I should have bailed to a different regional I guess.

 

They could find themselves with 30% of the company quitting on one notice potentially.

 

If they could hire they wouldn't have to downgrade in the first place. If the "big news" is not flow or 50k/yr for FO's it's not going to work. Take republic for example. They are giving away free Starbucks gift cards and somehow still can't staff the airline.

 

I've been trying really hard to maintain my optimism with regards to this company. Going on ten years here, and all I do is go backwards in both pay and quality of life. Now I'm more inclined to believe the ex Comair guys that would say, that's how it started out with us, and it'll be no different with you. Delta appears to be full of empty promises, and are flat out lying to us. I find it hard to believe that they are dumb enough to think that their actions go along with making Endeavor the "best "regional". They realize that they're unable to attract new hires or even retain a lot of the FO's, but they won't change anything to make things better. In my opinion their lack of actions are deliberate, and they'll just let this company shrink, and then blame the new ATP rules for their inability to hire. Then they'll have another huge tax write off like they did with Comair. Disclaimer: I didn't listen to the conference call, and this is only my opinion!

 

I took my free type rating, 6 month paid vacation and bonus bribe...sent them my resignation by singing telegram and walked away from that explosion in 2012. I have yet to regret it.

 

If every regional thinks it will fly to blame the 1500 hr rule for their hiring problems, I would love to see them explain why Delta, United, American, Jetblue, etc dont have those same problems.

 

Please tell me this is true!

 

This thread has brought out the finest people.

Didn't get a chance to ask on the call, why is FO pay unacceptable for those downgrading, but perfectly acceptable for those of us stuck there? The answer that the CAs will be hurt by the pay because they have been spending at a CA pay level is complete crap. They know where they are on the list and have known that it was coming for years and should have been saving for the eventuality. Those of us who are just stuck as FOs at the current rate haven't had the opportunity to build up a cushion for the low rates. So if my pay rate is too low for them to live on, why is it high enough for me? What, they don't sell Ramen where the downgrades live?

 

I see another spike in attrition. Maybe this is what they want, get as many current employees to quit.

 

Yeah, that LOA is just another example of inequitable treatment amongst different groups of pilots on the seniority list at Endeavor Air. If it had not been a mutually agreed upon LOA, it would be very close to being considered as workplace discrimination. Being that it was mutually agreed upon however, makes it just wrong and unfair on so many levels.

This LOA, might have seemed like a great idea at surface level, but after very little digging, it is easy to see that it only benefits a small and select group of downgraded captains..... While at the same time, this LOA is slighting about 900 other pilots on the seniority list. Do they really want/need to give any more reasons to the pilots of Endeavor to be disgruntled?