Originally Posted by 4myfamily

Management has successfully divided a large part of our pilot group against each other. And for that what do they get - unhappy employees in the cockpit of their airplanes that are flying revenue passengers for AA. The first thing I would want to do as CEO as have the people that interact and are the face of my company to my customers unhappy and resentful toward the company. (sarcasm intended) Customer service will be at an all time high - NOT!!!

I am an FO and have been here about a year. I was already considering leaving because the promises made to me are no longer on the horizon at PSA. Quick upgrades - gone! line holder before training is over - gone! 700s from Envoy - gone!

Direct entry captains solved an immediate problem but it sent a message to those of us hired before them that our upgrade is not going to come quickly - it sent a bigger message to possible new hires to not come here because the quick upgrade was gone. Class sizes for FOs have not been what they were before the direct entry program.

I was already considering leaving PSA for a better managed airline with better pay and better opportunity to get to any mainline. Being at PSA pretty much prevents me from going to AA except through the flow - I know per the letter of the law you do not have to wait for flow, but be honest what are the odds of getting to AA outside of the flow if you are at a WO.

Would the bonus have kept me here? - most likely yes.

Does the bonus benefit everyone here? - yes. FOs get the cash but the airlines keeps its FOs and possibly attracts more FOs. Retaining FOs allows for planes to stay and more planes to come - which means possible increase in flow so the CAs get to AA where the money really gets better than PSA.

Does the new hire bonus help? I do not think so. In my opinion the company is giving money to FOs that would have joined PSA anyway because they wanted one of our bases. Why would a FO join PSA at this point except for a particular base when our pay is so far below the industry standard?

Not sure what business school Dion went to but he should ask for a refund. Every decision has a cause and affect and the impact of this decision will be felt for a long time.

What should he do to solve the problem? First and foremost create a pilot group that is promoting the company instead of telling people to stay away. I am not sure how many pilots would tell a candidate to come here - unless they lived in DAY, TYS or CVG - CLT is out of the question for a new hire for probably 2 years to hold a line. If Dion thinks that FO candidates do not take the time to read the forum and talk to a couple of line pilots before making their decision than I hope he is enjoying living in Disney Land.

How do you make the pilot group happy? FOLLOW the current contract for starters, stop manipulating the reserve grid, have scheduling treat FOs with respect, promote quality of life issues.

Ok, the rant is coming to an end. I am a pretty smart fellow and as I look back at how management has treated pilots at PSA over the last 4 years it becomes obvious to me that this place will not change and the time to leave is now.

This is one FO that will be looking to leave in the next month to go somewhere that treats pilots with respect, honors the contract and has industry leading pay. I know I am only one, but I hope that my departure gives the company a small glimpse of what is coming for them. Good to luck all the FOs that decide to stay. I would say if you are a commuter you should look to get out of this place and fast!