the world’s busiest airport.
“I’m sure that’s not what management planned when they acquired AirTran,” said Hunter Keay, a Wolfe Trahan & Co. analyst in New York who recommends holding Southwest. “It probably is to some degree a negotiating tactic.”
Pilots’ approval of one seniority list would give Southwest a timeline to blend workforces and fleets, and set union members’ rankings for pay, schedules and the types of jets they fly. For AirTran pilots, ratification will mean “certainty of integration,” Southwest said in a Sept. 22 letter to union members.
Staying Flexible
Southwest has met with pilots to explain “what that vote is and what it does,” Beth Harbin, an airline spokeswoman, said in an interview today. “Absent approval, we have to think about, ‘Where is the flexibility?’”
Harbin declined to discuss the AirTran union summary or what options Southwest would consider if pilots don’t accept the new seniority agreement.
“I’m certainly not going to go into any detail about what that flexibility is,” Harbin said. “Our focus is going to be on getting the deal with the pilots done quickly because that really does set a good momentum for the rest of the integration.”
Jim Morris, a spokesman for the Air Line Pilots Association at AirTran, declined to comment, as did Jacob North, a spokesman for the Southwest Airlines Pilots’ Association. AirTran has about 1,700 pilots, while Southwest has more than 6,000.
Southwest rose 2.3 percent to $8.15 today in New York trading. The stock has fallen 37 percent this year for the third-worst decline among 10 carriers in the Bloomberg U.S. Airlines Index.
Pilot Balloting
The seniority agreement now being voted on by pilots was crafted after AirTran’s union decided against sending the original version to rank-and-file members. Under the new plan, current Southwest pilots’ seniority rights would be protected, and AirTran pilots would get pay raises.
“The company believes this proposal strongly merits your support,” Southwest said in the Sept. 22 letter.
If the ratification vote falls short, Southwest executives have developed “Plan B” as a contingency, according to the AirTran union summary. Details of that strategy were completed on Sept. 20, the summary said.
“Plan B calls for AAI and SWA to remain separate and unintegrated,” according to the summary, using abbreviations for AirTran and Southwest.
Savings, Revenue
A stand-alone AirTran would provide the same savings and revenue benefits because it would keep collecting $200 million a year in fees for checked bags, and AirTran’s Boeing Co. (BA) 717s wouldn’t be blended into Southwest’s fleet, the summary said. Southwest flies only Boeing 737s.
“It’s certainly a valid strategy,” Keay, the Wolfe Trahan analyst, said in an interview.
Southwest has said it expects that full integration of the airlines would take about two years after receiving regulatory approval to operate as a single carrier in 2012’s first quarter. Pilots’ failure to agree on an integration plan can scuttle mergers or keep airlines from operating as a single carrier after a tie-up.
Southwest’s 2009 bid for Frontier Airlines Holdings Inc. faltered when the carriers’ pilots couldn’t agree on seniority. US Airways Group Inc. (LCC) pilots are still feuding over seniority after the carrier’s creation in the 2005 merger of its namesake predecessor and America West Holdings Corp., forcing management to follow separate work agreements with two unions.
Recall complete
What a shame it came to this, a better turn out for the recall then there was for the election...
Looking forward to putting this ugliness behind us.
Looking forward to putting this ugliness behind us.
Friday, October 7, 2011
Voting is open. The choice is clear.
October 6, 2011
Fellow Pilots,
Today marks the eve of what may be the most important vote of your career at AirTran Airways. There is little doubt that the question of the Seniority List Integration has been debated and at the forefront of the minds of AirTran pilots over the past several weeks. Realistically, the question asked of each of us is this: Do you approve of the Seniority Integration Agreement reached between the merger representatives of the AirTran and Southwest pilots, and between their respective managements? The answer to that question becomes ours to make starting tomorrow at 1:00 p.m. EDT.
While the answer may not be easy, I believe the choice is clear.
As we all know by now, the management of Southwest Airlines, in their constant effort to keep Southwest profitable, value one asset above all others – their culture. In practical terms, that means that Southwest employees and their contributions to the company receive more consideration than Southwest’s stockholders or even Southwest’s own customers. It’s also no secret that Southwest will go to great lengths to guard a culture that has made them not only the most successful airline in America, but one of the most admired corporations in the world. Of course, management wants the company to remain profitable; however, they have figured out that their culture is one of the key ingredients, if not THE key ingredient, in their success.
Southwest officials have repeatedly expressed their view that an arbitrated SLI decision will threaten the culture they intend to defend. In addition, since the beginning of SLI negotiations, Southwest officials, as well as members of the AirTran and Southwest merger committees and pilots of both airlines, have clearly expressed their preference for a negotiated SLI agreement between our two pilot groups, because as they correctly note, only a negotiated agreement, ratified by the pilots themselves, gives AirTran and Southwest flight deck crewmembers ownership of the ultimate solution to the question of how to best integrate our two groups.
So where does that leave us? Since the middle of May, our Merger Committee, later joined by our Negotiating Committee and counsel, worked to negotiate a seniority integration agreement acceptable to the pilots of AirTran. Their goals, as directed by the MEC, have been to secure the future career prospects of AirTran pilots, and to eliminate remaining threats to a complete integration of AirTran pilots into SWA.
If the Seniority Integration Agreement is ratified by AAI and SWA pilots, these goals will have been achieved. The overall agreement, one which guarantees that every AirTran pilot will soon take their place as a full-fledged member of the Southwest Airlines family, is not only one with which I’m prepared to live, it is an agreement I believe we each can and should support.
What are our alternatives? If this agreement is not ratified, we will proceed to arbitration, a process in which we are fully prepared to engage. Although there are no guarantees, we might, in fact, secure a list in arbitration that would offer most AirTran pilots several percent greater seniority than the list we have before us.
Afterward, however, we are more likely than not to face an uncertain period; one which will likely be marked by the continued separate operations of Southwest and AirTran, and the possibility of prolonged litigation in an effort to force an integration of the two carriers through enforcement of the provisions of our scope clause and of the Transition Agreement. Litigation is also an option for which we are ready. But given length of time it may take to secure a final, enforceable award, and, even then, given the uncertainty of the outcome, is this the wisest choice?
Although the answer may not be easy, the choice is clear.
And so with the opening of the vote on whether to approve Seniority Integration Agreement, we have it within our power to safeguard our futures as pilots for the most secure and profitable airline in America. Then, as we start to make our way over to the “Southwest side,” we also have it within our power, and I’m confident that we will, show our new co-workers that we are an asset, that we contribute, and that AirTran pilots are doing their part to secure the culture of Southwest Airlines, so that its next forty years are as exciting, profitable and fun as its first forty.
Still, this is not a decision to be made lightly. But I’m proud to say that to date, the pilots of AirTran, their Merger and Negotiating Committees, counsel, and MEC representatives have, in spite of the turmoil and anxiety, approached the prolonged integration process with diligence, patience, and thoughtfulness. I have also been impressed by the willingness of the vast majority of AirTran pilots to listen to arguments on either side of the question, without giving in to the rancor and pettiness that have characterized similar debates at other carriers.
