Originally Posted by
SpiraMirabilis
Yeah, our contract sucks. What of it? It's still miles away from the working conditions at GLA and GIA (Go Teamsters!) and our work rules are better than Colgan or CommutAir but I am confident that their negotiations will produce a contract that I would envy. Don't get me started by PenAir but maybe they're different because their in Alaska but I have a buddy who got hired there and he tells me horror stories.
In any event, what do you do to make our profession a better place besides showing up to work at what you think is such a beacon of light job that you probably got based on luck? Me, I volunteer. I want to ensure our next CBA makes yours look like crap even if we have to negotiate until rapture, but we'll still have 6 years of an Obama admin by the time we get started. Instead of dumping crap on us how about wishing us luck?
I didn't vote for this contract but all we can do is move forward FROM HERE.
Way to compare apples my friend. Not a single one of those operators operate jets were as Mesa has a slew of them (ERJ, CR2, CR7 & CR9’s).
Colgan = 449 pilots (Saabs and Q's)
CommutAir = 130 pilots (Dash's)
Great Lakes = 320 pilots (1900's and E120's)
Gulfstream = 260 pilots (1900's)
PenAir = 120 pilots (Saab's down to Navajo's)
Add them all up and you have 1249 pilots which is 200 less than what Mesa has. These are all very small prop operators and even though they deserve better, Mesa’s a big hitter in the regional industry. Also Colgan, CapeAir, Piedmont and CommutAir all make on average more than you do flying like equipment.
You need to compare Mesa to other Jet operators like Mesaba, Air Wisconsin, SKW, XJT and many others. After you do you’ll see that your new contract is still bottom of the barrel. Did you achieve 100% deadhead pay? How about no loop whole 100% cancellation pay? Etc?
I mean you no offense but if you’re going to compare then compare correctly. Regardless of how you cut it, with JO at the helm Mesa will always be a below average place to work (in terms of QOL and total compensation).