Swift Air - The truth
09-24-2019, 09:52 AM
#711
Gets Weekends Off
Joined APC: Jun 2017
Position: B767
Posts: 376
Originally Posted by mexipilot84
Super being sith master chuck Yeager, us lower beings can not comprehend your beautiful language of codes quotations and brackets.
For the rest of us the summary:
Basically they answered other questions left from the webinar.
-they will keep the hangar in gso to help with maintenance load.
-blackstone doesn’t have a press release on us because they’re part of many different industries they’re invested in.
-PHX office to shut down end of 2019 beginning of 2020.
-no scheduled service ACMI flying only.
-addition of the DHL freighters and anticipate growth in the NG.
-a close watch on aerotech to ensure they’re keeping our fleet in the air.
-no new acft, mid to end of life acft in the fleet as were not a high utilization airline on our fleet to justify new acft to make cost effective. The future is the NG.
-as growth comes they will strategize what’s needed to enhance training with our partner southwest for our pathway program.
-for now 737 will be our type and will not look for risks in new acft type unless it’s monetarily feasible and makes sense.
-management on all levels is committed to safety.
-being low cost and efficient doesn’t mean replacing safety in our maintenance.
-basically they want to steer the airline in a positive way and those that don’t go in the direction of the company in management will be professionally helped in the right direction. So I assume those not doing what they’re supposed to will be driven out.
-they will invest in updates to acft interiors to remain competitive.
-HR is currently working on reviewing changes to compensation benefits as morale is an important factor.
-employees will be given opportunities to move in different areas of the company.
-MIA will have a dedicated staff to manage it as it is the biggest operation. Scheduling is hiring a scheduled just for MIA ops.
-we desire to make the iaero group a good place for everyone to work.
For the rest of us the summary:
Basically they answered other questions left from the webinar.
-they will keep the hangar in gso to help with maintenance load.
-blackstone doesn’t have a press release on us because they’re part of many different industries they’re invested in.
-PHX office to shut down end of 2019 beginning of 2020.
-no scheduled service ACMI flying only.
-addition of the DHL freighters and anticipate growth in the NG.
-a close watch on aerotech to ensure they’re keeping our fleet in the air.
-no new acft, mid to end of life acft in the fleet as were not a high utilization airline on our fleet to justify new acft to make cost effective. The future is the NG.
-as growth comes they will strategize what’s needed to enhance training with our partner southwest for our pathway program.
-for now 737 will be our type and will not look for risks in new acft type unless it’s monetarily feasible and makes sense.
-management on all levels is committed to safety.
-being low cost and efficient doesn’t mean replacing safety in our maintenance.
-basically they want to steer the airline in a positive way and those that don’t go in the direction of the company in management will be professionally helped in the right direction. So I assume those not doing what they’re supposed to will be driven out.
-they will invest in updates to acft interiors to remain competitive.
-HR is currently working on reviewing changes to compensation benefits as morale is an important factor.
-employees will be given opportunities to move in different areas of the company.
-MIA will have a dedicated staff to manage it as it is the biggest operation. Scheduling is hiring a scheduled just for MIA ops.
-we desire to make the iaero group a good place for everyone to work.
401k with up to 5% company match.
Second year captain pay starting at $200/hr.
Second year FO pay starting at $100/hr.
Minimum guarantee for 70 hrs.
Deadhead pay of 100%.
Any DH above 3 hrs booked on business class.
Minimum days off 13.
Higher per diem.
Day off pay on top of guarantee.
Then Swift will have NO PROBLEM getting people.
Note: Some of these things I have mentioned are either industry standard and even BELOW industry standard.
Fight the good fight, YOU are worth it!
09-24-2019, 10:05 AM
#712
Gets Weekends Off
Joined APC: Jun 2016
Posts: 233
Originally Posted by Hellafo
So:
401k with up to 5% company match.
Second year captain pay starting at $200/hr.
Second year FO pay starting at $100/hr.
Minimum guarantee for 70 hrs.
Deadhead pay of 100%.
Any DH above 3 hrs booked on business class.
Minimum days off 13.
Higher per diem.
Day off pay on top of guarantee.
