beancounter

Dude, you need to check your paycheck more carefully. They’ve probably hosed you out if thousands and you don’t even know it. Amazingly the only mistakes they find are the ones that benefit them. Hmmmmm. I always notify whether the mistake benefits me or not, apparently it’s only a one way street.

mainlineAF

Do you pay attention to the industry? DL has hired over 4K the last 4 years. If you have 4K below you at AA that’s an 8000# swing. Have at it, but I think you’d be insane to leave.

I never said our contract was amazing. LTD and STD are at the top of list next for the next contract. But our contract is by no means terrible.

Go look at the contract comparisons. We aren’t far off in many categories and actually lead in some.

NorthwestAA

I'm right around 10,000, should I leave? Just kidding.

Glad to see LTD and STD at the top of the list. I was kind of disappointed that LOS took priority over LTD. It's not that I don't think the furloughs should have gotten LOS it's just that in my opinion it's a no brainer as to which is the most important to get fixed first. The combination of poor sick time, limited LTD, and no STD is kinda scary. I have a decent rainy day fund set aside, but we should at least be on par with Delta, United, and Alaska.

I heard rumor that we've had fairly new hires leave for Delta, which I could see. If I were looking for somewhere to go from the regionals or military it would probably be first choice, but things change. In flight school my first choice was American followed by United, then after 9-11 it was Alaska. What do you know? I got my old first choice! I think things are improving here and am optimistic they will continue to do so.

I've been lurking on this site for a while, thought I should start throwing my 2 cents in.

If AF stands for Air Force, thank you for your service.

Surprise

I don’t think it stands for Air Force...

Clint

Wow. Just wow.

Just because you've only had one minor mistake doesn't mean it doesn't happen. The pay process is routinely highlighted for its poor processes - our pilots shouldn't have to expend as much time and effort with Direct Connect as they do.

While I can only speak second hand of pay problems, I can speak directly to contract issues. I've seen them, I sponsor new hires who I have to help all the time dealing with contract violations, and I work for contract compliance and submit grievances (all of which have been due to contractual violations).

It's not about the company violating weak contract language, it's about them straight up violating provisions. And APA has absolutely not agreed to this provisions as weak language, they routinely identify the violations to members. Including:

- Violations of RO provisions, to include placing pilots into RO for a trip that was removed for previous RO (they should be removed with pay - 4.C7.b.). This also ties into the pay process violations.
- Improper filling of open time, primarily reassigning lineholders and reserves to fill open time. Before the AIP, this was a straight up violation. It is now allowed, but only after all other options have been attempted (which they don't do).
- Reassignment of reserves. The JCBA describes a "regularly scheduled pilot" as a lineholder. Reassignments only apply to regularly scheduled pilots. Scheduling regularly reassigns reserves.
- Violation of contractual duty periods (specifically debrief). Section 2 and 7.A.7. state that the 15/30 minute debrief is part of all duty periods (FDP/RDP). Scheduling does not acknowledge this simply because FOS is not programmed for it and they routinely schedule reserves right up to their FAR 117 FDP/RDP, which is a violation of their contractual duty period.

I could go on, but I hope you get the picture.

Buzzlightyear

There is a mentality that persists: “If i didn’t see it, it doesn’t happen”. This mentality has a related cousin “if it doesn’t happen to me it doesn’t matter”.

Sliceback

The biggest impact on company culture is the guy you’re flying with, especially if he’s the Captain. If you’re laughing, and flying the plane correctly, it’s a great culture.

Fly with a miserable person, that you thank you’re lucky stars that you’re not married to, and there is no positive culture experience that can trump the miserable experience you’re enduring for several days. At that point you’re becoming a fan of Meatloaf singing (will you love me forever) -

So now I'm praying for the end of time
To hurry up and arrive
'Cause if I gotta spend another minute with you
I don't think that I can really survive
I'll never break my promise or forget my vow
But God only knows what I can do right now
I'm praying for the end of time
It's all that I can do
Praying for the end of time, so I can end my life with you!!

R57 relay

Yep, and that applies to both seats.

I’ve got free, glowing recommendation letters to Delta for anyone that wants one.

I’ve had a really long run of good flying partners. We all complain, but I saw a big change in attitude after the raise-money talks.

I’ve asked many times on C&R, but don’t remember getting an answer-how many airlines have you worked for that gave you as much outside of section 6 as we’ve been given? I did get one answer, that it was a conspiracy to screw us later.

On pay issues-I rarely have any. I wonder if there is a big difference in LAA and LUS pay systems and effectiveness of their respective operations.

R57 relay

There is a related mentality and I believe the internet feeds it-“If it happened to anyone, it happened to everyone, repeatedly.”

PRS Guitars

This!

Flew a trip last week, was a blast, really enjoyed the work. The captain was funny and laid back, and had a good cockpit demeanor. Had a trip 2 months ago, with a complete J-bag, he complained a lot and wasn’t nice to anyone. Miserable trip, but light at the end of the tunnel, since it was only 4 days with him...fortunately, my trips here have vastly been closer to the former then the latter.

I think it’s probably the same if not slightly worse for Captains flying with miserable FO’s.