New TA... again
09-21-2019, 10:57 AM
#62
Gets Weekends Off
Joined APC: Sep 2016
Posts: 1,948
Originally Posted by AZwiz
It's not 50%, but it's waaaaay higher than any other regional. Aside from the bases, I can't think of any reason to currently come to AirWiz.
09-21-2019, 12:57 PM
#63
Line Holder
Joined APC: Jun 2019
Posts: 43
Originally Posted by DarkSideMoon
Its not way higher than industry average either. It is higher, but not by a huge margin. Part of that is the backgrounds of the new hires. People that haven’t flown in 10 years that get a BFR/IPC then show up to new hire training are going to struggle anywhere. A good portion of them still make it through with hard work.
09-21-2019, 03:39 PM
#64
Gets Weekends Off
Joined APC: Oct 2018
Posts: 112
Originally Posted by Turnamdburn200
We have had over 150 new hires enter training this year, of those 150 under 100 are still on the seniority list with around 70 still in training. Do the math, of the 150 hired only 30 or so are done with training. It’s pathetic. Not all are failures, some moved into better things but most resigned during training at the request of the company
Show your work.
09-27-2019, 06:05 AM
#67
Gets Weekends Off
Joined APC: Jul 2019
Posts: 148
From a newbie perspective, I’m not really expecting anything out of this new TA. Simple fact is AW pay is a joke compared to other regionals and doesn’t look like it’s set to change anytime soon.
People I’ve come across are even saying things such as “I’ll just get my type rating and walk out because I can get better pay elsewhere and the only reason I joined was because class dates were available so I just sucked it up.”
Ultimately people are going to think about their finances because even though we love to fly, people still have bills to pay and families to feed. At the end of the day it is a job like any other job.
Also the big sign on bonus is losing its appeal from what potential new hires are telling me i.e. it isn’t important enough to sway a decision and they’d rather have higher hourly pay.
The stuff is out there, people are flocking to Skywest, PSA, Republic, Envoy and Piedmont to the point their class dates are backed up so what does that tell you? Also they have a much better choice of bases as far as potential new hires have told me and that’s what happens when there is growth and expansion planning.
I may be rambling or sound like a cynic but I’d rather be simple and realistic than pin hopes on speculation and expect $45 an hour which probably won’t happen.
People I’ve come across are even saying things such as “I’ll just get my type rating and walk out because I can get better pay elsewhere and the only reason I joined was because class dates were available so I just sucked it up.”
Ultimately people are going to think about their finances because even though we love to fly, people still have bills to pay and families to feed. At the end of the day it is a job like any other job.
Also the big sign on bonus is losing its appeal from what potential new hires are telling me i.e. it isn’t important enough to sway a decision and they’d rather have higher hourly pay.
The stuff is out there, people are flocking to Skywest, PSA, Republic, Envoy and Piedmont to the point their class dates are backed up so what does that tell you? Also they have a much better choice of bases as far as potential new hires have told me and that’s what happens when there is growth and expansion planning.
I may be rambling or sound like a cynic but I’d rather be simple and realistic than pin hopes on speculation and expect $45 an hour which probably won’t happen.
09-27-2019, 06:25 AM
#68
Gets Weekends Off
Joined APC: Dec 2016
Posts: 524
Originally Posted by IDriveJets
From a newbie perspective, I’m not really expecting anything out of this new TA. Simple fact is AW pay is a joke compared to other regionals and doesn’t look like it’s set to change anytime soon.
People I’ve come across are even saying things such as “I’ll just get my type rating and walk out because I can get better pay elsewhere and the only reason I joined was because class dates were available so I just sucked it up.”
Ultimately people are going to think about their finances because even though we love to fly, people still have bills to pay and families to feed. At the end of the day it is a job like any other job.
Also the big sign on bonus is losing its appeal from what potential new hires are telling me i.e. it isn’t important enough to sway a decision and they’d rather have higher hourly pay.
The stuff is out there, people are flocking to Skywest, PSA, Republic, Envoy and Piedmont to the point their class dates are backed up so what does that tell you? Also they have a much better choice of bases as far as potential new hires have told me and that’s what happens when there is growth and expansion planning.
I may be rambling or sound like a cynic but I’d rather be simple and realistic than pin hopes on speculation and expect $45 an hour which probably won’t happen.
People I’ve come across are even saying things such as “I’ll just get my type rating and walk out because I can get better pay elsewhere and the only reason I joined was because class dates were available so I just sucked it up.”
Ultimately people are going to think about their finances because even though we love to fly, people still have bills to pay and families to feed. At the end of the day it is a job like any other job.
Also the big sign on bonus is losing its appeal from what potential new hires are telling me i.e. it isn’t important enough to sway a decision and they’d rather have higher hourly pay.
The stuff is out there, people are flocking to Skywest, PSA, Republic, Envoy and Piedmont to the point their class dates are backed up so what does that tell you? Also they have a much better choice of bases as far as potential new hires have told me and that’s what happens when there is growth and expansion planning.
I may be rambling or sound like a cynic but I’d rather be simple and realistic than pin hopes on speculation and expect $45 an hour which probably won’t happen.
09-27-2019, 08:13 AM
#69
Gets Weekends Off
Joined APC: Jul 2019
Posts: 148
Originally Posted by RabidW0mbat
You’re welcome to your opinion, but it screams of the uneducated stance that pay rates are the be all / end all. Sure, big numbers on the rates section of APC helps in a want measuring contest. Our healthcare is unbeatable, the bases work for some people...we’re not a huge airline, 4 bases is about all it can support anyways. Soft pay / Language / etc are often overlooked but make up a huge portion of overall compensation. Are pay rates important? Absolutely, but it’s a myopic way to view a contract.
Is AW a better contract than others? Sure. Do others have something AW doesn’t? Yes they do. All pros and cons everywhere, but you can’t honestly sit there and tell me AW is better than others all across the board in terms of a contract. It may be one of the better contracts but not the best.
Healthcare definitely is unbeatable, I won’t dispute that at all.
Sure pay is not the be all end all and the other stuff you mentioned is also important but when people are faced with bills and a family to feed then what do they look at?
My only thing is why can AW not equal or be as competitive on pay? Either it can’t be done or nobody wants to do it or people think it’s fine the way it is.
Again not once have I said it’s a bad company, it is a good company but the mentality/approach needs to change about many things including pay but what do I know?
09-27-2019, 08:13 AM
#70
Gets Weekends Off
Joined APC: Feb 2019
Posts: 307
Originally Posted by RabidW0mbat
You’re welcome to your opinion, but it screams of the uneducated stance that pay rates are the be all / end all. Sure, big numbers on the rates section of APC helps in a want measuring contest. Our healthcare is unbeatable, the bases work for some people...we’re not a huge airline, 4 bases is about all it can support anyways. Soft pay / Language / etc are often overlooked but make up a huge portion of overall compensation. Are pay rates important? Absolutely, but it’s a myopic way to view a contract.
A lot of FO’s are prob in their mid to upper twenties. That’s the age where you need a lot of money all at once for a down payment on a starter home. It’s also the age you start caring about health insurance if you want to have kids.
The big sign on bonus and health insurance are still good bait right now for their target market. It works because all new hires can expect a relatively quick upgrade.
If new hires didn’t expect to upgrade at minimums it would be tough to settle for a lower hourly rate. They’re still going to need to up that hourly rate to stay competitive long term as hiring slows down at majors
