Allegiant Air
09-29-2015, 11:04 AM
#142
Gets Weekends Off
Joined APC: Sep 2011
Posts: 107
Originally Posted by Autothrust
From your lips to God's ears. Or keyboard as it were.
As I see it, we are extremely profitable so we should see pay rates that reflect that.
09-29-2015, 11:05 AM
#143
Gets Weekends Off
Joined APC: Jan 2010
Position: MD80
Posts: 188
Originally Posted by fishforfun
Not sure what fantasy world your living in but you are never going to be happy here because we will not see SW, Delta etc rates. The union isn't even attempting to get them. When I ran their numbers I didn't go past year 7 for FO rates and band 1 was $100 and band 3 was $110. Agreed about pay bands, they are a non starter for a contract. The FO rates are at or above Alaska for the first 3 years then we fall behind again. If you want Delta rates, go to Delta, enjoy your commute and overnights.
As stated by others, it's obvious the company isn't interested in longevity of their pilots based on the terrible captain rates and no mention of retirement and insurance.
As stated by others, it's obvious the company isn't interested in longevity of their pilots based on the terrible captain rates and no mention of retirement and insurance.
If VA can pay a 10 year Captain $185, we can afford to pay $210 or more.
09-29-2015, 11:15 AM
#144
Gets Weekends Off
Joined APC: Aug 2011
Position: Hoping for any position
Posts: 2,504
Originally Posted by MD80driver2day
Who's asking for DAL rates? I'm asking for LCC or ULCC rates that represent the 50 quarters of continuous profitability. They are being more generous with FO rates because they make up a larger percentage of the vote.
If VA can pay a 10 year Captain $185, we can afford to pay $210 or more.
If VA can pay a 10 year Captain $185, we can afford to pay $210 or more.
Originally Posted by flyingdutchman1
Explain to me how the "FO rates aren't bad". If I did my math correctly the 12 year FO rate is $111 per hour on band three. Which would mean band one rate would be approx. $101 per hour. All FO's at Allegiant should see those rates as a slap in the face. Why can't the most profitable company in the US afford Southwest rates, Delta rates, United rates, American rates, etc...?
We will not see a contract to vote on before we enter a 30 day cooling off. The company has ZERO incentive to move forward.
09-29-2015, 11:16 AM
#145
Line Holder
Joined APC: Jun 2014
Posts: 36
Originally Posted by flyingdutchman1
I've had my stuff in at Delta with LOR's for over 2 years. Didn't realize it was so easy to get on there. I'll PM my phone number to you so you can set up an interview for me.
As I see it, we are extremely profitable so we should see pay rates that reflect that.
As I see it, we are extremely profitable so we should see pay rates that reflect that.
09-29-2015, 11:27 AM
#146
Gets Weekends Off
Joined APC: Oct 2013
Position: FO
Posts: 525
I don't think you guys should get too hyped up on the pay rates. I agree that the hourly is weak, the pay bands are stupid, and we just need one flat rate. But the actually hourly rates aren't what is going to make or break a contract for us.
The real meat is in the work rules, which we don't know much about yet, although the union has said the company won't budge much in this category.
I would accept the pay band 4 pay rates as a flat rate IF we had the following work rules as a bare minimum.
1. Line bidding
2. Min of 15 off on a 31 day month/14 off in a 30 day month
3. Short call reserve of at least 2 hours and Long call reserve of 12 hours (50% of call RSV lines are Long call). RSV's must be called in reverse seniority, see #12)
4. 4 flight pay hour minimum daily rig
5. At least two blocks of four days OFF consecutive per month
6. TDY, VBD, HOM base whatever you want to call it, is at least 20 days ON 10 days OFF consecutive or better for commuters.
7. No vacation blackout weeks, and double the vacation accrual rate that we have now with no limits to how much vacation you can carry from year to year
8. NO junior manning. Period.
9. 200% pick-up on days off/mission modes
10. The ability to bid on training days and the 4 hour rig applies to training as well.
11. 100% DH pay
12. 100% clarity in merlot (or whatever software the company uses to see #of RSVs and schedules in other bases etc. no exceptions)
13. 2.00/hr per diem or better
14. Improved retirement contribution and Medical
There are other things of course, but for me to take anything the company offers seriously I pretty much need to see all of the above.
If not, I don't care if the CA pay rates clear 200/hr, it's a NO vote from me.
The real meat is in the work rules, which we don't know much about yet, although the union has said the company won't budge much in this category.
I would accept the pay band 4 pay rates as a flat rate IF we had the following work rules as a bare minimum.
1. Line bidding
2. Min of 15 off on a 31 day month/14 off in a 30 day month
3. Short call reserve of at least 2 hours and Long call reserve of 12 hours (50% of call RSV lines are Long call). RSV's must be called in reverse seniority, see #12)
4. 4 flight pay hour minimum daily rig
5. At least two blocks of four days OFF consecutive per month
6. TDY, VBD, HOM base whatever you want to call it, is at least 20 days ON 10 days OFF consecutive or better for commuters.
7. No vacation blackout weeks, and double the vacation accrual rate that we have now with no limits to how much vacation you can carry from year to year
8. NO junior manning. Period.
9. 200% pick-up on days off/mission modes
10. The ability to bid on training days and the 4 hour rig applies to training as well.
11. 100% DH pay
12. 100% clarity in merlot (or whatever software the company uses to see #of RSVs and schedules in other bases etc. no exceptions)
13. 2.00/hr per diem or better
14. Improved retirement contribution and Medical
There are other things of course, but for me to take anything the company offers seriously I pretty much need to see all of the above.
