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Originally Posted by Name User
(Post 2420545)
LUS didn't even have a line guarantee and combined with A320 CAs making $125/hr $85/hr FOs topped out, I'll take the current AA contract every single time. Guys must have some serious selective memory or they never flew under the LUS contract as a block holder to know just how bad it was. Reserve was great as we had a ton of them but we made $50k/yr on an Airbus. Spirit guys made way more than us.
I would like LOS to be implemented but if you deferred it goes to only the time you elected to come back. Anyone who came back right away should get full LOS. IMO. Min day will just mean the junior guys are going to be doing red eyes imbedded in regular trips, they're not going away but I would like an override for them. They are brutal. |
Originally Posted by mainlineAF
(Post 2420574)
Envoys payscale also tops out at 106/hr with a minor 401k match while AA is 323/hr with 16% DC.
I know our contract needs work but comparing it to envoy or any other regional is laughable. |
Contract 2020:
1) 5:30 Min Calendar Day 2) Full LOS 3) LTD fix up to industry standard 4) Industry leading Profit Sharing 5) Industry leading hotel language 6) DL/UA/FDX/UPS + 1% for pay I'd say that would be a pretty good start! |
Originally Posted by Mover
(Post 2420617)
It's laughable that you brought up their pay scale. There should be NO comparison and NOTHING in our own regional's contract that's better than ours. Not a single thing.
Are the commuter hotels in their contract? I was under the impression they are an added recruiting tool just like the bonuses and thus easily taken away if staffing is no longer an issue. Sent from my iPhone using Tapatalk |
There is more to a contract than just pay rates.
Most regionals now have credit for each day of reserve scheduled. So if you fly an 8 hour day you will break guarantee. Once you get to your 76 hours. You have a choice to either take the rest of the month off or make extra money. Why should we be tied to our phones, not be able to have a beer or be within 2 hours of the airport for free? Each day needs to be viewed as a single day. Not grouped into a month. |
Originally Posted by mainlineAF
(Post 2420397)
Calendar day would be huge. I feel for the furloughees but calendar day helps everyone.
Side note. Didn't a lot of the furloughees bypass recall for a while? So the guys who are on 3rd or 4th year pay could have come back a while ago and been on a much higher longevity pay? If it's one or the other it should obviously be calendar day. But I don't fly slash trip so whatevs. |
Originally Posted by Name User
(Post 2420545)
LUS didn't even have a line guarantee and combined with A320 CAs making $125/hr $85/hr FOs topped out, I'll take the current AA contract every single time. Guys must have some serious selective memory or they never flew under the LUS contract as a block holder to know just how bad it was. Reserve was great as we had a ton of them but we made $50k/yr on an Airbus. Spirit guys made way more than us.
I would like LOS to be implemented but if you deferred it goes to only the time you elected to come back. Anyone who came back right away should get full LOS. IMO. Min day will just mean the junior guys are going to be doing red eyes imbedded in regular trips, they're not going away but I would like an override for them. They are brutal. APA has been a detriment to the AA pilots for decades. But abused children just don't know any better. Hopefully all the new blood here will change things around. I'd be happier with ALPA in. |
Originally Posted by aa73
(Post 2420622)
Contract 2020:
1) 5:30 Min Calendar Day 2) Full LOS 3) LTD fix up to industry standard 4) Industry leading Profit Sharing 5) Industry leading hotel language 6) DL/UA/FDX/UPS + 1% for pay I'd say that would be a pretty good start! |
Originally Posted by cactusmike
(Post 2420771)
That was the east contract. The west contract was far better and had some industry leading parts like short term disability that did not rely on a bank of hours, paid 66% of your pay, and reset when you came back to work. Long term disability was 60% of your pay up to social security age with zero income offset. Add in 5+15 for each 24 hour sit in a hotel (called the long rate) trip ownership, no tagging lineholders and a bunch of other items that were ignored because we were just "west rookies".
APA has been a detriment to the AA pilots for decades. But abused children just don't know any better. Hopefully all the new blood here will change things around. I'd be happier with ALPA in. Perhaps some structural issues would be worth it. I don't think ALPA allows the kind of games with voting that makes APA so awful. The MIA and DFW reps have so much voting power that no other base has any effective representation. I think retirements should help. In a few years, many of the bad guys will retire-and the landscape should be much better. If we could fix the voting system, we would have the makings of a good union (or at least a far less awful one.) |
Originally Posted by trent890
(Post 2420783)
Don't forget about something better than A3 deadhead priority to get you back home after recurrent training or a broken trip!
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