Rickair is absolutely correct. There is no amount of bonus that will keep someone from taking a job with Delta or United. SW knows this (why do you think the pilot bonus is not pro-rated?) and you will not get anything here without giving something up. The fact that both of these were just given to the pilot group should tell you either a) it is a zero sum for the company and doesn't cost a dime and/or b) it only benefits the company in some direct/indirect way. I'd be careful about claiming any benefit to the pilot group or SGU will come back on the next round of negotiations and demand something in return!

With new hires, it doesn't really matter how much they hire, there is only so much that the training department can do. There are some military pilots that are not even making it to IOE before they are hired by a legacy. On top of that, there was just someone a couple pages back saying that they haven't flown since getting off IOE. The game has changed and like always, SGU is slow to react. LCA's will continue to get hired away which will plug the training pipeline even more. I think you will know that the proverbial poop has truly hit the fan when SGU starts to work with the pilot group vs openly antagonizing them every chance they get. When reserve re-write, working with SAPA or other pilot wins (like parking allotment or commuter hotels) start to occur, you will know that SGU has finally seen the writing on the wall and being proactive at maintaining their status as the top regional.

Of course, there are always those that either have a sweet gig in the training department or other connections that will argue about how bad other places have it. I just don't understand why you wouldn't want the best for the pilot GROUP, even if it doesn't impact you personally. This of course does not apply to new hire bonuses. This cost should fall on SGU management and management only. The pilot group should not give anything up to help keep people coming in the door.