I will close by urging you to continue to uphold the high personal and professional standards that made AirTran such an attractive partner for Southwest; to continue to remain informed, engaged, and considerate of our coworkers; and to join me in ensuring our future at Southwest Airlines, by supporting and voting for the Seniority Integration Agreement.
In service,
Linden Hillman, Chairman
ATN Master Executive Council
ALPA: The Pilots Union
Fellow Pilots,
Today marks the eve of what may be the most important vote of your career at AirTran Airways. There is little doubt that the question of the Seniority List Integration has been debated and at the forefront of the minds of AirTran pilots over the past several weeks. Realistically, the question asked of each of us is this: Do you approve of the Seniority Integration Agreement reached between the merger representatives of the AirTran and Southwest pilots, and between their respective managements? The answer to that question becomes ours to make starting tomorrow at 1:00 p.m. EDT.
While the answer may not be easy, I believe the choice is clear.
As we all know by now, the management of Southwest Airlines, in their constant effort to keep Southwest profitable, value one asset above all others – their culture. In practical terms, that means that Southwest employees and their contributions to the company receive more consideration than Southwest’s stockholders or even Southwest’s own customers. It’s also no secret that Southwest will go to great lengths to guard a culture that has made them not only the most successful airline in America, but one of the most admired corporations in the world. Of course, management wants the company to remain profitable; however, they have figured out that their culture is one of the key ingredients, if not THE key ingredient, in their success.
Southwest officials have repeatedly expressed their view that an arbitrated SLI decision will threaten the culture they intend to defend. In addition, since the beginning of SLI negotiations, Southwest officials, as well as members of the AirTran and Southwest merger committees and pilots of both airlines, have clearly expressed their preference for a negotiated SLI agreement between our two pilot groups, because as they correctly note, only a negotiated agreement, ratified by the pilots themselves, gives AirTran and Southwest flight deck crewmembers ownership of the ultimate solution to the question of how to best integrate our two groups.
So where does that leave us? Since the middle of May, our Merger Committee, later joined by our Negotiating Committee and counsel, worked to negotiate a seniority integration agreement acceptable to the pilots of AirTran. Their goals, as directed by the MEC, have been to secure the future career prospects of AirTran pilots, and to eliminate remaining threats to a complete integration of AirTran pilots into SWA.
If the Seniority Integration Agreement is ratified by AAI and SWA pilots, these goals will have been achieved. The overall agreement, one which guarantees that every AirTran pilot will soon take their place as a full-fledged member of the Southwest Airlines family, is not only one with which I’m prepared to live, it is an agreement I believe we each can and should support.
What are our alternatives? If this agreement is not ratified, we will proceed to arbitration, a process in which we are fully prepared to engage. Although there are no guarantees, we might, in fact, secure a list in arbitration that would offer most AirTran pilots several percent greater seniority than the list we have before us.
Afterward, however, we are more likely than not to face an uncertain period; one which will likely be marked by the continued separate operations of Southwest and AirTran, and the possibility of prolonged litigation in an effort to force an integration of the two carriers through enforcement of the provisions of our scope clause and of the Transition Agreement. Litigation is also an option for which we are ready. But given length of time it may take to secure a final, enforceable award, and, even then, given the uncertainty of the outcome, is this the wisest choice?
Although the answer may not be easy, the choice is clear.
And so with the opening of the vote on whether to approve Seniority Integration Agreement, we have it within our power to safeguard our futures as pilots for the most secure and profitable airline in America. Then, as we start to make our way over to the “Southwest side,” we also have it within our power, and I’m confident that we will, show our new co-workers that we are an asset, that we contribute, and that AirTran pilots are doing their part to secure the culture of Southwest Airlines, so that its next forty years are as exciting, profitable and fun as its first forty.
Still, this is not a decision to be made lightly. But I’m proud to say that to date, the pilots of AirTran, their Merger and Negotiating Committees, counsel, and MEC representatives have, in spite of the turmoil and anxiety, approached the prolonged integration process with diligence, patience, and thoughtfulness. I have also been impressed by the willingness of the vast majority of AirTran pilots to listen to arguments on either side of the question, without giving in to the rancor and pettiness that have characterized similar debates at other carriers.
I will close by urging you to continue to uphold the high personal and professional standards that made AirTran such an attractive partner for Southwest; to continue to remain informed, engaged, and considerate of our coworkers; and to join me in ensuring our future at Southwest Airlines, by supporting and voting for the Seniority Integration Agreement.
In service,
Linden Hillman, Chairman
ATN Master Executive Council
ALPA: The Pilots Union
Tuesday, October 4, 2011
OUCH!
wiki on BATNA ...
In negotiation theory, the best alternative to a negotiated agreement or BATNA is the course of action that will be taken by a party if the current negotiations fail and an agreement cannot be reached. BATNA is the key focus and the driving force behind a successful negotiator. BATNA should not be confused with the reservation point or walkaway point. A party should generally not accept a worse resolution than its BATNA. Care should be taken, however, to ensure that deals are accurately valued, taking into account all considerations, such as relationship value, time value of money and the likelihood that the other party will live up to their side of the bargain. These other considerations are often difficult to value, since they are frequently based on uncertain or qualitative considerations, rather than easily measurable and quantifiable factors.
The BATNA is often seen by negotiators not as a safety net, but rather as a point of leverage in negotiations. Although a negotiator's alternative options should, in theory, be straightforward to evaluate, the effort to understand which alternative represents a party's BATNA is often not invested. Options need to be real and actionable to be of value,[1] however without the investment of time, options will frequently be included that fail on one of these criteria.[citation needed] Most managers overestimate their BATNA whilst simultaneously investing too little time into researching their real options.[citation needed] This can result in poor or faulty decision making and negotiating outcomes.
BATNA was developed by negotiation researchers Roger Fisher and William Ury of the Harvard Program on Negotiation (PON), in their series of books on Principled negotiation that started with Getting to YES, unwittingly duplicating a game theoretic concept pioneered by Nobel Laureate John Forbes Nash decades earlier in his early undergraduate research.[citation needed]
In this example, other offers that illustrate the difficulty of valuing qualitative factors might include:
TranStar began as Muse Air amid the 1982 air traffic controllers’ strike. By the end of 1984 the company was still struggling, and actively looking for a merger to keep it afloat. At the end of the year, Harold Simmons, president of the Amalgamated Sugar Company offered the airline the money to continue, on the condition that Lamar Muse return as CEO. Despite the new influx of cash and new leadership, the company was not able to generate a consistent profit despite its use of non-union labor and competitive fares.
In 1985, Southwest Airlines acquired Muse Air. The Muse pilots were initially unrepresented so negotiations ensued between Southwest Airlines and the Southwest Airlines Pilots Association (SWAPA). Complicating the always-contentious issue of seniority list integration was the large disparity in pay at the two companies. The difference was so large that the Muse Air operation was unable to support the Southwest Airlines pay scale.
