View Poll Results: Do you wear an ALPA Lanyard?
Yes, Always!
95
50.00%
Yes, but only during negotiations and only contract specific ones.
68
35.79%
Never
27
14.21%
Voters: 190. You may not vote on this poll
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05-15-2026 | 07:34 AM
#91
On Reserve
Joined: Feb 2013
Posts: 160
Likes: 87
This is wild to me. I guess one theory could be that the 2021-2023 hires are all happier than pigs in ****. Fast upgrades, big money, lots of seniority movement. They (many, not all) have known no hardship in the industry or personal mistreatment by the company. Circumstances made them this way, not anything innate in themselves. Having talked to several it seems like some of them are perfectly content and that worries me for what they’d accept in a TA.
I agree there’s lots on the Kool-Aid. It is up to those of us who aren’t to tactfully inform the other side of the story.
I agree there’s lots on the Kool-Aid. It is up to those of us who aren’t to tactfully inform the other side of the story.
I emphasized (qol, soft pay, vacation, and sick on my survey)
05-15-2026 | 10:16 AM
#92
Line Holder
Joined: Jul 2008
Posts: 1,480
Likes: 330
[QUOTE=Podracer;4036014I need some more fellas to tell me we're not paid our worth and it could be so much better 🤭
[/QUOTE]
The real first step is to just dismantle the Kool-Aid perspective and inform pilots that there is no family at all. The company is a business, and pilot are an expense that they do not like. They do not care about pilots, there is no family culture, they will throw pilots under the bus, and all of the B-Day, Velvet, Kool-Aid stuff is a complete facade.
Once that groundwork is laid, go to the mountain of evidence (optimizer, running a little hot, batched COVID response, holding UNAs hostage and toying with them, unilateral contract changes and reinterpretations, reliability letter intimidation, blaming only the pilots as the employees causing the company problems, underpaying pilots and pretending to care about it, ad nauseum). All of this is for naught though if the original groundwork is not laid.
[/QUOTE]
The real first step is to just dismantle the Kool-Aid perspective and inform pilots that there is no family at all. The company is a business, and pilot are an expense that they do not like. They do not care about pilots, there is no family culture, they will throw pilots under the bus, and all of the B-Day, Velvet, Kool-Aid stuff is a complete facade.
Once that groundwork is laid, go to the mountain of evidence (optimizer, running a little hot, batched COVID response, holding UNAs hostage and toying with them, unilateral contract changes and reinterpretations, reliability letter intimidation, blaming only the pilots as the employees causing the company problems, underpaying pilots and pretending to care about it, ad nauseum). All of this is for naught though if the original groundwork is not laid.
05-15-2026 | 10:25 AM
#93
Line Holder
Joined: Oct 2025
Posts: 259
Likes: 157
The real first step is to just dismantle the Kool-Aid perspective and inform pilots that there is no family at all. The company is a business, and pilot are an expense that they do not like. They do not care about pilots, there is no family culture, they will throw pilots under the bus, and all of the B-Day, Velvet, Kool-Aid stuff is a complete facade.
Once that groundwork is laid, go to the mountain of evidence (optimizer, running a little hot, batched COVID response, holding UNAs hostage and toying with them, unilateral contract changes and reinterpretations, reliability letter intimidation, blaming only the pilots as the employees causing the company problems, underpaying pilots and pretending to care about it, ad nauseum). All of this is for naught though if the original groundwork is not laid.
Once that groundwork is laid, go to the mountain of evidence (optimizer, running a little hot, batched COVID response, holding UNAs hostage and toying with them, unilateral contract changes and reinterpretations, reliability letter intimidation, blaming only the pilots as the employees causing the company problems, underpaying pilots and pretending to care about it, ad nauseum). All of this is for naught though if the original groundwork is not laid.
Also, many don't understand that a labor organization is a broker, we are the product and the company is the client.
ALPA does a lot for us beyond that but when you get down to the nuts and bolts, that's the reality. Labor isn't anything different than, let's say tires, the company wants the cheapest tires that will do the job.
When people get emotional over how RG operates, they are losing perspective.
05-15-2026 | 10:44 AM
#94
Racketeer
Joined: Mar 2015
Posts: 13,356
Likes: 843
From: N60.4858 W149.9327
Agreed.
Also, many don't understand that a labor organization is a broker, we are the product and the company is the client.
ALPA does a lot for us beyond that but when you get down to the nuts and bolts, that's the reality. Labor isn't anything different than, let's say tires, the company wants the cheapest tires that will do the job.
When people get emotional over how RG operates, they are losing perspective.
Also, many don't understand that a labor organization is a broker, we are the product and the company is the client.
ALPA does a lot for us beyond that but when you get down to the nuts and bolts, that's the reality. Labor isn't anything different than, let's say tires, the company wants the cheapest tires that will do the job.
When people get emotional over how RG operates, they are losing perspective.
05-15-2026 | 09:42 PM
#95
On Reserve
Joined: Feb 2013
Posts: 160
Likes: 87
The real first step is to just dismantle the Kool-Aid perspective and inform pilots that there is no family at all. The company is a business, and pilot are an expense that they do not like. They do not care about pilots, there is no family culture, they will throw pilots under the bus, and all of the B-Day, Velvet, Kool-Aid stuff is a complete facade.
Once that groundwork is laid, go to the mountain of evidence (optimizer, running a little hot, batched COVID response, holding UNAs hostage and toying with them, unilateral contract changes and reinterpretations, reliability letter intimidation, blaming only the pilots as the employees causing the company problems, underpaying pilots and pretending to care about it, ad nauseum). All of this is for naught though if the original groundwork is not laid.
Once that groundwork is laid, go to the mountain of evidence (optimizer, running a little hot, batched COVID response, holding UNAs hostage and toying with them, unilateral contract changes and reinterpretations, reliability letter intimidation, blaming only the pilots as the employees causing the company problems, underpaying pilots and pretending to care about it, ad nauseum). All of this is for naught though if the original groundwork is not laid.
But it's still takes some time to adjust my standards after spending so much time being treated like trash. It's also kind of disorienting and confusing to suddenly actually have leverage, to not be totally expendable, and to figure out what to do with this new found power in the current geopolitical environment.
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