Originally Posted by
UncleSam
T, you seem to be asking a question here but didn't you answer it yourself? There are pluses & minuses to any system - you try to create a balance that works for everyone. Certainly, if you are a new hire (in the last 1-200 hired) and we stop hiring, you know the pain involved in that. Every AE/Displacement bid subjects you to yet another different base that you don't want. OTOH, you do have a job (one of the better ones available) and you are "living the dream." What may be desirable for those pilots at that point in their career, may not be the best for them long term. Historically, DALPA has tried to apply that principle. I know we don't all agree on how to accomplish that, but that is at least partly the reason that QOL does suffer for junior pilots in every category.
Thanks for the civil dialog. The best thing for any of us when our career is over is to have enough jack in the bank to be comfortable when we retire. By sticking to the old bigger faster heavier method of paying us, we ignore the time/value of money fact. When we are stagnant, like AMR, you get 20 year M88 FOs.. why should they be hammered because management chose to have a billion M88s and only a few 777s? They.... we... have been here, and should be compensated accordingly. ALPA doesn't buy the fleet. We set the rate to fly it... well.. sort of. At a minimum the retardation of a 12 year pay scale has to go.. where in the hell did that come from anyway? 12 years? Why? Maybe the forum genius can explain that one to me. QOL for junior guys in each category always has, and probably always will continue to suck, that's the alpa way, but I still believe that there is a better way that would offer more opportunities to the junior guys other than to sacrifice pay for QOL or vice versa.