The “insane bonuses” you refer to are very recent (less than a year ago) vs 6 years of sub par pay to regional peers. I’d say you need to take your own advice about painting false narratives.

And again, it was a calculated choice for many who chose to work at a WO, that almost anyone could have chosen for themselves, just to secure that guaranteed flow. I chose ENY and commuted for 2 years from a SkyWest and Compass base (LAX) to DFW, before moving to DFW, just for flow as a back up. (No checkride failures/ no skeletons/ with a 4 yr college degree on my wall) Almost anyone could have done that if they chose to. To each their own. But to say it’s unfair for those who didn’t purposely choose that path, is being unfair to them over something like not receiving 401k as a previously employed AAG Employee, IMHO has an very entitled attitude, which is fine. Feel free to cry about it.


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I don’t think anyone really cares about the bonuses. What someone’s severance is with their old job is their own business. Once a pilot is here though, everyone should really be on the same scale with the same benefits.

 

That is a perk for coming to from one AAG company (ENY/PSA/PDT) to another AAG company (AA), as even AA is an AAG owned company. Given that they don’t allow flows to keep their vacation or sick balances, the 401k day 1 is nice.


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I hope you understand you can’t staple anyone under current laws. More than likely any seniority list integration would go to arbitration. No one would agree to a staple because you can’t do worse than that. Arbitration offers the hope of a improvement with zero downside.

 

I agree, no reason to engage any further.

 

Sadly I don't think some understand that.

 

Bingo, thank you!

 

Alaska..

Alaska Airlines and ALPA appear to have reached an agreement on an industry-leading pilot TA.

Pay rates:
- Year 1 FO: $104 per flight hour
- Year 2 FO: $148 per flight hour
- Year 5 CA: $290.47 per flight hour
- Top of Scale (CA DOS): $306 per flight hour

Scope:
- Vast gains
- Regional Airline limitations
- Code Share protections
- Merger protections
- Removal of arbitration requirement in the event of a merger.

Notable items:
- Holiday and ETOPS pay
- “Snap Up” clause
- “Delay pay”

 

So it is a "perk" that some new hires get paid more than others? Please tell me that you're joking. Hogwash, it is punishing one new hire by drastically negatively impacting their future investment potential over another new hire with the same seniority date. In what universe is that okay? It's this kind of mindset that is ruining AA along with the old guard running APA. These clowns need to go.

And yes, WO bonuses were light-years ahead of bonuses from Skywest, Republic, or Mesa for years, not just recently. Now you guys get paid triple a Republic pilot and guess what, STILL get 401K matching day one at AA. Care to explain that? Is that still a "perk"?

 

Exactly, every other airline does this but it is a “perk” at AA.