SWAPA pursued a strategy of integrating the Muse pilots to the bottom of the list, with pay parity in five years combined with a card campaign to represent the Muse pilots. This strategy was rejected by the company on the basis of Duty to Fairly Represent and SWAPA agreed to a one time, temporary waiver of their scope clause. This allowed Muse to be run as a separate operation with numerous caveats and protections including a 1:4 growth ratio.
Muse became TranStar and chose independent representation through the TranStar Pilots Association (TPA). Perceiving the dangers inherent in a wholly owned subsidiary the pilot groups attempted to negotiate a combined master seniority list. In November 1986 an agreement was reached.
This agreement placed a pilot hired in Jun of 1982 by Southwest senior to a TranStar pilot hired in January 1981 and improved the relative seniority of all Southwest Airlines pilots. The agreement included fences, Captain seat protections and brought the TranStar pilots to pay parity no later than December 1990.
The TPA Board of Directors rejected the proposed Integrated Seniority List(ISL), apparently believing that such rejection would create more leverage for their Merger Committee to obtain a more favorable ISL.
What followed was a breakdown in negotiations and an angry exchange between union presidents.
"I can only conclude that your inner circle objects to the seniority settlement and engaged in a last minute search for reasons to sabotage the agreement and rationalize the action within your organization. This indicates a lack of good faith, which precludes any further dealings between our two unions." SWAPA President Gerald Bradley to TPA President Captain Golich
"I have waited a few days to respond to your recent letter addressing our unsuccessful negotiations. As you can imagine, it was difficult not to be angered by your groundless accusations, blatant threats and misleading statements." Captain Golich to Captain Bradley.
Negotiations were never resumed and TranStar was operated as a wholly owned subsidiary until the 9th of August 1987 when it closed its doors forever. 146 pilots who had seniority numbers at Southwest Airlines, seat protection, and (eventually) substantial raises now had no jobs. Excerpts from a letter Captain Golich wrote to Herb Kelleher on August 2:
"As you know, the TranStar pilots are in their darkest hour … I therefore request first right of hire, subject to Southwest’s normal screening, in seniority order, for the TranStar Pilots … … request some form of assistance be provided relative to the requirement for a 737 type rating … … the TranStar pilots will provide their own ground school."
The TPA BOD assessed their BATNA as superior to the agreement their merger committee was able to negotiate. Unfortunately for the pilots they represented this was a gross overestimation, and the actual BATNA turned out to be inferior not only to the negotiated agreement, but even to SWAPA’s opening position of staple.
Unfortunately the mistakes made by the TPA Board of Directors are not unique. The Airline industry is littered with examples of misapplied or overestimated BATNA. BATNA isn’t a walk away position or an assessment of the lowest acceptable offer. It is a tool to assess the certain gains presented in a negotiated agreement against the uncertain risks of the alternative. The uncertainty of those risks can lead to outcomes that are surprising and devastating.
In negotiation theory, the best alternative to a negotiated agreement or BATNA is the course of action that will be taken by a party if the current negotiations fail and an agreement cannot be reached. BATNA is the key focus and the driving force behind a successful negotiator. BATNA should not be confused with the reservation point or walkaway point. A party should generally not accept a worse resolution than its BATNA. Care should be taken, however, to ensure that deals are accurately valued, taking into account all considerations, such as relationship value, time value of money and the likelihood that the other party will live up to their side of the bargain. These other considerations are often difficult to value, since they are frequently based on uncertain or qualitative considerations, rather than easily measurable and quantifiable factors.
The BATNA is often seen by negotiators not as a safety net, but rather as a point of leverage in negotiations. Although a negotiator's alternative options should, in theory, be straightforward to evaluate, the effort to understand which alternative represents a party's BATNA is often not invested. Options need to be real and actionable to be of value,[1] however without the investment of time, options will frequently be included that fail on one of these criteria.[citation needed] Most managers overestimate their BATNA whilst simultaneously investing too little time into researching their real options.[citation needed] This can result in poor or faulty decision making and negotiating outcomes.
BATNA was developed by negotiation researchers Roger Fisher and William Ury of the Harvard Program on Negotiation (PON), in their series of books on Principled negotiation that started with Getting to YES, unwittingly duplicating a game theoretic concept pioneered by Nobel Laureate John Forbes Nash decades earlier in his early undergraduate research.[citation needed]
Contents[hide] |
[edit] Examples
The following examples illustrate the basic principles of identifying the BATNA and how to use it in further negotiations to help value other offers.[edit] Selling a car
If the seller of a car has a written offer from a dealership to buy the seller's car for $1,000, then the seller's BATNA when dealing with other potential purchasers would be $1,000 since the seller can get $1,000 for the car even without reaching an agreement with such alternative purchaser.In this example, other offers that illustrate the difficulty of valuing qualitative factors might include:
- An offer of $900 by a close relative
- An offer of $1,100 in 45 days (what are the chances of this future commitment falling through, and would the seller's prior BATNA (the $1000 offer from the dealership) still be available if it did?)
- An offer from another dealer to offset $1,500 against the price of a new car (does the seller want to buy a new car right now, and the offered car in particular?)
[edit] Purchasing
Buyers are often able to leverage their BATNA with regards to prices. This is done through buying from the lowest cost or best value seller.[edit] More complex example
It is easy to overestimate BATNA and invest too little time to research real options. This can lead to poor or faulty decision making and negotiating outcomes. 1987 saw the conclusion of a complex series of negotiations between Southwest Airlines and two different pilot groups: Southwest pilots and Muse/Transtar pilots. The Muse/Transtar pilots failed to properly analyze their BATNA: their missteps and misfortune offer valuable lessons for anyone exposed to the risks of negotiating in a volatile industry.TranStar began as Muse Air amid the 1982 air traffic controllers’ strike. By the end of 1984 the company was still struggling, and actively looking for a merger to keep it afloat. At the end of the year, Harold Simmons, president of the Amalgamated Sugar Company offered the airline the money to continue, on the condition that Lamar Muse return as CEO. Despite the new influx of cash and new leadership, the company was not able to generate a consistent profit despite its use of non-union labor and competitive fares.
In 1985, Southwest Airlines acquired Muse Air. The Muse pilots were initially unrepresented so negotiations ensued between Southwest Airlines and the Southwest Airlines Pilots Association (SWAPA). Complicating the always-contentious issue of seniority list integration was the large disparity in pay at the two companies. The difference was so large that the Muse Air operation was unable to support the Southwest Airlines pay scale.
SWAPA pursued a strategy of integrating the Muse pilots to the bottom of the list, with pay parity in five years combined with a card campaign to represent the Muse pilots. This strategy was rejected by the company on the basis of Duty to Fairly Represent and SWAPA agreed to a one time, temporary waiver of their scope clause. This allowed Muse to be run as a separate operation with numerous caveats and protections including a 1:4 growth ratio.
Muse became TranStar and chose independent representation through the TranStar Pilots Association (TPA). Perceiving the dangers inherent in a wholly owned subsidiary the pilot groups attempted to negotiate a combined master seniority list. In November 1986 an agreement was reached.
