|
Originally Posted by Smooth at FL450
(Post 3716158)
right…and I’m sure it’s 100% comprehensive, forthcoming and accurate. Lol
|
Originally Posted by Smooth at FL450
(Post 3716158)
right…and I’m sure it’s 100% comprehensive, forthcoming and accurate. Lol
Not only was that data paramount in removing the “Alaska Discount”, it also lets us know that 1 pilot has left for SWA in the last year. Unless the pilot chose to not conduct an interview. Why would anyone leave AS for another 737 operator where you work harder and get paid far less? |
Originally Posted by GoodJet
(Post 3716189)
Oh yeah our MEC is actually lying to us and not being forthcoming? What motivates that? Why bother to conduct exit interviews then manipulate the data?
Not only was that data paramount in removing the “Alaska Discount”, it also lets us know that 1 pilot has left for SWA in the last year. Unless the pilot chose to not conduct an interview. Why would anyone leave AS for another 737 operator where you work harder and get paid far less? |
Originally Posted by flyguy81
(Post 3716219)
Maybe they live in a SWA base that isn’t a DL/AA/UAL base? QOL and career progression are the biggest 2 reasons people quit. No idea what the upgrade time is with you guys so I’m gonna guess it was for QOL.
Upgrade is years sooner at Alaska. Also, it pays a lot more. Sorry to hear about the reduced growth forecast at your shop. Seems like the upgrade number will be going up again? Still hopeful that SWA gets an industry leading contract. Headwinds seem to be starting now however. |
Originally Posted by GoodJet
(Post 3716231)
The one pilot who left for SWA in the last 12 months? Possibly, that is a good reason to give up seniority. Commuting can be rough.
Upgrade is years sooner at Alaska. Also, it pays a lot more. Sorry to hear about the reduced growth forecast at your shop. Seems like the upgrade number will be going up again? Still hopeful that SWA gets an industry leading contract. Headwinds seem to be starting now however. Our upgrade time now is going to April/May ‘17 hires so around 6.5 years. I’ve heard from some new hires that they’re talking hiring 1500 next year with around 6-700 upgrades. They fell short of their hiring goal this year so I’ll believe it when I see it. A really good CBA would go a long way to minimizing attrition and attracting people who aren’t interested in being a street CA at UAL. 😳 |
Originally Posted by flyguy81
(Post 3716259)
T A really good CBA would go a long way to minimizing attrition and attracting people who aren’t interested in being a street CA at UAL. 😳
|
Originally Posted by rickair7777
(Post 3716263)
Times we live in... it's a selling point that you can spend years as an FO at a LCC, as opposed to being forced to be a legacy CA on day one. Crazy days.
I got an Envoy mailer last week advertising $200k in bonuses. This industry is bananas. I’d rather have it this way though than people paying for types and making $20/hr at a regional. |
Originally Posted by flyguy81
(Post 3716268)
Almost 20 yrs flying 121 and I’ve never seen legacy street CA making almost $300+/hr.
I got an Envoy mailer last week advertising $200k in bonuses. This industry is bananas. I’d rather have it this way though than people paying for types and making $20/hr at a regional. |
Originally Posted by PNWFlyer
(Post 3716056)
Please, help me understand. Yes, openers and things management dangles to us via email are not offers. Things they bring to the negotiating table and our NC says go pound sand are. A good NC will never bring anything to the the pilots that is not ratifiable. This notion that you have to reject the first TA and fire the NC seems ridiculous.
Once again, please tell me how it is supposed to be done. |
Originally Posted by ExperimentalAB
(Post 3716270)
$300 accounted for inflation is about what we were making twenty years ago.
|
| All times are GMT -8. The time now is 10:07 PM. |
Website Copyright © 2026 MH Sub I, LLC dba Internet Brands