Originally Posted by
scambo1
I've always kind of looked at new hire pay as a "pay for training" company risk mitigator. Low pay and probation the first year to cover the risk of taking on and potentially firing an unknown quantity.
It pretty far from unfair anymore.
It definitely doesn't rise to the level of infringing on a new hires basic human rights.
Originally Posted by
zippinbye
Simply because it is not. It is an entry level wage that typifies how it always has been done. B Scale was like a tiger eating it's young (thank you American Airlines). It was an instance of deviating from traditional compensation methods to benefit those already employed at the expense of future employees. Delta entry level pay follows traditional lines, although a bit more generous than in my time. Today's new hire pay is nearly $47,000 per year. Not chump change, more than most regional pilots make in the right seat with some years of service. It's almost two times what I was paid as a new hire in 1997, and adjusted for inflation is still 25 percent greater.
Since you seem to perceive some injustice in the current state of new hire pay, what do you want to trade in order to achieve something greater for pilots that do not yet work for Delta? My answer is nothing. Nor would I be willing to seek a gain for current pilots at new-comer's expense. I had to make do with less money than the current scale, as did most of 12,000+ pilots on property.
As I said before, let Delta up the ante if that's what it takes to attract quality candidates. Otherwise, it's a tradition we can live with.
Overall, a new hire is not really that much of a risk to the company. They've already "paid" for most of their own training through regionals or military as well as their own out of pocket costs for Rating, etc. The company spends money on the hiring process as well as about 6 weeks of INDOC and sims, but the success rate is hovering around 99%...not exactly a huge risk. As a new hire I have followed this industry for a long time like most. Our pay for first year is WAY better than it has been in the recent past. That being said, just because it's "tradition" doesn't mean it shouldn't change.
I do fully agree that it should be FAR down the lists of "wants" for a new contract. The company can make life for a new hire better (hotels, uniforms, reserve pay for training, etc....like other airlines) when they feel like it. And they will. 6 of 8 showed up for interviews today. Many of my friends have had multiple CJO's. Making a career long decision on a first year issue is short-sighted, but it all factors in.