Originally Posted by
Cujo665
Don’t disagree. Just said they’ve become a viable career path instead of a stepping stone. That doesn’t mean there aren’t better jobs out there. There are also those who’ll never be able to move into base; Everybody’s situations are different. For many, the QOL of never needing a crashpad and never having to jumpseat to/from work, and having huge blocks of days off all together outweigh the other choices. The new 767 pay scales at K4 & Omni are $20 an hour above UAL on the same equipment at 12 year longevity. (Using APC data) Throw some of that extra cash in the 401(k) and you’re about even, right? Point being there are trade offs with any job. Pick what works for you.
I do agree about ACMI being somewhat less stable contract wise. However, recessions hit mainlines also, so do bankruptcy contracts. Ask the thousands of guys AA furloughed, some of whom were lucky enough (cursed enough) to flow back to Captain jobs at Eagle for over a decade.
Even with the deceased contract stability, the real industry driver for the next 14 years will be pilot staffing. It’s nit going to be lowest bidder... it’s going to be who can actually fly the contracted flights. That takes pilots. Pilots are the new currency, not service contracts. The companies with the pilots to do the flying will get the contracts. We aren’t there yet, but 2019 is when the retirements really start to kick into high gear.
Legacies do better off in the long run than any ACMI ever will, AA was the exception rather than the rule. I still don't buy the shortage, there are a lot of retirements sure, but there will be pull back in a few years and there are a lot more things the majors can do to mitigate hiring, like scope relief and more codeshare. When things slow down again (and they will, trust me) starting FO pay will be back to $45k again at all the ACMIs.
To your point about United, the Omni pay scales might go higher but consider this... The pay isn't as much about hourly it's about the work rules. United pilots and the other Legacies have all sorts of pay protections along with trip rigs, duty rigs, the ability to add and drop trips without loss in pay, and vacation accrual rates that add so much more to the equation.
The 401k doesn't really matter as much at those places because they also pay a B fund. This means the company deposits money into a fund on your behalf, my understanding is about 12-15% of your pay per month/year, but nothing it taken out of your check. Free money basically. That's how these guys are getting their water cannon salute after 25+ years and walking away with an extra 1-2 million dollar check. To add sugar to it, they also have a normal 401k plan as well with the matching you are talking about. AFAIK all the ACMIs are offering 401k's only. To add even more sugar, FDX and UPS pay both of the above plus a pension. That's how the difference between ACMI/charter vs. UPS/FDX/Legacies equates in the millions even if the payscales aren't that far apart.
I'm well aware that its not easy to get hired at a Legacy either. Just saying the choice to jump is a no brainer if you do get the chance.
Safe travels.