I don't understand why you engage with OTZ or his comparison between our union proposal and achieved pay rates at another airline. They are entirely different things for someone considering working at their next "forever" job. The UAL alleged pay rates are something that has been achieved or at least allegedly achieved. I'm not sure if the proposed rates are factual. However, it's a fairly good gamble for someone considering their future. While Alaska Airlines management have stated multiple times that they will not negotiate with us on the proposed rates from our union. Not only are the pay rates OTZ quotes just a proposal from a pilots union, they are rates that the management team have said very openly they will not even consider. I don't even understand how this is a valid comparison?

These two entirely separate realities are different data points if someone is considering leaving their existing employer for another one. Which in the airline industry is fraught with peril. If I were creating a matrix of scores for different employers, future payrates that management are not even looking at would have a zero score for a reason to leave my current employer for Alaska Airlines. In fact I would consider it a negative score. United Air Lines understands the value of pilots and they are allegedly treating them with respect by agreeing to substantial contract improvements in return for becoming the world class career destination for a pilot. That has been stated publicly by the CEO on the investor call, and allegedly backed up by a really nice contract improvement. This is in stark contrast with Alaska Airlines.

While I respect our union for trying, pointing to our proposed pay rates as a metric for "Why Alaska" is really embarrassing. It's nearly as high on the list along with our Chief Pilot's response to "Why Alaska" on the most recent CP call. Both responses completely ignore the reality of the current situation at Alaska Airlines.

 

You forgot…Full Retro Pay.

 

The only good thing about Southwest reserve is the days off. Everything else about their reserve sucks.

 

Those with glass contracts shouldn't throw stones.

 

Yeah the UA rates are pretty much in the bag, unless the pilots vote it down because they want more.

That's a long ways from the union side of stalled negotiations lol

 

What is their pay credit for that 800-1000 per year flown vs the average AS guy flying the same?

If your contract makes it worth your while, of course you'll be inclined to take the money.

 

Bingo. When an ex-NY based CA from the Baltimore area asked some candid questions, he was retorted with a “have you considered applying to Southwest?”


Attrition is leverage, I heard. Unicorn solution: new contract. Reality solution: Overhire and cut flying block hours.


So what’s the new leverage now? The online crowd makes it sound like a buyout is imminent. If so sure, then why give a new contract now? Why won’t they just drag this out and let it be a problem for United (is that the rumor this week)?

 

Do you even know their reserve rules, other than the days off?

 

You still are underplaying how damaging that "solution" is to the executive team. There will be penalties for losing revenue in a growth market. You continually hand wave it away like these guys are invincible. They're not.

 

I know ours. You will too soon.

15 days off vs 12 duty periods is huge. Being able to drop/swap/pickup days is also huge. Reserve doesn't get much more complicated than that.