Baby steps for a contract and a union at Allegiant. What has worked for us at swa is tapping into the natural tendency of people to try to make extra money. Picking up extra trips and having less reserves benefits both the company and the pilots in the long run. One of our first pushes was to get a minimum per day for trips and training. The more productive the pilots, the less pilots they have to have on property and less costly. Good luck.
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Despite the folks who scoffed the info requested in this thread as simply a schwanz-measuring contenst, as an outsider looking to break in to 121 soon I find this stuff immensely useful.
I don't get to see the impact of all the "also" stuff -- work rules, per diem, 401K, etc. -- when I simply look at the hourly rates.
It's very similar to trying to explain military pay to outsiders, where there are many different components that go together differently depending on who you are, what you do, and where you do it.
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Do ordinary things extraordinarily well
Hacker;
You bring up a good point and I think it is a point that really hasn't been developed or looked at very thoroughly, that is the spending power comparison between military and civilian pilot pay schemes. IMO, due to the non-taxable portions of military compensation (up to all can be untaxed), military pilots transitioning to 121 will find that there is a fairly sizeable gap between their current spending power and the spending/saving power they have after they hang up the flight suit - for many years.
The upside is that, post-military, there is a corresponding increase in free-time. This is something that a former-military-striver can fill with whatever he/she wants to do (business, family, golf, fishing, etc.).
I was the guy who warned against the johnson-measuring aspect of this thread, and still am not sure I (personally) see the value in it, except to solidify my suspicion that our new contract at DAL still falls significantly short of SWA's despite what our union propogandists (try to) tell us.
The biggest tangible intangible (intentional word usage) that a pilot like you needs to be aware of when coming over to this side of the fence is current seniority list age demographics. Seniority is the whole key to a "successful" airline career. Seniority progression is determined by the age demographics of the pilots in front of you.
Position: C-5, 68th AS Rated Hiring Board Chief, B-1 Aircraft Commander/Mission Lead
Posts: 113
Quote:
Despite the folks who scoffed the info requested in this thread as simply a schwanz-measuring contenst, as an outsider looking to break in to 121 soon I find this stuff immensely useful.
I don't get to see the impact of all the "also" stuff -- work rules, per diem, 401K, etc. -- when I simply look at the hourly rates.
It's very similar to trying to explain military pay to outsiders, where there are many different components that go together differently depending on who you are, what you do, and where you do it.
Customs and Border Protection Air Interdiction Agent (pilot)
-Pay thru 8/11 is $69336
-3.4 years longevity
-GS-13 step 2
-20 years 6C pension
-TSP match of $3467
-Family Health Ins. premium per pay period $151.20 (would love to see more health ins. costs in airlines)
-M-F schedule, morning or evening 8 hour shift
-Weekends off
-Approximately 15 days away from home this year
-Roughly 90 hours flown from fiscal year (Oct. 1st)
Just to give another type of flying info for ya...
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Baby steps for a contract and a union at Allegiant. What has worked for us at swa is tapping into the natural tendency of people to try to make extra money. Picking up extra trips and having less reserves benefits both the company and the pilots in the long run. One of our first pushes was to get a minimum per day for trips and training. The more productive the pilots, the less pilots they have to have on property and less costly. Good luck.
Holy f ********g s ****t!!
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"If it weren't for sexual fantasies, I'd have no goals at all"
Baby steps for a contract and a union at Allegiant. What has worked for us at swa is tapping into the natural tendency of people to try to make extra money. Picking up extra trips and having less reserves benefits both the company and the pilots in the long run. One of our first pushes was to get a minimum per day for trips and training. The more productive the pilots, the less pilots they have to have on property and less costly. Good luck.
That's all there is to it brother. Control productivity and you have your most significant labor cost under control.
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