This agreement placed a pilot hired in Jun of 1982 by Southwest senior to a TranStar pilot hired in January 1981 and improved the relative seniority of all Southwest Airlines pilots. The agreement included fences, Captain seat protections and brought the TranStar pilots to pay parity no later than December 1990.
The TPA Board of Directors rejected the proposed Integrated Seniority List(ISL), apparently believing that such rejection would create more leverage for their Merger Committee to obtain a more favorable ISL.
What followed was a breakdown in negotiations and an angry exchange between union presidents.
"I can only conclude that your inner circle objects to the seniority settlement and engaged in a last minute search for reasons to sabotage the agreement and rationalize the action within your organization. This indicates a lack of good faith, which precludes any further dealings between our two unions." SWAPA President Gerald Bradley to TPA President Captain Golich
"I have waited a few days to respond to your recent letter addressing our unsuccessful negotiations. As you can imagine, it was difficult not to be angered by your groundless accusations, blatant threats and misleading statements." Captain Golich to Captain Bradley.
Negotiations were never resumed and TranStar was operated as a wholly owned subsidiary until the 9th of August 1987 when it closed its doors forever. 146 pilots who had seniority numbers at Southwest Airlines, seat protection, and (eventually) substantial raises now had no jobs. Excerpts from a letter Captain Golich wrote to Herb Kelleher on August 2:
"As you know, the TranStar pilots are in their darkest hour … I therefore request first right of hire, subject to Southwest’s normal screening, in seniority order, for the TranStar Pilots … … request some form of assistance be provided relative to the requirement for a 737 type rating … … the TranStar pilots will provide their own ground school."
The TPA BOD assessed their BATNA as superior to the agreement their merger committee was able to negotiate. Unfortunately for the pilots they represented this was a gross overestimation, and the actual BATNA turned out to be inferior not only to the negotiated agreement, but even to SWAPA’s opening position of staple.
Unfortunately the mistakes made by the TPA Board of Directors are not unique. The Airline industry is littered with examples of misapplied or overestimated BATNA. BATNA isn’t a walk away position or an assessment of the lowest acceptable offer. It is a tool to assess the certain gains presented in a negotiated agreement against the uncertain risks of the alternative. The uncertainty of those risks can lead to outcomes that are surprising and devastating.
[edit]
Tuesday, September 27, 2011
Please don't let us become a verb!
Got this in an email yesterday (thanks Guy). Ya gotta hope wenever hear "we got AirTraned"!
Friday, September 23, 2011
I'm stunned ...
Two radical members convinced the MEC to piss away millions for an entire pilot group.
I'm fuming
I'm fuming
Thursday, September 22, 2011
Wonder what SWAPA is thinking ....
Hope the deal is good enough for them. I think we're all ready for this be over.
Wednesday, September 21, 2011
MEC approves 8-0
I'm on a trip, no details yet; I'll put them up as soon as they come in? Is it a better deal? Frank says it is not, I'm shocked that chilla voted for it! Is he still stapled?
Monday, September 19, 2011
Sunday, September 18, 2011
Funny stuff in my email
From: xxxxxxxxxxxx
To: xxxxxxxxxxxx
Sent: xxxxxxxxxxxxx
Subject: Warning BULLSHIT attached
Below is the official letter from the SWAPA nego committee fwd to me by a wife...
Yesterday, Monday the 12th of September, in the 2011th year of our lord, the SWAPA Negotiations Committee met with the Air Tran Merger Committee and members of the SWA Management team. The meeting took place in Dallas, Texas. Texas as we all know is the 28th state to enter the United States. The weather was 98 degrees Farenheit, with no rain in the forecast. Most of you are aware that Texas is experiencing a severe drought. A drought is a phenomenon created by no rain over a period of time. The meeting was held indoors in an air conditioned environment, so the outdoor temperatures had little effect on the negotiations. Tom Winsor was wearing business slacks and a blue and white striped Polo shirt. Polo as most are aware is a high end clothing company created by Ralph Lauren in 1967. The AirTran team leader (who I am unaware of the name, but will do extensive research to find out) was wearing blue jeans and an Ozzy Osbourne concert T-shirt from the Blizzard of OZ tour. Most Texans remember that Ozzy was banned from Texas after urinating on a shrine to the heroes of the Alamo. The Alamo is a mission in San Antonio Texas that was the site of a famous battle in 1836. Davy Crockett was one of the people to die at the Alamo.
At approximately 9:31 and 25 seconds the company presented a proposal for the possible Seniority List Integration. This included details about integrating the seniority list of Air Tran and Southwest Airlines. It included lots of details about integrating seniority lists. At the time of the proposal, the Air Tran members seemed to be muttering words that should not be mentioned in official communications like this one. Our team was very thoughtful, and promised to study the matter very thoroughly. At about 10:03 and 14 seconds, Herb Kelleher swung by, made a few obscene gestures towards the AirTran members and gave a kiss on the lips to the legal secretary. (Aside--Herb rocks!!)
After the presentation, several questions were asked. One was whether or not the Cowboys would win the Super Bowl or go 0 and 16. Both of which seemed highly possible, and yet highly unlikely at the same time. Most of the other questions related to the seniority list integration. Shockingly, the AirTran team seemed to be trying to get more on their end out of the deal, and the SWAPA team seemed to be trying to get more for SWAPA out of the deal. Some questions were answered, and some were deferred until later. The Cowboys question being one of them. The Dallas Cowboys are an NFL team that joined the NFL in 1960. Interesting side note, the game against the Jets was the first time in the history of the Cowboys that they lost when being ahead by 14 points in the 4th quarter.
Anyway, we plan on meeting again some more to talk about seniority list integration things.
Thanks and fly safe!
Your SWAPA Communications Team.
To: xxxxxxxxxxxx
Sent: xxxxxxxxxxxxx
Subject: Warning BULLSHIT attached
Below is the official letter from the SWAPA nego committee fwd to me by a wife...
Yesterday, Monday the 12th of September, in the 2011th year of our lord, the SWAPA Negotiations Committee met with the Air Tran Merger Committee and members of the SWA Management team. The meeting took place in Dallas, Texas. Texas as we all know is the 28th state to enter the United States. The weather was 98 degrees Farenheit, with no rain in the forecast. Most of you are aware that Texas is experiencing a severe drought. A drought is a phenomenon created by no rain over a period of time. The meeting was held indoors in an air conditioned environment, so the outdoor temperatures had little effect on the negotiations. Tom Winsor was wearing business slacks and a blue and white striped Polo shirt. Polo as most are aware is a high end clothing company created by Ralph Lauren in 1967. The AirTran team leader (who I am unaware of the name, but will do extensive research to find out) was wearing blue jeans and an Ozzy Osbourne concert T-shirt from the Blizzard of OZ tour. Most Texans remember that Ozzy was banned from Texas after urinating on a shrine to the heroes of the Alamo. The Alamo is a mission in San Antonio Texas that was the site of a famous battle in 1836. Davy Crockett was one of the people to die at the Alamo.
