Allegiant Air
07-01-2016 | 05:57 AM
#3353
Gets Weekends Off
Joined: Feb 2013
Posts: 3,145
Likes: 12
I think this contract boils down to the following decision-
Do you think G4 is unique enough in the industry where you accept that certain things will never be "standard" or do you hold out in an attempt to force them to align more traditionally with other major/legacy airlines.
The only thing I'm fairly certain of is the Allegiant ownership structure will be forced to change within the next 3 years, a decision possibly hinging right now on this very contract acceptance. Whether we are the surviving carrier or not who knows.
Do you think G4 is unique enough in the industry where you accept that certain things will never be "standard" or do you hold out in an attempt to force them to align more traditionally with other major/legacy airlines.
The only thing I'm fairly certain of is the Allegiant ownership structure will be forced to change within the next 3 years, a decision possibly hinging right now on this very contract acceptance. Whether we are the surviving carrier or not who knows.
07-01-2016 | 06:32 AM
#3354
Line Holder
Joined: Oct 2010
Posts: 1,072
Likes: 17
From: CA
07-01-2016 | 06:53 AM
#3355
Line Holder
Joined: May 2016
Posts: 314
Likes: 8
From: AB
Who are we going to codeshare with? Really? Are we going to pull out of the FAR-LAS route and codeshare with Delta and let them do it? This is what troubles some of you?
The real threat to our jobs is subcontracting revenue flights and that is clearly spelled out.
I think some of you are looking for things to scream about, regardless of validity.
This is NOT a "great" TA by a long shot. The real question is... is it a good enough first contract to vote in so we can stop becoming at will employees and have some protections? I'm going to hold my judgment until the road shows, but I'm inclined to say yes.
The real threat to our jobs is subcontracting revenue flights and that is clearly spelled out.
I think some of you are looking for things to scream about, regardless of validity.
This is NOT a "great" TA by a long shot. The real question is... is it a good enough first contract to vote in so we can stop becoming at will employees and have some protections? I'm going to hold my judgment until the road shows, but I'm inclined to say yes.
07-01-2016 | 07:20 AM
#3356
Gets Weekends Off
Joined: Oct 2008
Posts: 1,530
Likes: 0
So, is this TA going to pass? Sounds about 60/40 pass from my circle of pilot-buds. When I filled out my Teamster surveys over the years I indicated that I would be happy with the Spirit pay scale, Spirit retirement, and that I would accept somewhat limited work rules to fit the Allegiant model. Especially since we have about 3 functional work rules as it stands with zero path to enforcement. That was the mantra.
With TAFB (Time Away From Base) hovering at 100 hours/mo. here vs. 250-300 at all other airlines I could find happiness and feel that my hard work was being recognized by my airline.
It is apples vs. oranges when you look at the TAFB hours here vs. any other carrier. Seems many take issue with a single day off here and there. I get a single day off every Saturday in LAS flying the MD80. That is a small price to pay for 150-200 hours at home/mo. Quick math: average 7 days at home more than other airlines with overnights. That is a lot of time to call yours at home.
Well, looks like Spirit was 9% 401k match while this TA gives us 10% 401k match + profit sharing
Spirit was $185 top Captain pay while this TA gives us $216-$232 (over 5 yrs)
Spirit was $109 top First Officer pay while this TA gives us $145-$155 (over 5 yrs)
Not to mention Scope & timing (Now)
This is why I can vote YES for this TA which is light years ahead of where we are now: 4% 401k, $160 top Captain pay, $97 top First Officer pay, and our 3 work rules, sort of.
In my view, TAFB is the key here; Out and backs being the backbone of our business model.
Noted: This is from a senior point of view but all will be senior at some point either on the Captain or First Officer side.
Chip away…
With TAFB (Time Away From Base) hovering at 100 hours/mo. here vs. 250-300 at all other airlines I could find happiness and feel that my hard work was being recognized by my airline.
It is apples vs. oranges when you look at the TAFB hours here vs. any other carrier. Seems many take issue with a single day off here and there. I get a single day off every Saturday in LAS flying the MD80. That is a small price to pay for 150-200 hours at home/mo. Quick math: average 7 days at home more than other airlines with overnights. That is a lot of time to call yours at home.
Well, looks like Spirit was 9% 401k match while this TA gives us 10% 401k match + profit sharing
Spirit was $185 top Captain pay while this TA gives us $216-$232 (over 5 yrs)
Spirit was $109 top First Officer pay while this TA gives us $145-$155 (over 5 yrs)
Not to mention Scope & timing (Now)
This is why I can vote YES for this TA which is light years ahead of where we are now: 4% 401k, $160 top Captain pay, $97 top First Officer pay, and our 3 work rules, sort of.
In my view, TAFB is the key here; Out and backs being the backbone of our business model.
Noted: This is from a senior point of view but all will be senior at some point either on the Captain or First Officer side.
Chip away…
07-01-2016 | 07:34 AM
#3360
Line Holder
Joined: Jun 2008
Posts: 59
Likes: 0
Qotsaautopilot is 100% spot on. For those of you who think we have scope, read it again. Make sure you read it from AAY perspective, not a pilot wishful thinking. This lack of strength in keeping our flying is a deal breaker on its own. The furlough statement simply means AAY can enter 'joint ventures', 'marketing' and so on wherever and whenever they want. They can stagnate us beyond belief, while at the same time, utilizing other airlines (foreign or domestic) in a carefully worded agreement.
Now is the time to vote no! Once we give up scope, it will never be amended in our favor again!
Now is the time to vote no! Once we give up scope, it will never be amended in our favor again!
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