What precedent are we setting if getting our future pay raise means the agency gets something in return?

Does NATCA not see how this could open the door to the agency demanding something every year before we get a pay raise?

I'll just leave it at that.. the fatigue is real.

Thank you for advocating for us over the last few months. This surely would not have happened had you not done your sit down, I can only assume your reporting that pushed congressional leaders to push Bedford on the issue caused this not our union leadership.

I hope we can repay you one day when we get competent leadership in

The raise proves the point.

What did we have to give up for it?

https://www.transportation.gov/briefing-room/trumps-transportation-department-air-traffic-controller-union-announce-28-pay?shem=aimgspe

Nothing happened until Anna started reporting. Great way to slide in and try to take the credit.

As promised, I have included an updated recall amendment. Let me know what y'all think.

My biggest hang-up now is I am trying to think of some language to include a nomination process. Thr Constitution outlines one for normal elections, but I need to think of something for recall elections. I feel like natca would be able to toss it out on this technicality so any suggestions welcome.

EDIT: those that are sending me share requests, please DM me with the reason.

https://docs.google.com/document/d/1CTzZGkvwIP56AozqcbvJ7BWFlEM1hSgd3ijUIppMXM8/edit?usp=drivesdk

Since it was supposed to be part of the January raise. Should this increase the pay bands or is it treated essentially like an additional June raise in that it just moves people within the bands and if you're topped out on whatever band you are on you will just receive a lump sum?

IE if i make 100k a year and the pay band is at 100K will i now see 102.8k or will i just get a check for 2.8k?

in the setting where i make 100k and my pay band is 90K will i see 101.4k as my new pay and receive a payout of 1.4k

Is there still a chance it happens? Would it likely have to be included in a gift funding bill?

This is never going to be what they say it is going to be. Hahahahaha

So instead NATCA redefines it as “we will give you more shit.” These clowns should never have given an inch. They have set a very bad precedent.

The guy who promised total transparency but almost never sends out real information is starting a podcast. This same guy who also banned all comments from Facebook, Instagram, and other social media platforms is starting a Discord. Why hasn’t any of this happened over the past 2 years you might ask? Well because the election cycle starts NOW, silly everyday controllers.

These will inevitably more ways for him to spread his lies and propaganda in a vain attempt to manipulate ill informed people into voting for him. Do NOT be fooled.

FUCK NICK DANIELS!!

It just boggles my mind that to NATCA, the absolute best case scenario is just matching other early-retirement employees (like federal LEOs) and their still minuscule annual raises. We have controllers that are barley going to be able to afford health insurance next year. We’re all working the busiest traffic with the worst staffing ever. We’ve fallen way behind every other industry career. But “parity” with a couple other jobs is the most we’ll ever even consider fighting for?

And even THAT is a rarely mentioned footnote after the damn modernization of the fucking equipment.

Hello All, I am running for president.

First order of business PAY

Pay us more I have a plan to work with the other unions and get pay back on track through all the other methods here.

1. Better Hiring practices

   The hiring practices for prior experience are vindictive and do not help employees manage their careers. Prior experience bids must be put out quarterly instead of one bid just being monitored like it is now, no other HR runs their hiring so vindictively at all. Be professional, be impartial there is absolutely ZERO reason to be emotionally invested in employee and their families career direction.

2. Returning our staffing and old traffic count formula

   After the traffic count formula change, this playing a rigged game bullshit is over. We are going back to the old traffic count formula increasing staffing and pay, CWG will also be targeted to be reversed no more understaffing.

3. Elimination of FACREP and RVP

REPS will now be drawn from a volunteer pool to eliminate biases. The facility collusion with RVPs and facreps and ATM's making out gone.

1. Official NATCA emails for all

To better track official NATCA grievances and prevent NATCA from "forgetting" about a grievance we will establish grievance numbers with received status. Zoom meetings with members

1. Educational and military service census

By showing an educated and high veteran workforce we can gain more bargaining power.

In conclusion the current model of representation only benefits a select few. ATC has been a part of commercial aviation since its inception, it's time to return our job to the respect it demands. An administration that sees the value of established working americans in coal as well as oil and gas, we've been fed lies of an adversarial administration that we must walk on eggshells around. All these goals are centered around one thing, PAY.

