For what's worth I understood what you meant.

feel proud?
 

We are being told that 9E is being paid money from daddy D to cover the maintenance costs of us doing the EV mx. In dtw alone it is a 30% increase in flights, not to mention different mx procedures and company policies. We were all given EV employee numbers to use to sign their books. When we asked about $$ they said there is no money and to feel proud that daddy d wants 9E to do the work... Guess how far feeling proud is going??

Yeah my bad, I was real briefly reading, I get what you meant. I just don't see Delta giving up 200's until the CS100's are arriving on property, its just too much lift to give up without immediate replacements.

Even then, from what you hear about rumors about CS100 deployment, not a lot of it conflicts with what 9E/OO/EV does on the heavier CRJs, let alone the 200.

ads-b mod
 

the application for the ads-b mod is supposed to begin soon.. the "new" 900s came to us already wired up for the mod.. just need some equip changes and software... the "legacy" 900s need the entire mod and it is supposed to be done on heavy check cycle..

HERE IS THE RUB.... there has not been one ounce of talk about completing the ads-b mod on the 200s... 31dec2019... tick. tock.

Just my theory.. we are staring at an 81 crj900 fleet unless we pick up some 7s or 9s from someone else and the 200s go away by 2019 in time for more 737s and the c series to pick up the lift at mainline.. but I don't know jack schzit... until I see a 200 with a complete ads-b mod...

Sorry to change subjects, just thinking out loud, not looking to get crushed with criticism, just continuing the conversation for my own benefit

:confused:

So with just the basic basic rough rough math, doesnt it look like converting the bonuses into wages doesnt really help you unless you work more than ~82ish hours per month? The talk seems to be that only the people who work the min get screwed, but that doesnt seem to be the case. If the company says we average 1000 hrs per year, thats 83 hours per month. Which would be break even with what we make now with the bonuses.

I'm sure there's 1000 more things to think about, this was just me trying to get my head around both sides of the argument.


Based on second year 900 pay

http://oi64.tinypic.com/ad24pj.jpg

You'll get lots of opinions on here. But very simplistically... our pay is based on 75 hours of credit a month. If you don't work a day, you do NOT get paid 82/83/85, right? So to me, our wage/bonus merging needs to also be based on 75 hours per month. If it's based on 75.1 or more hours, we are giving up pay, IMO. An upgrade in our hourly wage of anything less than $25.56 an hour is a pay decrease.

On the subject of 200s and ADS-B... is it even possible to get them all compliant at this point before the deadline? I have my doubts.

Personally, I have my doubts on the 2020 deadline sticking for ADS-B. It might be the one issue where you see airlines, NBAA and AOPA coming together to try to change something.

So we need to comply in 2.5 years? My uneducated guess is 200's will be retiring anyway
About the time next gen RJ's
Start coming???

No, I'm thinking it will be pushed further back, something like 2022 or 2025, depending on how much pushing there is. I think fuel cost will be the biggest factor in retiring the 200s. Followed simply by MX costs as the fleet ages in excess of 16-20 years.