Is Atlas currently accepting applications and interviewing? I can't tell from reading this thread. If so, do they hire 56 year olds?

Thank you

 

No and Yes.

Atlas Air, Inc.

 

As another 747 FO, I'm with you, but I think the only chance of that was during the last contract. I think it's too late for that now.

 

Never say never...

 

It is never too late. It depends on what we are willing to do to get what we want. Next CBA, we could get the worst contract in the industry or the absolute best contract in the industry...or something in between. It just depends on this pilot group and what we are willing to fight for.

 

I understand what you're saying, but I don't think you will get a majority of the union to go for it. The amount of money available for pay increases is likely a finite amount and we probably do have the ability to influence how it is allocated. The problem is bringing 767 (or 777) pay up to 747 levels will result in a smaller increase for the 747 guys. Seeing as the majority of pilots and the most senior pilots are on the 747 I can't see them sacrificing their pay for more junior crewmembers. It would go against industry history - why did our new hire pay get extended until the end of OE vs 1st flight? -Why are their airlines that still don't pay for hotels during initial training? Because those things are not what the more senior guys are willing to fight for. It might not be a conscious decision but it is the end result.

 

Galaxy, you can't start negotiations with that kind of mentality. It might seem far fetched to be able to get such a pay scale but if presented to the company in a logical manner they might go for it. On the other hand if this sort of pay scale is the most important for the pilot group over anything else, then the union will make sure to make it a priority and will hold out on signing new contract until they get it.
The point you are making is valid, but your examples are purely economics, investing in a new hire is expensive, hence the lower pay and all for first year, and it's a time to see if their new hire fits the mold, or is able to pass training.
I am a believer that the company should pay for hotel for their new hires, I don't think the senior people are out to get the new hires but sometimes the company finds very clever ways to get around the contract as we a all know.

 

Absolutely!

 

Pay scales alone only paint a small piece of the compensation puzzle. An important foundation, but $300/hr means nothing unless the work rules support the wage increase.

And nothing is worth it to make a livable wage based on working overtime or 17 days/mo to attain it.

Hard lines with no reserve - ever; No more hybrid lines - if they can't find 17 days of work, build a line with less days; No extensions; trip displacement credit added to the reassigned trip credit or credit for pay and days off, CRT starts at your first AWARDED report; you hold the line your seniority entitles, with the company having to resolve conflicts; Max days on 15 inclusive of gateway; Company paid healthcare, dental, vision; 17.3% B-Plan; Your awarded trip goes, even close, you fly it; anchored r2; DH 1:1 maximum - no more than 50% of supernumery seats on company AC 1:1.5 on commercial business or better outside conus or lower 48 greater than 3 hours; CRT 1:3.5; Bids awarded end of month prior (I.e. Mar awards posted 25 Jan)

Then, the pay is bonus. Do the math based on your CY13 schedules at your present rate and see how it would affect your W2.

I could go on, but it'll become tl;dr. I think the idea is sufficiently put forth.

In solidarity (Or if you prefer Super Troopers: "Same team! Same team!"

 

Jerry Springer for NC chairman.