If you pass the phone interview does that mean you are invited to an interview/sim session in LAS, or are you actually offered a class date?

Is anyone willing to share gouge on the phone interview? I am only familiar with what is listed on the gouge page on this website.

 

Great thread, and count me in on the seething hate filled club. Oh, by the way, I have been here for 7+ years. The great news---I am outta here by years end!!!

 

Congrats! Are you retiring from aviation, or moving on to another airline?

 

Best of luck Mere, hoping to beat you out the door, along with everyone else I know. it's insaaaane here! nothing makes sense and chaos prevails. Yesterday's letter from MG sealed the deal for SO many, just like the 'F You' letter her wrote 2 years ago. The man just doesn't get it, he cant help himself and his yes men wont help him either. This place is done, no hope.

 

Can the letter be posted, or did it come via regular mail?

 

I hope he keeps writing letters. We should make him an honorary IBT member. He has zero clue how to talk to and motivate employees. This comes from being a financial cyborg who only understands charts and graphs.

 

I don’t get it, you aren’t happy being different, just having a job; you wouldn’t do anything to be home every night????

 

Most of the letter is the same tired rhetoric they have been spewing since day one. Here are the excerpts and paragraphs that would send any sane Allegiant pilot into a tirade:

" We’re frugal and we try to get the most from every dollar we spend but we also believe in long-term value and in spending money for that value. When we apply that mindset to the question of pay – for any Allegiant job – it means we offer competitive pay and benefits in exchange for a good day’s work as well as a tuition reimbursement program, investing in the development of future leaders, bonus and profit sharing programs, recognition events and more."

That "frugality" does not apply to executive compensation.

"Our dislike of fixed costs helps explains some of our positions at the bargaining table. Some provisions of union contracts can add substantially to an airline’s fixed costs. The typical union contract runs hundreds of pages and is chock full of work rules, trip rigs, minimums, per diems and more. Most of these provisions cost money but often deliver little in the way of benefits to passengers, to shareholders, the airline or even the employees these rules supposedly benefit. These “soft costs,” as they’re sometimes called, are anything but soft to an airline’s bottom line as they can add millions in expenses without offsetting gains in productivity, safety or reliability."

Notice where employees are mentioned in the pecking order. This is not a coincidence. Actually, there may be a typo in there. Shareholders always come before passengers.

 

Soft costs... like properly staffing an airline?

Frontier has 51 planes and 770 pilots. They have good workrules (soft costs).

Allegiant has 76 planes and 420 pilots. We have bad workrules (soft costs).

Add in the fact that we have three fleets and we should have even more pilots per plane than Frontier does. That should put us at 1200 pilots. Think on that a bit.

Take out the argument of no overnights and we should still sit at around double our pilot group.

For those wondering this is the reason why upgrades have gone so junior. The lack of workrules and abuse that comes with being junior on our understaffed airline has gone that far. Keep that in mind as you come on as a newhire... people that have been here for years are refusing to live the way you're about to. And that's with a pay bump to captain. It truly is worse than anything you've ever seen and it won't change before a strike. The letter mentioned above has made that plain.

 

Don't forget the P.S. at the end of the letter...And a big heart felt thank you to the few pilots for the productive lunch & chat. I hope all of your issues have now been put to rest. :0