quite an interesting and unique perspective on these pages. I appreciate the opportunity to see a new / different viewpoint.

 

This is your reply? You should be embarrassed.

 

AA parked 5 of 9 fleet types.

MD80 (parked shortly before COVID-19)
E190
B757
B767
A330

These amounted to about 10% of the fleet.

In all the COVID-19 impacts, the fleet simplification to two narrow body and two wide body series is often missed.

Standardization of parts, mechanics training, and pilot training should not be underestimated to the operations or the bottom line. This will be a positive impact long after COVID-19 is just a faint memory.

 

https://www.forbes.com/sites/tedreed...h=1176de8e4b80

According to the spokesperson quoted in the article, they will be done with training all recalled pilots by the end of June. So what’s happening between July and October, which is when they said they’ll start classes for people with CJOs? Maybe classes will start sooner?

 

I agree that this should lead to an operational simplification and efficiency. I’m not sure however that this particular management team has what it takes. Even with these simplifications, we’re cancelling hundreds of flights, some of which are due to maintenance and weather events. (IROPS recovery and maintenance should’ve been helped by the streamlining).

With a management team that focuses on operational integrity, AA has the tools to succeed. With a management team that spends all their time focusing on woke emails and endeavors, plus cutting resources like gate agents per flight, no amount of efficiency can help.

 

Every airline does what you guys complain about. It’s a Facebook profile picture logo, or Instagram, or an email. Why do you guys let it bother you? It’s not the cause of the massive issues at this airline, or even a factor. Its literally a non factor. I bet those emails are written by people you’ve never heard of, sent on doug or chip’s account. They also sent emails praising the last president and his administration. Whatever!

I do care about the fact that they make awful operational decisions on a consistent basis, and we pay a price for it.

 

I disagree. I think its valuable time and resources being taken away from what should be front and center everyday, the operation. Time we as employees spend on these distance learning modules and in person classes could be oriented around customer service (FAs, gate agents etc) and other operational priorities.

I tell you one thing, if we ran a great operation and our customer satisfaction surveys were at an all times high, I wouldn’t care about these woke activities. However seeing what’s happening around here, and how management chooses to run the operation, Well they’re spending their energy in all the wrong areas. Take care of the Airline.

 

What you are complaining about was part of the settlement with the NAACP to get AA off of their travel warning.

https://www.google.com/amp/s/www.was...outputType=amp

 

I was just commenting on the flight cancelation news cycle. Canceling for too much work, is better than not having enough work.

I guess we have already taken for granite that the Cares3 money runs out in September and there will be enough work to keep things going without Cares4.

I am not drinking the KoolAid and Doug has gotten complacent over the last 5 years. He’s capable of leading this company just like the gate agents are capable of being nice and polite.

 

What nobody has mentioned yet is the competitive angle of just getting the job versus getting to the highest-paying level of the job.

Someone coming out of school with an engineering or medical degree can get their first job quite easily, but they must spend their whole career working harder than everyone else if they want to be promoted to the highest paid levels of their chosen field. There will be competition for EVERY raise and promotion. You might be great friends with the ten other guys you were hired with, but only one of you will get the manager position.

You can never take a break because with that increased pay comes the expectation of increased value. They got that job real easy in their twenties, but they are still grinding into their forties and fifties because the new kids coming out of college have no families or hobbies and they are ready to work harder and for way less money.

When the company needs to shed some payroll, it’s the senior guys in the crosshairs. They better hope all that extra effort is still valuable to the folks in HR, otherwise that big paycheck is low hanging fruit in a downturn.

At the airlines, you have to be more competitive than all the other guys exactly once... on interview day. From that point out, your seniority number is yours. Your base, equipment, and seat are whatever you can hold. You don’t need to schmooze the boss or get extra Masters Degrees or work weekends to get the next promotion.

As long as the company doesn’t fold in a downturn, you can count the pilots below you on the list and know if you’re getting the axe. You don’t need to work on your days off or throw your coworkers under the bus to survive job cuts.

At the airlines, you don’t need to achieve more than the ten guys you were hired with. You all upgrade together (if you want).

I like not having to weasel and sweat my way to job security; I’ve been there and that’s way too much stress. But place whatever value you want on that life stress.