At approximately 9:31 and 25 seconds the company presented a proposal for the possible Seniority List Integration. This included details about integrating the seniority list of Air Tran and Southwest Airlines. It included lots of details about integrating seniority lists. At the time of the proposal, the Air Tran members seemed to be muttering words that should not be mentioned in official communications like this one. Our team was very thoughtful, and promised to study the matter very thoroughly. At about 10:03 and 14 seconds, Herb Kelleher swung by, made a few obscene gestures towards the AirTran members and gave a kiss on the lips to the legal secretary. (Aside--Herb rocks!!)
After the presentation, several questions were asked. One was whether or not the Cowboys would win the Super Bowl or go 0 and 16. Both of which seemed highly possible, and yet highly unlikely at the same time. Most of the other questions related to the seniority list integration. Shockingly, the AirTran team seemed to be trying to get more on their end out of the deal, and the SWAPA team seemed to be trying to get more for SWAPA out of the deal. Some questions were answered, and some were deferred until later. The Cowboys question being one of them. The Dallas Cowboys are an NFL team that joined the NFL in 1960. Interesting side note, the game against the Jets was the first time in the history of the Cowboys that they lost when being ahead by 14 points in the 4th quarter.
Anyway, we plan on meeting again some more to talk about seniority list integration things.
Thanks and fly safe!
Your SWAPA Communications Team.
Wednesday, September 14, 2011
latest MC update
They sure can use a lot of words to say nothing ...
Stop stalling fellas, bring us the deal, let us vote. Time for your power trip to end.
Stop stalling fellas, bring us the deal, let us vote. Time for your power trip to end.
ATN Update:
September 13, 2011
On Monday afternoon, the Merger and Negotiating Committees (MC and NC), accompanied by ALPA Director of Representation Bruce York, and Contract Administrator Andrew Brenner, convened with the SWAPA Negotiating and Merger Committee, and representatives of Southwest management at SWA headquarters in Dallas. During the meeting, management proposed a list of conditions, restrictions and economic proposals to accompany the seniority list put forth by SWA on August 31, 2011. As with the earlier package, the documents again consist of an LOA to the AirTran-ALPA CBA, a Side Letter to the SWAPA CBA, a Dispute Resolution Agreement, and a four-party Seniority Integration Agreement.
Following a series of questions and a discussion among the parties, the Monday session adjourned, after which the MC and NC conferred amongst themselves and with counsel. Later Monday evening, the MEC was briefed on the proposal.
On Tuesday morning, the MC, NC and counsel again discussed the package and strategy going forward, and later conferred with SWA managers on several points of the company’s proposal, while offering suggestions to enhance the document. SWAPA representatives held similar meetings with management. The parties will reconvene on Wednesday morning to continue discussions.
Due to the nature of the discussions, we are unable to discuss specifics of the proposed package, and because of the current volume of calls and e-mails, it is impossible to respond individually to every pilot. However, every question and comment is reviewed by the Merger Committee, so we invite you to continue sending your merger related questions and concerns to ATNMergerQuestions@alpa.org.
In service,
Your ATN MEC Merger Committee
Tuesday, September 13, 2011
Monday, September 12, 2011
Forwarded from a SWA bud ...
Looks like this exact scenario has happened before:
xxxxx, xxxx,et al. Most of the summary xxxx posted is accurate. Just for the record I would like to clarify a couple of points. Muse Air began in July 1981 not 1982. We amalgamated into ALPA during the negotiations with SWAPA. Negotiations did continue beyond November 1986. TranStar pilots were offered less than date of hire integration with a 2 yr fence in the summer of 1987. The TranStar MEC lead by John X Golich did not respond to the offer within a 4day weekend take it or leave it offer. The proposal was never offered to either pilot group for ratification. It is speculative what might have occurred. Within weeks of defacto rejecting the offer SWA announced the liquidation of TranStar. I personally believe that TranStar was doomed regardless of the SLI. The history is noteworthy Visa v Airtran although the size and scope (pardon the pun!) are much greaterThose who cannot remember the past are condemned to repeat it
Fraternally,
xxxxxx
Saturday, September 10, 2011
All is quiet on the eastern front
Lots of noise about recalls and trying to get a new deal.
We're all just holding our breath, hoping against hope that we get another crack at getting on the SWA list.
We're all just holding our breath, hoping against hope that we get another crack at getting on the SWA list.
Wednesday, September 7, 2011
Just chillin
Out on a trip, trying not to sweat the small stuff. Lots of tension on line, folks are losing focus...
My status rep has assured me that WE WILL GET TO VOTE. I'm going to trust the word of an honorable soul and focus on my job. Too many pilots are getting too distracted by this.
My status rep has assured me that WE WILL GET TO VOTE. I'm going to trust the word of an honorable soul and focus on my job. Too many pilots are getting too distracted by this.
Saturday, September 3, 2011
THE DEAL
Word is out:
Simpler deal this time. A seniority list, no "bells and whistles" (I think that was Frank's words).
AirTran Pilots own the 717.
Southwest pilots own the 737.
Old payrate on the 717 until we cross.
The list provides about 150 SWA upgrades/150 FL down grades.
No 1.25 premium to fly with us (really? you need more money to fly with me? not feeling the love)
No furlough protections (ouch)
Old pay 'til we get over.
The MEC says it will go out for vote, but they left themselves some wiggle room (of course).
NO MORE POLITICS. Let the pilots decide our future!
Simpler deal this time. A seniority list, no "bells and whistles" (I think that was Frank's words).
AirTran Pilots own the 717.
Southwest pilots own the 737.
Old payrate on the 717 until we cross.
The list provides about 150 SWA upgrades/150 FL down grades.
No 1.25 premium to fly with us (really? you need more money to fly with me? not feeling the love)
No furlough protections (ouch)
Old pay 'til we get over.
The MEC says it will go out for vote, but they left themselves some wiggle room (of course).
NO MORE POLITICS. Let the pilots decide our future!
Once again the MEC holds our future in their hands ...
The petition to let us vote is gaining steam:
Anyone paying attention can plainly see that the AirTran MEC and our pilot group have ONE more chance to get this integration done: the Southwest proposed Integrated Seniority List received last week.
Reality check: Herb proposed it. There is no one else to turn to. All of Southwest is behind a negotiated ISL.
Our status reps are meeting RIGHT NOW and there are only two choices:
a) Give up on any attempt to negotiate a solutions.
b) Put the Merger Committee back in play, complete the work on the proposal and let the pilots vote.
Make your voice heard this time! ATNMEC@alpa.org
For me personally this is about the opportunity of a lifetime: the chance to get to Southwest Airlines. There is not a soul here who doesn't recognize the opportunity this represents.
I don't know what threats were made or what will happen if we go to arbitration, but I do know that almost any list is better than staying AirTran.
We shouldn't base our decision on shat kind of lawsuits we can file vs what we fear might happen. Who wants to be a "Tranny who sued his way to Southwest"?
Instead, let's recognize the opportunity staring us in the face: the chance to be a Southwest pilots. I want to vote and my vote is INTEGRATION!
Anyone paying attention can plainly see that the AirTran MEC and our pilot group have ONE more chance to get this integration done: the Southwest proposed Integrated Seniority List received last week.
