Originally Posted by
Excargodog
explain to me why any RATIONAL person would NOT be doing this? Yeah, there may be a few, someone with a new kid who wants to maintain his/her seniority for another year for scheduling purposes, but if you were hiring for a major would you really want people who weren’t actively trying to do things to improve their chances of getting hired?
i don’t think anyone will have any option other than to do that. And the regionals will need to either fold or take the Atlas route of putting anyone they can get in training and hoping they can make it through and then hoping they don’t do any serious damage to the brand if they do.
The person this was directed at was saying people would be silly to leave for Spirit because we have the flow. You would be surprised, we have people content with waiting out the flow, we also have lots that are doing whatever they can to get out early.
I mean, there are other options, it is just a question of IF they want to use them. The seniority number option was mentioned for example. This could easily lock in all kinds of benefits.
1. Day one at regional you get a mainline seniority number. Recruitment troubles instantly become a thing of the past, especially for the early adopters.
2. Pay scales stay the same, based on aircraft size, but you know your number will always be climbing.
3. No rush to move on or jump from company to company as you are accruing seniority.
4. Solves the problem on both fronts. Encourages people to join at the regional level and keeps them there for a scheduled amount of time, all the while filling your retirement vacancies at a predictable rate.
5. This won't happen however, mostly due to APA and the added perceived cost of giving someone a seniority number that early.