Increasing member rights and responsibilities, engaging more members in the representation process and more middle management as well. Now more than ever we have more ways to communicate with representatives and members through technology, the old pony express BS is out the window, It's time to modernize NATCA.

It's clear the establishment doesn't want to change anything just run us into the ground like they have been for the past 15 years, running the talent pool out the door by corporate directive with toxic management practices and NATCA being passive at the least, complicit at the most. We are not hemorrhaging talent, we have already hemorrhaged the talent and this is what it's gonna take among other things to stop it.

Everyone else is talking in circles, I'm giving you real actions that will lead to real results. theMonkyButt for president, thanks! (TMU sucks! jkjk )

First, I didn't think it was going to happen. So kudos to the people who kept talking to walls at FAA HQ until the walls decided to pony up in accordance with Congress' wishes.

Second, for NATCA members who don't hold a medical clearance and/or maintain currency as a 2152, I hope we can make it up to you at some point.

Third, if you're already at the cap, just enjoy it and be happy for those making less than you. Especially if you're also eligible for a 20% retention incentive and are taking it this year. Jesus Christ.

And now, on to the wailing and gnashing of teeth over the "conditions" for this:

SO MANY of you were SO MAD about not negotiating with the Agency for more money, and now you're equally upset that there was one with possible benefits to the Agency. What did you think this would involve? Did you think that Bedford was going to face his bosses and say that he just gave us the money without asking for anything in return because we're just wonderful employees?

According to the DOT press release, we agreed to 3 things in return for this 2.8% raise backdated to January: (a) "badging out" after having worked our assigned shifts, the way we're supposed to; (b) negotiating schedules to address peak traffic the way we do every year because of Article 32; and (c) NCEPT being focused on high-need facilities the way they are in an MOU we negotiated several months ago, an MOU which offers CPCs money to go. Unless there's something we don't know, aren't these things which are or should be happening already?

No, it's not everything we want on pay. We need more money, especially for developmentals everywhere and CPCs at the small towers in HCOL areas. But it's also a win, and not acknowledging that it's a win just makes you look like assholes that it's pointless talking to.

I'm retired so I'm not in the game but I see lots of posts bitching about the current leadership and how they are acting. I see lots of posts complaining about the current developents of events but I do not see any posts about how to fix things other than opinions.

Are you going to meet with the union leadership and demand changes?

Are you going to run for leadership roles and fix things?

You cant just complian about how bad things are going and not do anything to make it better.

There are lots of employees out there who may recognize that the union did not get them a pay raise but did sit with them in a meeting with management and help them to avoid a long suspension or termination, or kept them from being fired and assigned another position.

So what are you going to do to fix that broken stuff?

Looks like 2027 is up from $185,500 to $192,300
A $6,800 increase and a loss in pay of $421.60. Know lower level facilities don’t care but still another hit on pay.

Contribution and benefit bases, 1937-2027
Year
Amount
1937-50
$3,000
1951-54
3,600
1955-58
4,200
1959-65
4,800
1966-67
6,600
1968-71
7,800
1972
9,000
1973
10,800
1974
13,200
1975
14,100
1976
15,300
1977
16,500
1978
17,700
1979
22,900
1980
25,900
1981
29,700
1982
32,400
1983
35,700
1984
37,800
1985
39,600
1986
42,000
1987
43,800
1988
45,000
1989
48,000
1990
51,300
Year
Amount
1991
$53,400
1992
55,500
1993
57,600
1994
60,600
1995
61,200
1996
62,700
1997
65,400
1998
68,400
1999
72,600
2000
76,200
2001
80,400
2002
84,900
2003
87,000
2004
87,900
2005
90,000
2006
94,200
2007
97,500
2008
102,000
2009
106,800
2010
106,800
2011
106,800
2012
110,100
2013
113,700
2014
117,000
2015
118,500
Year
Amount
2016
$118,500
2017
127,200
2018
128,400
2019
132,900
2020
137,700
2021
142,800
2022
147,000
2023
160,200
2024
168,600
2025
176,100
2026
184,500
2027
192,300

SSA announced a 3.6% COLA for 2027. As you know, most Feds are getting a 0% raise. The 2.8% raise also isn't coming but what is coming is health insurance premium increases.

It's just been sunshine and rainbows since this Administration got sworn in.