Originally Posted by
EA CO AS
I'd like to throw this out to the rank-and-file pilots, since I don't know that anyone has asked the question:
Imagine for a moment that the company were willing to amend the CBA right now, and you could get one wish. The choices are:
o A pay scale that equals the average of the Big Four, plus 1%
Or
o An industry-standard scope clause, codified in the CBA
Which would you choose, and why?
(full disclosure; to my knowledge, the company is NOT considering this; I'm simply curious to know the general consensus, that's all)
Both, because that's what's reasonable.
Delta has good pay and they have scope.
American has good pay and has scope.
United has good pay and has scope.
Southwest has good pay and has ULTIMATE scope. Zero outsourcing allowed.
Spirit has crap pay but is in negotiations for higher pay and does zero outsourcing.
Frontier has crap pay but is in negotiations and does zero outsourcing.
Allegiant has low pay but zero outsourcing.
Hawaiian has mediocre pay but no outsourcing.
JetBlue has below average pay, is in negotiations, and does no outsourcing.
When compared to those with similar pay to ours, our outsourcing is out of control.
When compared to those with outsourcing, our pay is pathetic.
Acceptable solutions are as follows:
1) Pay parity with DAL/UAL/AMR, and scope that limits seats to 76, weight to 86k, and airframes to a percentage comparable to DAL/UAL/AMR.
2) Pay parity with Southwest which would be a smaller increase, and the end of outsourcing completely. Every E175/Q400 flown by Alaska Airlines pilots.
Those options are reasonable as per industry standards. Anything less needs to be rectified. The excuse of "Oh, we're only 5th in revenue, we can't pay like the big companies" is complete garbage. We're 5th in revenue, but 6th in pilot group size. So if you're paying fewer pilots than your revenue position, you have more revenue per pilot than anyone else.