Originally Posted by
tsquare
I get that to a point. However, what would your proposal be to reward those that have been here awhile? Do you really believe that a newhire should make the same coin as a guy that has been here 25 years? If you are using that as justification to keep the bigger pays more mantra, how do you propose luring quality newbies to DAL? UAL has 3 times the number of super premium flying we have, and retirements/growth going forward will blow ours out of the water. It's mostly -not all- about the Benjamins once you are in the door, and if a new guy is gonna spend 12 years in a super premium acft vs 3... how can you sell that?
I believe the new hire should make the same as the guy that has been here 25 years if they are both in the same category. They are doing the exact same job. We are more than experienced by the time we get here. I never believed in a pilot starting over every time he/she switches jobs. That is unique to our industry. It keeps wages down and keeps us desperate to making sure our company survives. I believe the 25 year guy is rewarded enough with everything else seniority related (vacation, schedule, etc.). I am not sure I will ever fly the bigger metal. I just don't think longevity pay is the answer. It is not my job to worry about pilot retention. If the pay rises enough, quality applicants will apply. You and I both know the pilot shortage is a farce.