Then Swift will have NO PROBLEM getting people.
Note: Some of these things I have mentioned are either industry standard and even BELOW industry standard.
Fight the good fight, YOU are worth it!
401k with up to 5% company match.
Second year captain pay starting at $200/hr.
Second year FO pay starting at $100/hr.
Minimum guarantee for 70 hrs.
Deadhead pay of 100%.
Any DH above 3 hrs booked on business class.
Minimum days off 13.
Higher per diem.
Day off pay on top of guarantee.
Then Swift will have NO PROBLEM getting people.
Note: Some of these things I have mentioned are either industry standard and even BELOW industry standard.
Fight the good fight, YOU are worth it!
09-24-2019, 10:10 AM
#713
Gets Weekends Off
Joined APC: Jul 2008
Position: Gear Handle supervisor
Posts: 1,035
Originally Posted by Hellafo
So:
401k with up to 5% company match.
Second year captain pay starting at $200/hr.
Second year FO pay starting at $100/hr.
Minimum guarantee for 70 hrs.
Deadhead pay of 100%.
Any DH above 3 hrs booked on business class.
Minimum days off 13.
Higher per diem.
Day off pay on top of guarantee.
Then Swift will have NO PROBLEM getting people.
Note: Some of these things I have mentioned are either industry standard and even BELOW industry standard.
Fight the good fight, YOU are worth it!
401k with up to 5% company match.
Second year captain pay starting at $200/hr.
Second year FO pay starting at $100/hr.
Minimum guarantee for 70 hrs.
Deadhead pay of 100%.
Any DH above 3 hrs booked on business class.
Minimum days off 13.
Higher per diem.
Day off pay on top of guarantee.
Then Swift will have NO PROBLEM getting people.
Note: Some of these things I have mentioned are either industry standard and even BELOW industry standard.
Fight the good fight, YOU are worth it!
Yeah I doubt it’ll go that high, I’m assuming like an $80hr FO to maybe 140 or higher CA. Hopefully some matching on the 401K and some soft pay.
09-24-2019, 11:32 AM
#714
Gets Weekends Off
Joined APC: Jun 2010
Posts: 167
Originally Posted by mexipilot84
Yeah I doubt it’ll go that high, I’m assuming like an $80hr FO to maybe 140 or higher CA. Hopefully some matching on the 401K and some soft pay.
There was NO response from Jef90
( aka. jef.corn..) after my recommendation that he inform the company the their should be a Union on the property...
But in all seriousness we need an enforceable agreement of some kind in place. In house or Union.
I mentioned that I do not believe that most of us know, that we have a Flight Crew Addendum in place, as the latest bid letter invokes ( now being punished for DHing on you own). They are quick to use it when it will punish us, but fail to follow it otherwise.
Last year there were several individuals that were timed out in November because they flew so much, while others were not called. On track to happen again this year.
Each year the company demands more than a hundred hours in CBT recurrent. uncompensated.
Once again. Unfortunately nothing will be done until WE as a group STOP undercutting each other for our own short term gain.
09-24-2019, 01:28 PM
#715
Gets Weekends Off
Joined APC: Jun 2016
Posts: 233
Originally Posted by MNPS 50N50W
There you go again... LOW BALLING the rest of the pilot group.
There was NO response from Jef90
( aka. jef.corn..) after my recommendation that he inform the company the their should be a Union on the property...
But in all seriousness we need an enforceable agreement of some kind in place. In house or Union.
I mentioned that I do not believe that most of us know, that we have a Flight Crew Addendum in place, as the latest bid letter invokes ( now being punished for DHing on you own). They are quick to use it when it will punish us, but fail to follow it otherwise.
Last year there were several individuals that were timed out in November because they flew so much, while others were not called. On track to happen again this year.
Each year the company demands more than a hundred hours in CBT recurrent. uncompensated.
Once again. Unfortunately nothing will be done until WE as a group STOP undercutting each other for our own short term gain.
There was NO response from Jef90
( aka. jef.corn..) after my recommendation that he inform the company the their should be a Union on the property...
But in all seriousness we need an enforceable agreement of some kind in place. In house or Union.
