Originally Posted by
horrido27
First of all, I will never say "go back to where you came from".. never. However, therein lies the rub. If things were so much better where you (or others) came from.. why leave and come here to change things here.
And NO, I'm not saying that there aren't things that need changing (sick Leave, LTD, PBS, Scheduling, etc..). I'm saying that while everyone has a right to their opinions, we are a union pilot group and are based on Seniority. While there are times when two pilots are "equal" to their opinions, there are also times when the senior pilot has a bit more influence than the junior pilot.
I bolded "we deserve" in your comment. How many pilots were in your pilot group and what was their makeup?
At United, we probably have 14000+ish pilots who have a right to their own opinions. But there is no way that they all will be in lock step over "what we deserve" as the senior pilots have seen more and taken it in the shorts more, than the junior pilots. Then we also have 3 distinct groups. Did you know that there is still about @65 mil in a pot for Continental LTD pilots (of which there are "roughly" 31 pilots still out on LTD) [excuse me if my numbers are slightly off]. Why is a plan that is directly related to the CAL pilots part of a larger negotiated settlement?
This is why I say it's hard to get everyone rowing together, all the time. Hopefully we are rowing close enough, in step- BUT in the right direction!
It is a great time to be a new pilot. But it was also a great time to be a pilot in other times throughout history. And again, therein lies the problem as we don't teach "history".
A win win IS what we would all like. But we should also accept facts.
Fact- a company's sole goal is to turn a profit.
Fact- a company would love to have lowest possible labor costs.
Fact- a company will only improve QoL & Pay when they have to, ie.. can't get employees or losing their employees
Fact- as a union airline pilot, after 1-3 years it becomes extremely hard to leave and have to start at the bottom again
I (and probably) the majority of our pilot group WANT a Great Airline. We show up to work trying to do our best. For our Passengers, our fellow crewmembers and for our company.
A Strong Healthy company means less stress at the workplace and at home.
But-
I just finished my month on reserve (756 Capt, EWR). 7.. yes, 7 shortcalls. We have it in the UPA that the company CAN offer and assign pure Short Call lines. At 76 hours pay.
They do not do it. They would rather throw pilots on Short Call and gamble if they are used. And if not, the first 2 are free (no ADD Pay)
A win win would be to have SC lines.. but if the company won't do it and we will have to butt heads when this issue comes up during negotiations.
Not Personal, just Business.
Again, I would love to see reserve "Fixed" without spending a dime of pilot negotiating capital. But how?
I expect that since Delta's TA is worth 7.2B..ish (based on their statements), we will have to be looking at somewhere north of that amount.
Will the company spend all that on every section EXCEPT reserve rules? I don't think so.
Then, what are we willing to accept?
Should we see a greater split in Capt/FO Pay? Currently (based on ALPA's own study-) us and Delta have a FO's at 68.3% of Captains pay (12th yr). Should be open up that gap slightly?
Can't post the graph (not tech savy enough!) but..
US / Delta
2yr- 47.7% - 53.5%
5yr- 64.1% - 64.1%
10yr- 68.0% - 68.1%
That there might cause pilots to re-evaluate the reason to switch into the Left seat.
(For the record- have also though about less pay categories but more overrides, and also looking at a 13-15yr pay scale)
The responsibility of being the Head Pilot in Charge (LOL.. some will get it) is actually a great responsibility that may have been watered down over the past decade.
Should we not be greatly compensated for the added responsibility?
I EXPECT an ILC23 (TA) by 11 Apr 23. I also expect it will match and/or exceed Delta's.
Time will tell. But lets keep discussing these issues while looking at the past for history while listening to those who are senior and have gone through this before. Ya don't have to agree.. but lets communicate!
Always
Motch
PS) Sorry.. she was a long one!
Your arguments are completely all over the place and you basically just want what's only good FOR YOU, and are blind to any unity or gains for the pilot group as whole. You say you won't tell someone to go back to their old company, but then say they shouldn't try to make their new one better? You mention how senior pilots have more say, as if there aren't 25yr WB CAs here that are on reserve? Your argument instead for getting FOs to upgrade is to give them a lesser pay raise than CAs, again only asking what's good for YOU. You don't want new hires to get profit sharing because you would get a few less dollars on your own payout. You talk about how many millennial pilots are entitled and want things NOW (while also complaining about buying them food on an overnight) but almost every one of your posts you are advocating for contract improvements for your specific BES only. Do you not see the irony in your arguments? How can we have an "ILC23(19)", as you put it, with reserve rules worse than most regionals? Is an extra $10/hr worth it to make QOL miserable for 25%~ of the pilot group that will be on reserve at any given time? Luckily you are in the minority as almost every line pilot I have been with knows reserve needs to be fixed, especially with the massive shifting of the G line that has put many on reserve that have not had to sit reserve for a long time. You should take a look in the mirror before you continue to talk about entitlement and unity.