DOH and left seat/right seat. Have a pulse, push throttles, get paid. Management's problem as to what airplanes they want us to fly.

Sorry finis.. but I had to answer the question... :(

Yore preaching to the choir brother Scoop. I want the hard liners to tell me how they propose otherwise...

Thanks for the answer T. Now back to regular programming.

I don't know what this means. :confused: But then again I am either a Kool-aide drinker or a Rabal-rouser depending on who you ask. :)

Scoop

We are in agreement here. We all want solid gains, but what strategy do we use?

Scoop

Again. You're mischaracterizing the "hard liners." Almost nobody is as extreme as you're trying to make it sound.

It's really pretty simple. We took a draconian, unprecedented 42% cumulative pay cut. Plus, we lost our pension AND we had thousands of our jobs outsourced, resulting in almost a decade of some pretty bad stagnation. 10 years later, our current rates are a 34% pay cut in buying power. Talk about extreme! That's not "wallowing in self pity" or looking in the rear view mirror to the detriment of looking forward. It's just good old fashioned situational awareness.

So we're aware of the situation we're in. Where do we go from here? Do we basically give up, take restoration (or even anything close to it) off the table? Or do we set the objective to restore our profession and what's left of our careers? Do we build a plan around that objective? Or do we just fumble around with some vague mission statement about "improving" and be happy with whatever happens to fall into our laps?

Sure. Negotiations are always going to involve some give and take. But on the give and take ledger, we've done FAR more giving than taking. It's time to bring that ledger closer to being in balance. That's the perspective I have been advocating.

So there's that pesky situational awareness again... pretty basic math reminding us of exactly what it would take to balance the ledger. Are you going to advocate that DALPA adopt the objective of restoring balance to that ledger and hold them accountable for it? Or are you going to be satisfied with gains that in normal times would be considered pretty good but hardly make a dent in our situation... and forget about restoration? I think that is mostly where you and I differ.

We are losing 1 pilot every 16 hours. We have lost about 260 to date this year. Attrition will probably pick up to 60 per month in the fall. 9E will be gone in less than 3 years, not 6. Once the 200's are parked, and everyone is forced to NYC, it's over.

Then they need to take the (angry) FO who didn't get a job with Delta, off of the interview selection board.

I had a friend interview at Pinn-deavor last week. Not what one would consider HIGHLY qualified, but fairly well qual'd to perform FO duties at Pinn-deavor. It seemed to him the FO on the selection board was somehow bent or confused over how his mil-competency to civilian ratings worked. Almost ****ed off he was able to get it through military training while the FO had 100k plus, in student loan debts from UND to get where he was at.

No big deal. He was hired by Skywest and it's most definitely 9E's loss.

Thanks for the correction, you've got better details.

Did he try Compass?