If not, I don't care if the CA pay rates clear 200/hr, it's a NO vote from me.
09-29-2015, 11:36 AM
#147
Gets Weekends Off
Joined APC: Jul 2005
Posts: 442
Originally Posted by HVYMETALDRVR
There are other things of course, but for me to take anything the company offers seriously I pretty much need to see all of the above.
If not, I don't care if the CA pay rates clear 200/hr, it's a NO vote from me.
I've said it before and I'll say it again. Discussing particulars on what will make you vote yes or no just makes the negotiating team's job harder. Each of us have our requirements but one thing is for sure, I have different requirements for if I stay at work or have to return to work.
09-29-2015, 11:37 AM
#148
Gets Weekends Off
Joined APC: Aug 2011
Position: Hoping for any position
Posts: 2,504
Originally Posted by HVYMETALDRVR
I don't think you guys should get too hyped up on the pay rates. I agree that the hourly is weak, the pay bands are stupid, and we just need one flat rate. But the actually hourly rates aren't what is going to make or break a contract for us.
The real meat is in the work rules, which we don't know much about yet, although the union has said the company won't budge much in this category.
I would accept the pay band 4 pay rates as a flat rate IF we had the following work rules as a bare minimum.
1. Line bidding
2. Min of 15 off on a 31 day month/14 off in a 30 day month
3. Short call reserve of at least 2 hours and Long call reserve of 12 hours (50% of call RSV lines are Long call). RSV's must be called in reverse seniority, see #12)
4. 4 flight pay hour minimum daily rig
5. At least two blocks of four days OFF consecutive per month
6. TDY, VBD, HOM base whatever you want to call it, is at least 20 days ON 10 days OFF consecutive or better for commuters.
7. No vacation blackout weeks, and double the vacation accrual rate that we have now with no limits to how much vacation you can carry from year to year
8. NO junior manning. Period.
9. 200% pick-up on days off/mission modes
10. The ability to bid on training days and the 4 hour rig applies to training as well.
11. 100% DH pay
12. 100% clarity in merlot (or whatever software the company uses to see #of RSVs and schedules in other bases etc. no exceptions)
13. 2.00/hr per diem or better
14. Improved retirement contribution and Medical
There are other things of course, but for me to take anything the company offers seriously I pretty much need to see all of the above.
If not, I don't care if the CA pay rates clear 200/hr, it's a NO vote from me.
The real meat is in the work rules, which we don't know much about yet, although the union has said the company won't budge much in this category.
I would accept the pay band 4 pay rates as a flat rate IF we had the following work rules as a bare minimum.
1. Line bidding
2. Min of 15 off on a 31 day month/14 off in a 30 day month
3. Short call reserve of at least 2 hours and Long call reserve of 12 hours (50% of call RSV lines are Long call). RSV's must be called in reverse seniority, see #12)
4. 4 flight pay hour minimum daily rig
5. At least two blocks of four days OFF consecutive per month
6. TDY, VBD, HOM base whatever you want to call it, is at least 20 days ON 10 days OFF consecutive or better for commuters.
7. No vacation blackout weeks, and double the vacation accrual rate that we have now with no limits to how much vacation you can carry from year to year
8. NO junior manning. Period.
9. 200% pick-up on days off/mission modes
10. The ability to bid on training days and the 4 hour rig applies to training as well.
11. 100% DH pay
12. 100% clarity in merlot (or whatever software the company uses to see #of RSVs and schedules in other bases etc. no exceptions)
13. 2.00/hr per diem or better
14. Improved retirement contribution and Medical
There are other things of course, but for me to take anything the company offers seriously I pretty much need to see all of the above.
If not, I don't care if the CA pay rates clear 200/hr, it's a NO vote from me.
09-29-2015, 11:55 AM
#149
Line Holder
Joined APC: Sep 2015
Posts: 34
"The union wants us to be compared to American, Delta, United and Southwest, airlines that are more than 10 times the size of Allegiant. Our true competitors are other ULCCs like Frontier and Spirit."
However:
"No other US airline has our business model, which offers all of our team members more lifestyle flexibility, increased job security and greater opportunities for advancement."
So we're unlike any other airline out there, but for compensation and benefit purposes, we're going to compare ourselves Spirit (whose five-year contract was TAd in June 2010) and Frontier (who was in bankruptcy and operating under concessionary wages and benefits).
However:
"No other US airline has our business model, which offers all of our team members more lifestyle flexibility, increased job security and greater opportunities for advancement."
So we're unlike any other airline out there, but for compensation and benefit purposes, we're going to compare ourselves Spirit (whose five-year contract was TAd in June 2010) and Frontier (who was in bankruptcy and operating under concessionary wages and benefits).
09-29-2015, 12:10 PM
#150
Gets Weekends Off
Joined APC: Jan 2010
Position: MD80
Posts: 188
Here's the thing with the cooling off period... The NMB just ruled that they will not release the RAH pilots because the two sides are too far apart and that nothing can be accomplished within the 30 days. So, I guess we can infer that we better get "close" before we will be released.
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