totally agree on this. Where’s the transparency slate? Why are there no more dates with the NMB? Is this our cooling off period? When will the union ask the NMB to be released?

Cooling off period? Ha no. This is called being “iced” by the NMB. Contract 2027 is sounding pretty optimistic right about now.

This made me lol. You're confusing support and satisfaction with apathy and an unwillingness to change teams in the middle of the game. Getting rid of GU and the Teamsters is the best course of action given the circumstances you now find yourselves in. But you won't, because you guys have been beaten down and abused for so long and you know no different.

However you attribute it nothings changing.
Glad to see my sarcasm didn't go unnoticed.

I’m not sure it’s beaten down and abused, I think pilots came here for the out and backs and knowingly accepted lesser wages because of that. If they didn’t know the money was less when they got hired, they certainly figured it out within the first few months and chose to stay.

Trust pilots’ actions, not their words. Pilots at Allegiant are willing to accept to less for the out and backs - that reality proves this is true. They won’t accept 40% less, but they’ll accept less. Look what happened with attrition when the retention bonus was signed by the union and management: attrition basically stopped because the bonus was enough.

Trust what I do not what I say is the rule of thumb with this pilot group.

Attrition stopped because the majors stopped hiring at about the same time. In my interview the recruiter promised a contract was only months away. It was the same on day one. Promises promises that never happened.

​​​​​​​Only 2 people in my class of 18 plan to stay long term.. You are right people will accept less for out and back but they won't put up with terrible work rules especially when on reserve..

Southwest, JetBlue and Delta is where most want to go and no amount of retention bonus will make them stay.

You’re saying a bunch of new hires want to work for the legacies??? I’m shocked.

Not to throw a wrench in your plans, but how many do you think will get offers from Delta?

Southwest? You know hit actually have to work at Southwest and their reserve rules and reassignments did not get much better. Most pilots there still complain about being a line holder just means you’re a glorified reserve during your 5 day trip.

JetBlue? You mean the airline that is actively shrinking and does not have the scheduled retirements of the legacies?

Not trying to burst your bubble but in 3-4 years are all of you still gonna be hustling to leave this place after you’ve put in 5-7 years of seniority? I doubt it. The only time attrition here really picked up was during a once in a generation hiring spree at the legacies. I bet we had less than 5 pilots leave for JetBlue. Those that left, left for legacies and I’ll never blame them for leaving. The ones I talk to are super happy they left when they did.

It’s a different world now tho, we were told hiring would pick back up in 2024 and it’s been stagnant or worse. The hiring spree is never coming back so while you probably wish it wasn’t true, most of your class will probably be here for at least the next 5-10 years would be my guess.

Welcome to the reality of being a commercial pilot: it’s volatile, full of second guessing and woulda, coulda, shoulda’s. This is normal. Furloughs, shrinking airlines, delayed classes, long combative negotiations, etc. is normal in this industry.

Trust pilots’ actions not their words. Your post is only supporting my point.

“None of us would be here if we could hired on at Delta and we are gonna leave once we get that offer…”

​​​​​​​

Incorrect, attrition halted after the retention bonus was signed.

Yeah that’s my fear as well, but idt the company can afford to have that. 2027 is way too long to accrue a retention bonus. If it goes through next year you’re looking at paying out almost $300 million. Idc what anyone says about the retention bonus, it will be paid out, it is a binding legal document. Even if we switched to ALPA it is still enforceable as an MOA.

That being said, this current slate has to get their head out of their ass and actually negotiate. Some work rule improvements would be great (min day, no more than 1/3 unstacking besides busy months, up to 50%, block or better), but figuring out what software is best is not the hill to die on when it cost about $1mil a year for anyone under 35 in lost compensation/401k. Loss of License, keeping Premium Pay, Scope are the hills to die on

There's widespread agreement that last time around everyone jumped at the pay rates & ratified a half-done contract full of holes. So the result is we allow ourselves to be paralyzed into stasis out of fear of repeating that mistake? There's got to be a middle ground. Do what the mediator asks, move forward, accept what's doable work off that we're not expecting you to be Freddie Freeman - a double or triple would be nice, you know, sometime this decade.