Originally Posted by
Lvlng4Spd
I strongly believe that getting Endeavor-type rates is a non-starter. Maybe Republic-type rates, but I doubt that very much too. It simply isn't that desperate yet. The issue is getting bodies to the line, not filling classes. Will that dry up? Maybe so...but that bridge we haven't crossed yet.
To pass up increases in QOL such as changing the interface, more min days off, reserve rule gains, etc.. is very short-sighted. They say the company would trip over a dollar to pick up a dime. Sometimes our best intentions might end up leaving us missing out on the dollar now, in hopes of $1.50 later. When is later? Next year? The year after?
That later ($$) will be driven by need, not negotiation. The team and strategy is noble, but the venue and timing may be incorrect. It is going to be a marathon and not a 100 meter sprint. Those that are the "now" generation, will probably be disappointed. This is how stuff actually works. Fly safe, ladies and gents.
Man, couldn’t agree more with what you said.
Also, I posed my new hire voting question purely out of curiosity. I left one regional to come to PDT and completely understand that I haven’t seen how this company works, and therefore shouldn’t have a vote yet. I’m glad to hear that there are some level-headed people looking to increase QOL, soft pay, reserve rules, etc over a small or large hourly wage increase (which, like you said, will ultimately be a matter of need - which just isn’t there yet).
Anyways, excited to hear what, if anything, will happen. Happy to be apart of PDT and looking forward to seeing the company succeed.