Any "Latest & Greatest" about Endeavor?
Gets Weekends Off
Joined APC: Mar 2014
Position: 757/767
Posts: 388
Here we go again.
That is not borne out by reality. The vast majority of the company credits over 80 hours a month. Taking the salary asks a much much much larger portion of the company to forgo a payraise versus what would ultimately be a very small paycut for the small percentage of the company making close to guarantee. And that of course ignores improvements to vacation, sick time, and 401K as well as improvements to quality of life such as long call reserve.
That is not borne out by reality. The vast majority of the company credits over 80 hours a month. Taking the salary asks a much much much larger portion of the company to forgo a payraise versus what would ultimately be a very small paycut for the small percentage of the company making close to guarantee. And that of course ignores improvements to vacation, sick time, and 401K as well as improvements to quality of life such as long call reserve.
Gets Weekends Off
Joined APC: Feb 2016
Posts: 365
Jesus I would take Long Call Reserve if we only got an 83 hour/month pay equivalency. In a heart beat. Hell, someone can have my line in NYC. I'll voluntarily bid that.
I'll do a highspeed or something on my day off if I really need to get back to 80 hours I guess.
Edit: Oh, and for the record I want to credit more than 75 hours. And so does nearly every FO. Whoever is saying most of the company doesn't want to do that should go read this.
I'll do a highspeed or something on my day off if I really need to get back to 80 hours I guess.
Edit: Oh, and for the record I want to credit more than 75 hours. And so does nearly every FO. Whoever is saying most of the company doesn't want to do that should go read this.
Hourly rates. Period.
No salary.
Anyone that wants a salary to protect what they getting from a temporary bonus is majorly misguided.
Why the hell do you think the company wants a salary?
Because you will be working for free.
No salary.
Anyone that wants a salary to protect what they getting from a temporary bonus is majorly misguided.
Why the hell do you think the company wants a salary?
Because you will be working for free.
Gets Weekends Off
Joined APC: Dec 2012
Posts: 426
Here we go again.
That is not borne out by reality. The vast majority of the company credits over 80 hours a month. Taking the salary asks a much much much larger portion of the company to forgo a payraise versus what would ultimately be a very small paycut for the small percentage of the company making close to guarantee. And that of course ignores improvements to vacation, sick time, and 401K as well as improvements to quality of life such as long call reserve.
That is not borne out by reality. The vast majority of the company credits over 80 hours a month. Taking the salary asks a much much much larger portion of the company to forgo a payraise versus what would ultimately be a very small paycut for the small percentage of the company making close to guarantee. And that of course ignores improvements to vacation, sick time, and 401K as well as improvements to quality of life such as long call reserve.
:-)
Joined APC: Feb 2007
Posts: 7,339
I would rather wait until section 6 to negotiate, this is becoming a disaster quickly.
Gets Weekends Off
Joined APC: Oct 2015
Posts: 144
Here we go again.
That is not borne out by reality. The vast majority of the company credits over 80 hours a month. Taking the salary asks a much much much larger portion of the company to forgo a payraise versus what would ultimately be a very small paycut for the small percentage of the company making close to guarantee. And that of course ignores improvements to vacation, sick time, and 401K as well as improvements to quality of life such as long call reserve.
That is not borne out by reality. The vast majority of the company credits over 80 hours a month. Taking the salary asks a much much much larger portion of the company to forgo a payraise versus what would ultimately be a very small paycut for the small percentage of the company making close to guarantee. And that of course ignores improvements to vacation, sick time, and 401K as well as improvements to quality of life such as long call reserve.
Line Holder
Joined APC: Jan 2017
Posts: 89
Cool story bro....this BS logic of screw the junior guys in each seat and base...that is not the answer. Helping one part of the pilot group and neglecting some other parts is not a solution. Quote I got from the MEC chairman when I asked about this...." oh I bet you will credit more than 83 on reserve".....so what the hell is the union and the company going to do when I don't?? are they going to make up the difference so I don't have to take a pay cut/ and or take my self down to 8 or 9 days off and never see my kid....we have so many guys here that will just say yes to what the hell ever.
Gets Weekends Off
Joined APC: Dec 2012
Posts: 426
you seem quite upset. Instead of just being super negative on here... why dont you do something about it? voice your opinion in a more professional matter to the MEC or join in and make a difference. Or you can quit and go elsewhere where you may be happier, but I doubt that. Just here to stir the pot.
:-)
Joined APC: Feb 2007
Posts: 7,339
That's the point I was trying to make with my post...the company and union data, as well as the limited sample of talking to fellow Captains and FOs support the fact that most people credit above 83 hours per month. The dilemma we face is that is it worth reducing the pay raise for the majority of pilots to protect the pay of the vast minority? According to union data, 159 people (less than 10%) credited less than that last year.
Why don't we just take the money out of sick pay, nobody should be calling in sick?
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