Originally Posted by
rickair7777
A couple problems there.
1. The seniority boost wouldn't mean anything because we don't want to be RJ pilots... NB FO pays better than RJ CA as it is, and we don't want to change that. So no real gain.
2. You cannot staple pilot groups involuntarily (federal law). You could offer a regional group a deal, if they *agree* to be stapled that's OK but that would probably happen only if there was a threat of extinction... ie we're taking our flying back from your company, do you want to come with planes at the bottom of the list. But even that might be subject to a variety of legal hassles... there will always be *somebody* who wants to make waves. COMAIR could have had a staple, but they held out for DOH... instead of the goldmine, they got the shaft :rolletes:
3. Not saying it will never happen, but one of the obstacles is the need for bare min R-ATP FO's to staff regionals. Majors REALLY don't want to put people like that on their seniority lists where they'll be stuck with them for 40+ years. They want to see some experience, both life and turbine, at least a little bit. Maybe they could have a dual hiring track... experienced pilots (mil and civ) are hired like they always have been and can bid anything, but CFI's are restricted to RJs and don't get off probation for three years and 2000 company hours or something like that. They don't vote, so pay for the "apprentices" could stay low-ish.
Why would a staple even be considered when a company could simply add rj’s to their certificate and hire accordingly off of the street? It’s already their flying and they would have to own or lease the planes that they were to operate. A staple would involve longevity, pay, and integration issues. Simply hiring people as new hires eliminates all of that. I’d think that airline management would follow the path of less cost and less hassle.