Originally Posted by
scambo1
While we may be spinning at windmills:
I consider it in the inverse: What does it cost the company to train a new hire and then retrain him on another jet? It really is the second training event we are talking about, let's say it costs the company $35K.
What did we gain by the contract changes implemented? QOL with maybe a dollar cost value of $2-3K to the company.
How many newhires change equipment (base changes dont count) in year 1? 25%?
How many pilots are affected by 23k and oe recovery? I have no earthly idea.
But new hire equipment changes and recovery flying have a dollar value to the company. Recovery flying has a free payday value to the individual pilot only with some QOL thrown in. I believe you have the very definition of a concession coupled with throwing new hires under the bus.
Now if the pilot cost savings was paid in cash to the pilots, it would be different.
Recovery flying is a huge cost savings to the company. In virtually every IROPS it reduces greenslips by a huge amount. Elimination of recovery flying would also mandate a increase in staffing across all categories.
A 12 month freeze for new hires saves some money but it would be pennies on the dollar compared to recovery flying.
Again I would be shocked if we eliminated recovery flying by agreeing to a 12 month freeze. The company would never go for it. Changes to recovery yes but to eliminate it for this change would really surprise me.