Relative scarcity. If the legacies are getting better qualified pilots than Allegiant and everyone is supposedly doing the same job with the same equipment an inequality exists.

Plus, your assertion is incorrect. If the same scarcity applies to all companies why are the regionals having a harder time attracting candidates and the legacies are awash in them? People aren't hardware. Experience counts and, thus, inequality exists.

To be clear, I am for a single union. All are paid the same for like equipment and seat wherever you work. One contract for ALL. I'm also for a single training standard so a pilot could change companies without breaking stride - he'd already be trained to a common standard set by the union. Seniority would be universal; a single seniority list for U.S. based pilots. No longer would we be locked into place at our respective airlines. We could move at will and would no longer have to start over from the bottom.

 

Bernie? Is that you?

 

Didn't you just say in your 3rd post ever on APC that you feel Allegiant pilots should be paid more due to their scarcity? But yet you fully contradict what you wrote in that post in your last nonsensical paragraph.

We do all have the same training standard, its in the 142 training regulations.

 

Do a little research on the company website, have a good reason why you want to leave your current employer and join Allegiant, where/what airframe you wish to fly, and be able to talk comfortably about your resume. Lasts about 30 minutes, half the time spent smokin' and jokin'. You should get an email within a week to set up an interview date in LAS.

 

I was outlining how the market should correct in my first post: if Allegiant can't find enough people to hire they need to pay more, i.e. the people THEY want to hire (at the price they want to pay, etc.) are becoming scarce. It is a relative scarcity, however, because the legacies are not experiencing the same problems finding pilots with the experience they desire (they pay more thus more are interested). My statement, "If you simply adhere to market principles, the higher pay should go to the group whose services are scarcer", is an axiom. I see how it reads, however. Since pilots across this industry perform essentially the same job it erases any difference that would justify a pay differential. But, what accounts for the difference in compensation between Allegiant and the legacies?


What I meant is everyone would train to the same aircraft-specific SOP's to the letter. Delta, American, United, Allegiant, Frontier, you name it should operate the aircraft EXACTLY the same way. This "way" will be determined by a single entity: the theoretical "One Union". Airlines would then hire pilots from this One Union at the same rate regardless of the destination company. This is a great idea in theory. Putting into practice would be another thing altogether.

Guys, this is it in a nutshell:

 

Anyone have a guess on reserve work rules in the new TA? As in were the negotiators able to spend any time on it, or would that have cost us too much in other areas?

 

I would expect the contract to be well rounded in all areas. We don't get another shot at this for 10 years. It has to be right, and in this climate, it has to be gotten right now.

In any event, you'll know soon enough. Basically, this is our one shot. It's the companies job to make us want to stay.

 

Off subject, sorry.

Where do you guys stay for training in LAS and what's your opinion of it?

Thanks

 

I think most new hires stay at the Element or La Quinta in Summerlin. Some have stayed at the Cancun on LV Blvd. Single occupancy...

 

Or Residence inn on Dean Martin. For me, it was great. For some of my classmates who have gambling problem, not so much.