Reality check: Herb proposed it. There is no one else to turn to. All of Southwest is behind a negotiated ISL.
Our status reps are meeting RIGHT NOW and there are only two choices:
a) Give up on any attempt to negotiate a solutions.
b) Put the Merger Committee back in play, complete the work on the proposal and let the pilots vote.
Make your voice heard this time! ATNMEC@alpa.org
For me personally this is about the opportunity of a lifetime: the chance to get to Southwest Airlines. There is not a soul here who doesn't recognize the opportunity this represents.
I don't know what threats were made or what will happen if we go to arbitration, but I do know that almost any list is better than staying AirTran.
We shouldn't base our decision on shat kind of lawsuits we can file vs what we fear might happen. Who wants to be a "Tranny who sued his way to Southwest"?
Instead, let's recognize the opportunity staring us in the face: the chance to be a Southwest pilots. I want to vote and my vote is INTEGRATION!
Thursday, September 1, 2011
Another offer?
OK,
I'm trying to keep my cool ...
But clearly this offer will be worse than the last one, and better than the next one. At some point the offer is going to be "TranStar". Was that this offer?
One thing I am sure of, the MEC is already missing the SIA.
"We understand that this will generate many questions and emotions. We encourage you to continue e-mailing your merger-related comments and questions to ATNMergerQuestions@alpa.org, and visit atnmerger.alpa.org for the latest meager news."
Anyone else notice the Freudian slip typo?
I'm trying to keep my cool ...
But clearly this offer will be worse than the last one, and better than the next one. At some point the offer is going to be "TranStar". Was that this offer?
One thing I am sure of, the MEC is already missing the SIA.
"We understand that this will generate many questions and emotions. We encourage you to continue e-mailing your merger-related comments and questions to ATNMergerQuestions@alpa.org, and visit atnmerger.alpa.org for the latest meager news."
Anyone else notice the Freudian slip typo?
A ray of sunshine?
Todd is NOT the comm chairman! So they at least got that right ...
But Rich Murphy is on the NC? GMAFB. One of the biggest loud mouth idiots we have. Always running his gums in the crew room and bar ... thinks he is smarter than anyone else ...
This has got to be the worst MEC we've ever had, not good timing.
But Rich Murphy is on the NC? GMAFB. One of the biggest loud mouth idiots we have. Always running his gums in the crew room and bar ... thinks he is smarter than anyone else ...
This has got to be the worst MEC we've ever had, not good timing.
Tuesday, August 30, 2011
Solidarity is a fine word ...
... it means supporting the whole group. Not 12 (or in this case 7) people dictating from on high.
Our futures are being put in jeopardy by a handful of people. This decision is too important, the risks too great for this to be a unilateral decision. We have been offered industry leading pay and the most favorable integration in the history of Southwest Airlines.
The pay is already gone. Next the integration will evaporate. We need to stop this disaster before it goes any further. Instead we are antagonizing Gary Kelly and Southwest airlines.
If we are already having trouble with Southwest management, maybe the problem isn't management. Maybe the problem is a union that has no idea how a cooperative, healthy relationship works.
Time to look in the mirror and take responsibility for our future. Our voices need to be heard.
Our futures are being put in jeopardy by a handful of people. This decision is too important, the risks too great for this to be a unilateral decision. We have been offered industry leading pay and the most favorable integration in the history of Southwest Airlines.
The pay is already gone. Next the integration will evaporate. We need to stop this disaster before it goes any further. Instead we are antagonizing Gary Kelly and Southwest airlines.
If we are already having trouble with Southwest management, maybe the problem isn't management. Maybe the problem is a union that has no idea how a cooperative, healthy relationship works.
Time to look in the mirror and take responsibility for our future. Our voices need to be heard.
Monday, August 29, 2011
We don't want hugs Frank ...
We want JOBS!
So I went and listened to Moak, Linden, Frank and Todd.
It was surreal: ALPA is committing us to go to war with Southwest Airlines. They claim the membership got their say, but this sure as hell isn't what I wanted!
At least Frank serves it up straight. But asking us to relax when our ship is so clearly rudderless ... I predict the AIP is going to look really appealing really soon. Think about it. Southwest is delaying SOC for a reason.
The AIP represented a list that would be implemented. A guarantee. Now it is gone and the MC "won't accept a negotiated settlement unless it provides significant improvements in pure seniority." Common Frank! The only way we are going to get that is in arbitration.
That means a list between relative seniority and date of hire: you guys have been saying that for almost a year. No way SWAPA/GK swallow that. There isn't enough money in the coffers to save the culture with a list like that. Arbitration = nonintegration. How can you not see that?
By the time the red flag of a retired SOC request shows up it is too late. We need to be reasonable NOW and get on property. Trying to get everything in our favor is childish and very risky.
As to Linden's comments: of course SWAPA is united! They have a union that actually leads, communicated the truth and listens to their membership. You don't get unity by asking for it, you get unity by deserving it.
Frank: Keep you offer of a hug, or give mine to the penguin. How about you make sure I have a job instead ...
So I went and listened to Moak, Linden, Frank and Todd.
It was surreal: ALPA is committing us to go to war with Southwest Airlines. They claim the membership got their say, but this sure as hell isn't what I wanted!
At least Frank serves it up straight. But asking us to relax when our ship is so clearly rudderless ... I predict the AIP is going to look really appealing really soon. Think about it. Southwest is delaying SOC for a reason.
The AIP represented a list that would be implemented. A guarantee. Now it is gone and the MC "won't accept a negotiated settlement unless it provides significant improvements in pure seniority." Common Frank! The only way we are going to get that is in arbitration.
That means a list between relative seniority and date of hire: you guys have been saying that for almost a year. No way SWAPA/GK swallow that. There isn't enough money in the coffers to save the culture with a list like that. Arbitration = nonintegration. How can you not see that?
By the time the red flag of a retired SOC request shows up it is too late. We need to be reasonable NOW and get on property. Trying to get everything in our favor is childish and very risky.
As to Linden's comments: of course SWAPA is united! They have a union that actually leads, communicated the truth and listens to their membership. You don't get unity by asking for it, you get unity by deserving it.
Frank: Keep you offer of a hug, or give mine to the penguin. How about you make sure I have a job instead ...
Sunday, August 28, 2011
Predicatably ... Put the Penguin in charge of comm ...
And we get caught telling a lie. What an amateur! BRING BACK JIM! We deserve the TRUTH!
ALPA's version:
So let me get this straight. The mediator (who is the Head Arbitrator!) wanted more time for negotiations and AirTran/ALPA said "no"? WTF do we think we are going to achieve by being obstinate and then lying about it?
Arbitration hasn't even started and we look like uncooperative thugs. Thanks to the Ortscheid spin machine we also look like lying dirtbags. This is NOT a good development. If the arbitrators get pissed at us we'll get a worse award than the SIA. If Gary Kelly gets pissed (more pissed?) we might not get integrated at all.
Who can save us from ourselves?
