Badwxdude

The FAA audit underway is a regularly scheduled event for all 121 carriers.

dawgdriver

I did leave.

Those who I've remained in contact with found life to be MUCH better at reputable properly run airlines that balance the needs of their employees with those of the operation. They are hiring. It's not 2005 anymore.

Pilots have options. Allegiant actually works for some. If so, great. stay there. Just don't make the mistake orhers have made, hoping things would improve. They won't.

For those looking to leave, granted, it won't happen overnight, but the tide has turned and pilots are increasingly getting hired by companies that would not have even considered them 2 years ago. These companies recognize and reward their skills. In contrast, Allegiant management has shown nothing but contempt and disdain, driving away even the most senior of pilots.

Most of us that finally gave up on Allegiant came there with great hopes and aspirations too.

Undaunted

Please check your PM Inbox.

sqwkvfr

Is that right? Because it appears that the first step in the process is to determine the need for an evaluation based on the following....you may notice one or two items that might be applicable:

10-8-1-9 PROCEDURES.

A. Determine the Need for an Evaluation (see flowchart process step 10-8-1-9A). If you are the national, regional, or local AFS manager, then steps 10-8-1-9A through 10-8-1-9F apply to you. The following conditions may indicate the need to conduct an evaluation:

· Substantial change in certificate holder management;
· Substantial turnover in personnel or reduction in force (RIF);
· Labor dispute;
· Rapid expansion or growth;
· Merger, takeover, or change in ownership;
· Enforcement actions;
· Noncompliant attitude;
· Accidents/incidents/occurrences;
· Department of Defense (DOD) reviews;
· Department of Transportation (DOT)/Office of the Secretary of Transportation (OST) economic authority/insurance requirements;
· Change in fleet type;
· Substantial change in outsourcing;
· Financial distress;
· Substantial customer or employee complaints;
· Hotline complaints; and
· Certificate transfer (refer to part 119, § 119.63 regarding the status of operation/dormant certificates).

Stok1

I agree, Indeed they are leaving at a nice clip. By Allegiant management's own numbers as stated by JB; 15% for FOs and high single digits for captains. And I’m sure he’s low balling those numbers. Come one, come all there’s a juicy Airbus type to be had, for free. Get’em while they last JetBlue, Frontier and Spirit are waiting. Just lie to the Allegiant interviewers about ‘not having any apps out’, they deserve no better.

CLMP

Good post. I left a spot there in the top 15% of the seniority list to start over at the bottom at a "Big 4" carrier. I spent almost 10 years hoping things would improve. My advice for anyone who is there is this: if you like your job as it is right now and don't expect ANYTHING to improve, go ahead and stay. Stay there because of what it IS, not because of what it COULD BE. Allegiant management is not interested in making this a career company for you. If, heaven forbid, there is a catastrophe due to cutting corners in Mx and safety, JB and MG will disappear in the flames. For those of you who are there and hoping MG will be visited by 3 ghosts one night and suddenly become interested in running a long-term, viable, and safe operation, you will be disappointed. Don't make the same mistake I did. Leave now while the hiring is just starting to pick up. I live in base and although I'm not home every night, my QOL and schedule flexibility are light years ahead of when I was a relatively senior captain at AAY. Do the right thing for your families, but don't have unrealistic expectations.

fishforfun

You are speaking the words that every 30 something captain I've met needs to hear. But hey, they're home every night. Except for being TDYd every other month.

It's a huge wake up call to see guys like you leave. With so much invested in the company at this point to pack it in and leave speaks volumes. Congrats on the move, I hope to join you soon.

rokgpsman

Allegiant management has stated they don't mind the high turnover in pilots, it actually works in the company's favor to limit salary expenses. Due to the large number of pilot applicants from regional airlines and elsewhere they have been able to easily replace pilots in the past. Think about it - this scheme reduces the cost to the company for pilot salaries. After a few years of employment many pilots move on and are replaced by new pilots that accept the job at a lower salary than the pilot they replaced. Allegiant has never tried to be a career job for a pilot, they don't want a large number of 15-20 year pilots that would earn much more than the initial salary they accepted. If you have a never-ending supply of new pilots that will work for a lower salary why would you want to keep any of them around for years and have to pay them a higher salary? (other than experience, safety, professionalism, tutoring younger pilots, etc - all of which means very little to Allegiant upper management)

9easy

I've heard this many times. But I'm pretty convinced it's BS word of mouth, part of an overall negative sentiment.

Facts are the company tends to hire middle aged pilots, and the pay scales for CA's barely budge between years 3-12. 401K is the same. Most middle aged pilots have about the same medical costs, some older guys might skew upwards but that is offset by the lack of children. Vacation time is negligible with the PTO setup. On top of this, the training department is not setup for high turnover and growth like a regional is. There really is no point for mgmt to encourage turnover, or try to limit longevity, at least with the current work rules.

tyler durden

Agree 100%. They are canceling flights because they are unable to keep up with growth and attrition. First officers leaving right after ground school is a sunk cost that is unrecoverable. The fact that most of those leaving are first officers means that the company is not recovering their investment in training. The impact to the operation is an additional expense that is Impacting the bottom line