Originally Posted by
Squallrider
We don't offer crazy retention deals because people are jumping ship as they are at most of the regionals you listed "other people wanting to work for"...so bs.
A lot of new hires that leave are military that got offers at mainline, yes there are exit interviews based on facts
Cool that they are putting together reporting with the info from the exit interviews. Where do we go to see that report? I'm sure it's information that will be distributed to the line pilots and I just can't find it on that awful website we have.
Originally Posted by
Utah
Oh it was a terrible deal. We all got screwed over. Everyone got a pay raise, a new bonus program that guarantees a payout of a couple thousand a year, increased retirement, better work rules, increased MDG... It's been so bad we've only added 500 pilots to the seniority list since it passed. (Actually we've hired about a 1000 and 500 have moved on to better places.) Only upgraded 2-300 hundred. Added more aircraft and we're so busy no one can get any time off and new hires hardly spend a month on reserve.
Now I know that I am not normally one to spread sunshine, but let's make sure we are looking at the whole picture here.
Pay raise - 1.5% over 18 months. Nice I guess, but doesn't even keep up with the COLA that we gave up when we gave the Bro pilots their big raise. Another 1.5% in January 2017
Pilot Bonus - Again nice to have. I think I figured this to be close to 3% so that would help offset the loss of COLA. But if you leave before it's paid out then you get nothing. Kinda bum deal for those that get to move on but I am sure it won't keep them up at night when they are in training at Delta or United.
Increased retirement - 1% At this rate, we will only need 9 more pay package votes get closer to Delta's retirement. Also not close to our sister company with their 2-6% DC on top of their 401k
Better work rules - I was kinda lost on this one? We should've got way more QOL stuff IMO but you must be talking about the 1:4 TAFB change? The one that CW ran numbers on before the vote and showed that there would be minimal improvement with our MSP lines? So the company needed to be more efficient with our lower staffing and they convinced us that this was a win for us? We should've asked for a 1:2 pay ratio for any sit in a SW domicile over 2 hours. You want to schedule a 4 hour sit in SEA? Okay I'll take the extra 2 hours pay. That would've forced more efficient schedules instead of the TAFB ratio. Were there other huge work rules that I missed? One extra day guaranteed off? Sorry I don't think anyone should be working 19 days a month unless they want to. And all this did was just make my bid harder to solve because it has one less day to work with.
Increased MDG - 12 minutes. Again not life shattering and I haven't seen much schedule improvement because of it. I would have rather kept the 4 hours with a rule that PBS must solve my bid at 83 hours minimum each month and any extra flying forced above that is time and a half. That would be improved work rules.
But your last line really takes the cake and in my opinion is exactly we got with the new pay package. While it is great that reserves only have to spend a month or so on reserve. Being so busy that we can't get any time off is not a value add for the pilots. And on top of that, if we have to call in for any reason (you know like sick kids, sick self, exhaustion) then we get to be threatened and told what a horrible employee we are. Great that we are adding a bunch of pilots, but it is too little too late. We will never be able to get ahead of the massive attrition we will see and with all the new flying we are taking on.