Originally Posted by
dracir1
I don't doubt it. I'm not sure of when or what was traded to have this system implemented, but pilots LOSE far more than they win w/ seniority when it comes to a company going out of business (or merging). I suppose the idea was to try and be as "fair" as possible to more junior pilots given a massive ingress of pilots from an "outside" source but, again, that's not how ANY of that works in any other industry. They make MOVIES out of big law and/or stock firms merging. They all know the rules. Whomever is "out" would get to do the same at the next firm they're hired with. If the system you experienced wasn't better, it's because it is/was because of factors the contract didn't include as protections.
The percentage would be COLLECTIVELY BARGAINED. And let's be real - the reason(s) a CA leaves one company for another are probably very limited - company goes out of business, commuting differences or pay. If you're at DL, you don't leave for UA (and drop down to 1st yr CA pay) except for a VERY personal reason. It wouldn't be a bunch of people doing it voluntarily. It would mostly apply in a bankruptcy or merger situation OR if there were an airline (regional or otherwise) that paid less. I already mentioned regionals should be paid the same (reasoning explained below).
You contradict your own question w/ your answer. Hint: Regional pilots are often MORE experienced than the rookie FOs hired off the street. There were several years many regional pilots got "stuck" and couldn't get hired - a 22 yr regional CA should be paid less than a 1st yr narrowbody FO? And, tying pay to the # of passengers doesn't work either - ULCCs carry legacy widebody # of passengers for less pay.
First of all, it's "there are plenty of things..."
First bullet - agree. Not necessarily with your specific terms but something that makes sense.
Second bullet - that's what rig is for. If the rig ratio is off, then a new one needs to be collectively bargained.
Again, just because you (and many others) started over at the bottom after a change doesn't mean that's the best system. Have you ever stopped to ask yourself why NO OTHER COUNTRY or industy does it this way?
We all know this isn't a battle ALPA has the remotest of interest in but it would definitely have to start with them.
Frankly, “some” doctors and lawyers command greater salaries and can hop from firm/practice to a different one without loss of status is because they are specialized/exceptional and non-union. Usually they work in partnership and are tied to a firm as an associate until they make partner, during which time they are making equity payments to “buy into the firm.”
It’s then really beneficial for them to stay unless they get recruited to a different firm and literally get one partnership paid out and move those funds to a new partnership.
They also have no 117 equivalent and can work 120 hour weeks to print money.
Pilots are union labor with no ability to individually negotiate their compensation package. Also we are generally a very standardized product, and we have to go sell ourselves to legacies to “move up.” Aside from in the corporate aviation side, there’s no headhunting in aviation, and definitely not in 121.
i contend the pilot to doctor/lawyer equivalencies are false and silly. With the only possible exception being corporate/ private flying