Originally Posted by
Rseat
What may be acceptable for DAL, UAL, AMR, or anyone else, may not be acceptable for us. We have one type, are very efficient, and work harder than most. We don’t have long haulers and the pay and QOL that may come with such equipment.
I will have to fly with a lot of our new hires at some point. I want to attract the very best candidates we can muster. Riddle me this; why should a new candidate choose SWA over DAL when all they can expect to make is DAL 737 top rate, assuming that’s all our negotiations can attain? Worse yet, why should a newly minted new hire choose to stay vs jumping ship to DAL? DAL has equipment that pays more than 737 top rate. And, they may have some QOL improvements that we may not have! The math doesn’t work. Culture alone is not going to work anymore. Just throwing that hot potato out there…
I do not care to rely on any potential POT for compensation calculations or sell jobs. That is mostly a pipe dream for most, especially the junior and new comers. Only the savvy and often well connected can take advantage of these perks. There’s always the probability that we can at times be over staffed and thus, preventing Premium pick up by mere mortals.
This is very true. As a SWA new hire who’s actually considering this now. Recently got a CJO with Delta and now just evaluating what I want to do. I’m strongly leaning on leaving SWA unless we can come up with a contract that would be worthwhile to stay and not go to DAL. By time I have my DAL class date I’d be looking at leaving at a year worth of seniority and 2nd year pay at SWA. But that’s the risk I’m willing to take unless things change.