ALPA's version:
Gary Kelly's version (OK it came from some other guy, but it is Southwest management):
In addition, Dan Katz, SWAPA counsel Jeff Freund, mediator Dana Eischen, and Southwest Airlines Senior Labor Counsel Joe Harris conferred multiple times via teleconference during the week to discuss various mediation and arbitration schedules. During the exchanges, SWAPA pushed for a delay in the arbitration proceedings, which we opposed. Southwest management offered to extend by up to three months their previously stated desire to conclude the arbitration process by December 31. In the end, the arbitration board accepted our position that the following twelve hearing dates should remain in place:
This week, counsel for the Company, SWAPA and AirTran/ALPA participated in several conference calls with the Mediator to discuss the mediation schedule and our options moving forward. During the discussions, the Company offered to delay the mediation and arbitration process to give the parties more time for thoughtful discussions in hopes that the parties could find a mutually beneficial solution. The Mediator and counsel for SWAPA indicated interest in the suggestion, but counsel for AirTran/ALPA said his client would not agree.
So let me get this straight. The mediator (who is the Head Arbitrator!) wanted more time for negotiations and AirTran/ALPA said "no"? WTF do we think we are going to achieve by being obstinate and then lying about it?
Arbitration hasn't even started and we look like uncooperative thugs. Thanks to the Ortscheid spin machine we also look like lying dirtbags. This is NOT a good development. If the arbitrators get pissed at us we'll get a worse award than the SIA. If Gary Kelly gets pissed (more pissed?) we might not get integrated at all.
Who can save us from ourselves?
Tuesday, August 23, 2011
Latest update from Linden ...er Ortscheid
In other words - the inmates are truly running the asylum.
For those unfamiliar with AirTran ALPA internal politics, a brief history of Todd Ortscheid is in order:
Todd got his start in aviation at Gulfstream Academy. Instead of building time working as an instructor, he took a short cut. Not everyone that takes this route is a bad person, but it is generally considered a dubious way to start one's career. The aviation experience gained instructing and the mental toughness and dedication required to pass that gantlet are something many of us wear as a badge of honor. Only someone truly dedicated to his or her profession can weather that storm. You have to truly love to fly to work at the wages and working conditions of a CFI.
Essentially, Todd bought his first job.
He got involved in union politics early on, serving as a local council officer in Detroit. He moved his way up through the Scheduling and Communications Committees, finally reaching the Chairman position of the Strike Preparedness Committee.
At AirTran he became involved in the union almost immediately. He was instrumental in ousting our in house union (NPA) and bringing in ALPA. He worked his way up through First Officer Representative, AirTran Master Executive Council (MEC) Contract Compliance Committee, finally reaching the pinnacle as Vice Chairman for the MEC.
At some point you have to wonder, does Todd value his career as an ALPA official over his career as a pilot?
As Vice Chairman Todd made it his business to get deeply involved with the Seniority List integration. Attending meetings that were supposed to only include the respective merger committees. His meddling got so bad he was finally recalled (fired) as MEC Vice Chairman.
In 2008 he posted the following of flight info: "I don't "hate" WN". Whenever someone makes a statement like this, the truth is usually the opposite. Someone who truly didn't hate Southwest wouldn't need to say such a thing, it would be obvious. He goes on to make the following prediction:
"it's just not a place I've ever wanted to work, and I don't think we'd do well in an acquisition situation."
In April of 2010 he posted this tidbit. In many ways it is uncharacteristically intelligent and prophetic:
So WHY has my union put THIS guy back into the mix? They JUST fired him! Here is his first product as Communications Chairman (Baghdad Bob):
Fellow Pilots,
Last week, your MEC made the difficult decision to turn down the Seniority Integration Agreements (SIA) that the Merger Committee reached with SWAPA and SWA management. While the MEC sincerely appreciated SWA management's efforts on the economic aspects of the agreement(why didn't you tell us that these economic aspects would be gone?), MEC members, based on pilot input received(what you heard from the 12 Angry Men? GMAFB!), believe firmly that the seniority list itself could not be considered “fair and equitable” to our members. That seniority list resulted in an average loss of relative seniority of 22% for AirTran pilots and over a 30% loss of relative seniority for some of our pilots. (what about the economic aspects? We were gonna get Delta Wide Body pay for Boeing's RJ) The MEC appreciates the hard work by all parties that lead to the development of conditions and restrictions (C&Rs) that lessened the effects of the seniority loss for some AirTran pilots, but the MEC ultimately concluded that the agreement could not and would not be ratified by our pilots.(You didn't give us ALL of the information! What did Gary Kelly tell the MEC?)
I have been in contact today with Bob Jordan to explain the MEC’s decision and express the above concerns. Although Southwest management is disappointed that the agreement was not ratified, they have also agreed that the Seniority Integration Process Agreement (SIPA) details the additional mediation and arbitration steps required. The Merger Committee continues their work this week in Washington, D.C. to prepare for mediation, which is scheduled to begin at the end of this month and continue through September. More information will be coming out shortly from the Merger Committee to describe the mediation process.(What is the point? The same committee already reached a negotiated deal. How will mediation change anything? Except now we have none of the economics!)
Many of you have reviewed Gary Kelly’s letter and/or listened to his phone message this afternoon. His plainly stated disappointment with the failure of the agreement is obvious, and some of his comments related to reviewing the status of the integration process (think about what that means! We are at risk of not being integrated!) are concerning. However, there were also many positive aspects of Mr. Kelly's message. First, he stated that "the integration process will continue, but at a much slower pace." He goes on to say that the company is "still on track for a single operating certificate,"(that doesn't mean we get integrated) early next year, which is an important hurdle to clear for any airline merger. And I believe most importantly, he was clear to say that "our jobs are secure."(Which jobs? AirTran jobs? GMAFB)
I want to stress that AirTran pilot leadership and all members of the MEC and its committees are still fully committed to a respectful and constructive integration process (why start now?) -- and one that provides the basis for continuing Southwest’s long record of success and positive culture.
Conversations with SWA management have included discussion of a meeting with them in the coming days. We hope to continue efforts to identify and work on any possible ideas that could eliminate the current logjam(we already had that, it was called the SIA). We hope that those discussions will continue to highlight the many positives to an efficient and fair integration rather than focus on steps that are not likely to promote our shared goals. Mr. Kelly importantly reminded everyone to “take a deep breath” and keep working hard. That is exactly what we intend to do.
We also urge you to please follow Gary's advice about not listening to rumor and innuendo. (that would be easier if ALPA could stick to the facts) You have my personal assurance that your union will communicate with you throughout this process and make sure that you have the most up-to-date, and more importantly, the most accurate information available. If you hear a rumor that doesn't match what you've heard from your union, please contact the MEC Office or a P2P member to get the real scoop.
In service,
Linden Hillman, Chairman
AirTran Master Executive Council
For those unfamiliar with AirTran ALPA internal politics, a brief history of Todd Ortscheid is in order:
Todd got his start in aviation at Gulfstream Academy. Instead of building time working as an instructor, he took a short cut. Not everyone that takes this route is a bad person, but it is generally considered a dubious way to start one's career. The aviation experience gained instructing and the mental toughness and dedication required to pass that gantlet are something many of us wear as a badge of honor. Only someone truly dedicated to his or her profession can weather that storm. You have to truly love to fly to work at the wages and working conditions of a CFI.