I mentioned that I do not believe that most of us know, that we have a Flight Crew Addendum in place, as the latest bid letter invokes ( now being punished for DHing on you own). They are quick to use it when it will punish us, but fail to follow it otherwise.
Last year there were several individuals that were timed out in November because they flew so much, while others were not called. On track to happen again this year.
Each year the company demands more than a hundred hours in CBT recurrent. uncompensated.
Once again. Unfortunately nothing will be done until WE as a group STOP undercutting each other for our own short term gain.
It’s going to be interesting if and when they roll out a compensation package since they are doing a market competitiveness analysis of pilot pay, we pay regional captain pay on the hourly, however we have no trip rigs no trip protection pay no dead head pay, so maybe the hourly pay is on the market where we lose is the work rules.
The way I look at is we can only look after ourselves nobody else I will do whatever necessary to take care of my family and make money, I don’t care what you or anyone else does at this company, I don’t care if there are people making more than me. Some here need to do the same, we all are trying for the greater good but we won’t retire here most likely, it could be possible but in this day in age doubtful.
Relax let’s see what happens may surprise you maybe not just don’t know
09-24-2019, 02:24 PM
#716
Line Holder
Joined APC: May 2016
Posts: 26
So just curious, it seems like Swift Air as a company is attempting to make a lot of positive changes. But do the egregious things mentioned in the first post on this thread still hold true e.g. the bribery, W&B issues, blatant disregard for regulations and groping classmates during training still hold true?
09-24-2019, 03:21 PM
#717
Gets Weekends Off
Joined APC: Jul 2008
Position: Gear Handle supervisor
Posts: 1,035
Originally Posted by LT Maverick
So just curious, it seems like Swift Air as a company is attempting to make a lot of positive changes. But do the egregious things mentioned in the first post on this thread still hold true e.g. the bribery, W&B issues, blatant disregard for regulations and groping classmates during training still hold true?
Groping classmates? You mean security training where they’re teaching to do manual searches? That’s still procedure here because we do pax screening too at times. Never have I had to pat someone down on the line except for someone with a pace maker.
09-24-2019, 03:34 PM
#718
Gets Weekends Off
Joined APC: Jun 2016
Posts: 233
Originally Posted by LT Maverick
So just curious, it seems like Swift Air as a company is attempting to make a lot of positive changes. But do the egregious things mentioned in the first post on this thread still hold true e.g. the bribery, W&B issues, blatant disregard for regulations and groping classmates during training still hold true?
09-24-2019, 04:05 PM
#719
Line Holder
Joined APC: May 2016
Posts: 26
Well that's good to hear, I had gone through some of the posts at the beginning of this thread and they indicated all of those things I mentioned. However, the more recent posts don't seem to mention any of it. It seems like now (and correct me if I'm wrong) the biggest issues are aircraft (old, mx issues) and pay.
09-24-2019, 10:19 PM
#720
Line Holder
Joined APC: Apr 2019
Position: Seat 1 thru 4
Posts: 55
A lot of the companies problems are in the infrastructure. They haven’t followed suite with their growth. Payroll, HR, MX control, scheduling, training, training scheduling, all don’t have the tools or the personnel to do their job well. I thought for sure iAero was going to step in and improve this “supplemental airline”. Looks like iAero is just going to take a piece of the profit pie. And our fearless leaders received their golden parachutes $$$, so no skin off their backs.
I don’t believe there is any change coming here.
I’ve had enough carats dangled in front of me and then suddenly disappear here. A CEO and COO with visions of grandeur that sell fake planes and plans to the pilot group and I’m sure the rest of the people here at Swifted Aeroways. I don’t believe there will be anything close to an industry standard of anything here, ever. This is just my $0.02, of which is all I can afford. Positive change = manipulation
I don’t believe there is any change coming here.
I’ve had enough carats dangled in front of me and then suddenly disappear here. A CEO and COO with visions of grandeur that sell fake planes and plans to the pilot group and I’m sure the rest of the people here at Swifted Aeroways. I don’t believe there will be anything close to an industry standard of anything here, ever. This is just my $0.02, of which is all I can afford. Positive change = manipulation
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