Originally Posted by
WeiserTraffic
If you'd be willing to elaborate, what all is it that turned out to be disappointing? I ask because I am just over a year into a ULCC and have an amazing QOL other than the fact that I have to commute and I currently live in a UAL domicile (a senior one). This is the most obvious reason why I flirt with making the jump but I have an excellent ability to rearrange my schedule as needed from month to month.
My November award was 20 days off (including Thanksgiving) with 20+ hour three day trips. I was able to trade/drop/swap into 18 days off with slightly higher credit and some highly preferred days off that weren't part of my original award very easily. How realistic is this at UAL and how long does it take to gain enough seniority to have similar QOL?
1. It is unlikely you will ever have an award at UAL with 20 days off, if ever. You currently have an amazing “QOL”? I don’t think I’ve ever met a UAL pilot that said their QOL was “amazing”.
2. The way our customers are treated I am often embarrassed.
3. The senior pilots are great resources and mentors, but it is obvious many have been beaten down so hard in their careers they wouldn’t know functional management if they saw it. Employees here tolerate a lot of dysfunction and waste.
4. I don’t think the pilot group has the constitution for a great contract.
5. The crews aren’t necessarily fun, the FAs seem to often be hostile and the “aggrieved party” (see #2). A good amount of the pilots seem to really enjoy their jobs and flying, the rest of the employee groups and management I’ve learned to use up energy to avoid as best I can.
United has a lot of positives and has a lot of “unrealized” opportunity, but the company can’t seem to get out of it’s own way at times. Don’t get me wrong, this is where I want to be — but it is more of a question of which airline stinks the least.
How many airlines have expanded quickly and chase profits that never exist? Hopefully history does not repeat itself.
There is a lot at UAL that needs to be improved for this to be a great experience for customers and employees. The new blood is a lot like the old blood, and not many people have the chutzpah willing to call out the nonsense when they see it — whether it be the pilot group, other employees or management — the new UAL is a lot like the old UAL.
The company seems to overtly have a grievance with the most common gender and race of the pilot group. The company seems to put identity politics in front of safety and treating all employees and customers with respect and compassion.