Essentially, Todd bought his first job.
He got involved in union politics early on, serving as a local council officer in Detroit. He moved his way up through the Scheduling and Communications Committees, finally reaching the Chairman position of the Strike Preparedness Committee.
At AirTran he became involved in the union almost immediately. He was instrumental in ousting our in house union (NPA) and bringing in ALPA. He worked his way up through First Officer Representative, AirTran Master Executive Council (MEC) Contract Compliance Committee, finally reaching the pinnacle as Vice Chairman for the MEC.
At some point you have to wonder, does Todd value his career as an ALPA official over his career as a pilot?
As Vice Chairman Todd made it his business to get deeply involved with the Seniority List integration. Attending meetings that were supposed to only include the respective merger committees. His meddling got so bad he was finally recalled (fired) as MEC Vice Chairman.
In 2008 he posted the following of flight info: "I don't "hate" WN". Whenever someone makes a statement like this, the truth is usually the opposite. Someone who truly didn't hate Southwest wouldn't need to say such a thing, it would be obvious. He goes on to make the following prediction:
"it's just not a place I've ever wanted to work, and I don't think we'd do well in an acquisition situation."
In April of 2010 he posted this tidbit. In many ways it is uncharacteristically intelligent and prophetic:
Just imagine what it would be like if a merger was actually announced. Which is exactly why I don't think GK would ever be interested in it. Trying to combine two airlines of this size with such different seniority demographics always turns out poorly and harms the culture.Of course it is easy to make an accurate prophesy when you help make it come true: there is no question at this point that Todd doesn't value Southwest Airlines they way many of us do. To someone who values their career as a pilot this merger is a fantastic opportunity regardless of the seniority list. It seems he relishes taking a role in its demise.
So WHY has my union put THIS guy back into the mix? They JUST fired him! Here is his first product as Communications Chairman (Baghdad Bob):
Fellow Pilots,
Last week, your MEC made the difficult decision to turn down the Seniority Integration Agreements (SIA) that the Merger Committee reached with SWAPA and SWA management. While the MEC sincerely appreciated SWA management's efforts on the economic aspects of the agreement(why didn't you tell us that these economic aspects would be gone?), MEC members, based on pilot input received(what you heard from the 12 Angry Men? GMAFB!), believe firmly that the seniority list itself could not be considered “fair and equitable” to our members. That seniority list resulted in an average loss of relative seniority of 22% for AirTran pilots and over a 30% loss of relative seniority for some of our pilots. (what about the economic aspects? We were gonna get Delta Wide Body pay for Boeing's RJ) The MEC appreciates the hard work by all parties that lead to the development of conditions and restrictions (C&Rs) that lessened the effects of the seniority loss for some AirTran pilots, but the MEC ultimately concluded that the agreement could not and would not be ratified by our pilots.(You didn't give us ALL of the information! What did Gary Kelly tell the MEC?)
I have been in contact today with Bob Jordan to explain the MEC’s decision and express the above concerns. Although Southwest management is disappointed that the agreement was not ratified, they have also agreed that the Seniority Integration Process Agreement (SIPA) details the additional mediation and arbitration steps required. The Merger Committee continues their work this week in Washington, D.C. to prepare for mediation, which is scheduled to begin at the end of this month and continue through September. More information will be coming out shortly from the Merger Committee to describe the mediation process.(What is the point? The same committee already reached a negotiated deal. How will mediation change anything? Except now we have none of the economics!)
Many of you have reviewed Gary Kelly’s letter and/or listened to his phone message this afternoon. His plainly stated disappointment with the failure of the agreement is obvious, and some of his comments related to reviewing the status of the integration process (think about what that means! We are at risk of not being integrated!) are concerning. However, there were also many positive aspects of Mr. Kelly's message. First, he stated that "the integration process will continue, but at a much slower pace." He goes on to say that the company is "still on track for a single operating certificate,"(that doesn't mean we get integrated) early next year, which is an important hurdle to clear for any airline merger. And I believe most importantly, he was clear to say that "our jobs are secure."(Which jobs? AirTran jobs? GMAFB)
I want to stress that AirTran pilot leadership and all members of the MEC and its committees are still fully committed to a respectful and constructive integration process (why start now?) -- and one that provides the basis for continuing Southwest’s long record of success and positive culture.
Conversations with SWA management have included discussion of a meeting with them in the coming days. We hope to continue efforts to identify and work on any possible ideas that could eliminate the current logjam(we already had that, it was called the SIA). We hope that those discussions will continue to highlight the many positives to an efficient and fair integration rather than focus on steps that are not likely to promote our shared goals. Mr. Kelly importantly reminded everyone to “take a deep breath” and keep working hard. That is exactly what we intend to do.
We also urge you to please follow Gary's advice about not listening to rumor and innuendo. (that would be easier if ALPA could stick to the facts) You have my personal assurance that your union will communicate with you throughout this process and make sure that you have the most up-to-date, and more importantly, the most accurate information available. If you hear a rumor that doesn't match what you've heard from your union, please contact the MEC Office or a P2P member to get the real scoop.
In service,
Linden Hillman, Chairman
AirTran Master Executive Council
Monday, August 22, 2011
I knew it ...
The chronology of our demise:
August 19th
No. All you heard was the 12 angry men. The reasonable voices were drowned out by all of the shouting and the ridiculous lawyers saying "what risk?" Jack saw the risk. Why have we never been told the truth about what Gary Kelly told the MEC?
Instantly comes the first shot:
August 19th
August 22nd
Way to go TAM (12 angry men), AirTran is about to become a verb:
"You see that guy in the unemployment line?"
"Yeah, looks dejected, what happened?"
"He just got 'AirTranned'."
"Stupid F%$ker"
August 19th
As most of you know by now, yesterday, in a special MEC meeting in Atlanta, the ATN Master Executive Council voted against sending the integration agreements to the pilot group for ratification. The MEC heard the voices of our pilots and in the end made their decision.
No. All you heard was the 12 angry men. The reasonable voices were drowned out by all of the shouting and the ridiculous lawyers saying "what risk?" Jack saw the risk. Why have we never been told the truth about what Gary Kelly told the MEC?
Instantly comes the first shot:
August 19th
As we are entering the fall season you will notice a significant reduction of flying starting in September,particularly on the B737.Klaus claims it is just a seasonal downgrade, but the truth is someone else is going to do that flying:
August 22nd
The Dallas-based carrier will offer 15 daily flights to five destinations: Austin, Houston Hobby, Baltimore, Denver and Chicago's Midway airport.
Way to go TAM (12 angry men), AirTran is about to become a verb:
"You see that guy in the unemployment line?"
"Yeah, looks dejected, what happened?"
"He just got 'AirTranned'."
"Stupid F%$ker"
Subscribe to:
Posts (Atom)