Flights Ops has stated they want to hire 120 in July, 120 in August, 150 in September, and 150 in October.

Well, I'd like to keep a running tally.

11 July: 35
18 July: 34
25 July: ??

To hit their desired 120, the 25 July class will need to have 51.

Can we keep a running tally to see if we hit 540 new hires, as stated by flight ops?

UAL recently announced they were cutting back hiring in 2016 because they need all hands on the line and they have vacancy bids that require lots of training/sim time. We also have big AEs to fill in the coming months at DAL.

If UAL is slowing down, why can't we make our numbers?
Also, MD88/90 new hires are supposedly suppose to start doing some of their sim training off site.

Don't vote for a contract full of concessions, the company has plenty of needs too. We have the leverage.
Sick leave change....joke
Widebody scope/relief...joke
Profit Sharing changes...joke

 

I think the 150 per month for those two autumn months has been mis-read by everyone.

The way I read the sentence is 150 for both months, i.e. about 75 each.

 

From the July 13th Flight Ops weekly update...

"Crew Resources anticipates posting the next AE on July 18. This AE will focus on narrowbody captain and first officer positions. The F/O positions will support the increased New Hire class sizes from August (120), September (150), and October (150). A broader AE in the October to November time frame is also anticipated. There will be no new bases or fleets on this AE. Crew Resources is still finalizing plans surrounding the MSP 73N base and the introduction of the A350."

 

I'll buy that, but FLT OPs does clearly state 120 per month in July and August. Right now they are not doing that.

 

I've heard United has higher numbers of age 65 retirements this year and the next several whereas our numbers won't hit big until 2019-2020

 

Thanks Whiskey Delta

 

Aha -- it looks like they clarified it from the original wording which was a few weeks ago and read more like 150 between two months.

300 new hires in 8 weeks is quite a goal.

 

They want 540 in a four months....my guess...they only hit 480-500.

I think it's odd they advertised a big AE in August, but now we are getting a smaller AE preemptively in July, while saying we'll have a big AE in the fall. The big time training waterfall is hitting, and I think they'll have problems keeping up. I'm sure they are wanting some kind of relief in a new TA. That kind of stuff is not a free giveaway. Hiring/training shortage is a problem they made worse on their own despite warnings from Flight Ops.

 

Like what?

I don't see anything in our contract that is holding them back from properly manning the operation. I am intensely leery of our side over-reacting, and misinterpreting a contractual issue for what is really a macroeconomic one.

There are some problems that can be solved by the simple passage of time, like QOL improvements for the new hires. Our contract and our relationship with management were once the biggest factors in a new hire's decision to select Delta. Now those factors are in jeopardy.

I'm going to need a sharp pencil, a calculator, and an espresso machine if we ever get a TA out of this. I want to know the costing behind every agreement-in-principle before I even consider my own decision.

 

I think it's evident by the change in size of AE's from big to small corresponds with the uptick in new hires. They can't train for a big AE while also practically doubling the rate at which we bring in new hires.

That's why the next AE will be much bigger. By the time those training events come due, most of these 540 or new hires will be on the line.