Well the email sent out said 8-12% pay increase so that's about 5 bucks.

Still havnt got the details yet just a rough outline. I think the details are supposed to be released next week.

Apparently they own part of us. Also, we are the only express carrier to only fly for United.

Quoted for truth. Work your tail off to get the job you want and.....you too will not support a flow.

How did that work out for the boys at Comair? Colgan? Pinnacle? Did those guys work hard? You can complain about it but i'll take every advantage i can get. To each his own. Making below 20k to fly a jet for any mainline carrier will always strike a nerve for a lot of us.

I agree with working hard. But flying jets with "United" or "Delta" on the side and operating them as safely as our good ole buddies at mainline and giving the customer a "one airline" experience...you're damn right people in the regionals want flow. Not all mainline guys are not understanding of the situation. Hey regional guy you're good enough to fly up to 90 of our passengers 6 times a day out of EWR,ATL,ORD,JFK, and SFO but you can't fly our planes or get paid a liveable wage.

I'm glad Commutair got something and i haven't seen your guys TA but you guys deserve it. Hopefully there is some good increases. Have lots of good friends over there. Paid off sticking with it. Flows are the way of the future and much overdue in my opinion.

I'm not against a flow-through at all. When I was at the wholly owned Continental Express I worked as a pilot recruiter for two years interviewing pilots at a rate of 25 per week on average. We had a flow through in place as we were the only regional feed Continental had (Gulfstream was code sharing in Florida). I specifically remember what we were looking for and minus the flight time, our new-hires had to be "employable at Continental". What that meant was a clean record and a 4 year degree (there were very few exceptions...) All our pilots would have plenty of flight time upon class date at mainline. What we had to filter out at Express was disqualifying items handed to us from mainline along with the normal attitude check etc. I even wrote up a 10 page proposal advocating a single seniority list (involved 3 years at Express before obtaining the mainline number) that was read and probably laughed at by the flight operations HR group at Continental at the time (this was Summer of 2001). To make a long story longer....I ended up leaving after the events of 9/11/ flow-back (these things work both ways...) and subsequent spin-off of Continental Express(Expressjet) for AirTran where I spent just shy of 3 years before hiring on to CAL in 2005. I've been lucky in that I've had a great career up to this point due to my age/advancement/offline training dept opportunities/line check airman/etc. I say this only to reinforce my position that despite the long way in which I got here, I'd still support a flow-through agreement as long as filters are in place and future hiring at the participating carriers respects the hiring requirements (minus flight time) in place today at UAL mainline. I think you attract better pilots at the participating regional and develop brand loyalty (which I believe is lacking at our regionals today) early on in the career.

My .02, worth very little......

Huh. Then quit, if your airline is not representing your beliefs

If that's true then that's a good thing and will be a great recruiting tool. United see's a small airline that it can grow and have a cheaper labor cost then other Contract Carrier in terms of paying very senior employee's more money.
If United owns that much of CommutAir it won't just stop at 145's you'll get even bigger equipment down the road. Sounds like good stuff for all you guys/gals.

I completely agree. Working at Mesa for almost 2 years at IAD was difficult. Nobody even worked for United. We all were contracted workers. United did not care about us. The rampers weren't United. Half the customer service agents weren't United. It is hard to have pride in a brand that doesn't want you or value you. But i just get frustrated when some mainliners take shots at the regionals as if there isnt the same level of competency or ability. People need opportunities. To be honest i think it would strengthen the level of pride in which people feel for the brand and increase results.

Did you do any research prior to joining this industry? Were you given false information about how regional/major relationship works?

I'm against any flow. There has to be a filter to the major. Remember you guys fly the colors of the major. Not the other way around.