Originally Posted by
BeatNavy
Guess you didn't read my prior long post. I listed several cost neutral or low cost items we left on the table as well as some items the company needs to figure out a way to pay for to attract and retain people over the next 5 years. Don't worry, I won't miss the few hundred bucks this contract would put in my pocket in the short term. I chose to work here under this contract so I'm not getting steamrolled. Agreeing to extend this contract for 5 years making absolutely no gains that the union advertised as trying to get a year and a half ago is getting steamrolled.
Low cost? If we made first year pay 30$, that would use up entirely all the money earmarked for us over the next 5 years, leaving nothing for anyone else. Lets do some math... You say 25$ instead of 30$.. 240 pilots * 76 hours * 3$ increase * 12 = 656,640 additional pay to new hires per year. Over 5 years, thats little under 3.3 million. Thats just first year guys.
2nd year:
240 * 76 * 12 * 5 = another additional 1.1 million over 5 years
3rd year:
240 * 76 * 2 * 12 * 5 = 2.2 million
4th year:
240 * 76 * 6 * 12 * 5 = 6.6 million
Total is 13.2 million dollars spent on F.O.'s, leaving 1.8 Million for everyone else, and these calculations only assume line guarantee for your 25/30/35/40 plan. Bravo!!
Yes, lets dump this money on retaining new people while our new hire classes are always full and we have a massive abundance of F.O.'s, and screw the rest of the pilot group.
A much wiser approach in my opinion would be to do smaller changes to increase everyones QOL. Move minimum days off from 11 to 13, allow those who want to work more, be able to work more, and those who would rather be home, be home more. No wonder Spirit has no issues hiring people.