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They wouldn’t be able to hire any new pilots until all “furloughees” are back. Again, this is fantasy land.
Plus, everyone furloughed back to 9E goes back at year 2 9E (not Delta) pay. Delta's gonna tell a current 9E pilot that they're taking a potential pay cut of tens of thousands of dollars to do the same job for the next X number of years, just to flow to an airline to which they already can flow, in the same order that they're already supposed to go?Originally Posted by PilotBases
Yes, there is a maximum number, it’s in the flow LOA for current pilots.They wouldn’t be able to hire any new pilots until all “furloughees” are back. Again, this is fantasy land.
Agreed, that's crazy talk. No thanks.
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Agreed, that's crazy talk. No thanks.
Yo dawg, I heard you like flow, so you’re flowing up to flow back to wait for flow.Originally Posted by ninerdriver
Plus, everyone furloughed back to 9E goes back at year 2 9E (not Delta) pay. Delta's gonna tell a current 9E pilot that they're taking a potential pay cut of tens of thousands of dollars to do the same job for the next X number of years, just to flow to an airline to which they already can flow, in the same order that they're already supposed to go?Agreed, that's crazy talk. No thanks.
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A massive win for Delta, Endeavor and it's pilots. 9E keeps its Captiains, planes flying and ability for FO's to accumulate hours and upgrade. Delta keeps it's regional passenger revenue, mainline feed and NYC slots all while squashing attrition to it's competitors all while metering actual flow to Delta. Pilots get the coveted senority number and little economic incentive to look elsewhere.
furlough / flow back, doesn’t mean you keep DL pay. You would be back at 9E pay. And besides that, DL already had CRJ pay scales, so if that was the goal, you just bring the CRJs to mainline…Originally Posted by FliesInSoup
With the flow back provision, within the existing LOA, Delta flows all 9E Captains on Mar 1, 2022 12:00 am. One minute later, at 12:01 am they furlough all 1,000 pilots with the pilot's option to flow back to 9E. Overnight, Delta has 1,000 of its pilots on Endeavor property flying RJ's at Delta's rates and a new seniority number.A massive win for Delta, Endeavor and it's pilots. 9E keeps its Captiains, planes flying and ability for FO's to accumulate hours and upgrade. Delta keeps it's regional passenger revenue, mainline feed and NYC slots all while squashing attrition to it's competitors all while metering actual flow to Delta. Pilots get the coveted senority number and little economic incentive to look elsewhere.
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ATL 900 is our most senior FO base (except maybe MSP, but that is changing quickly). If you want ATL, you’re better off bidding for the 200.Originally Posted by TexPilot97
That’s good to know, thank you! If assigned the 900, about how long until you would be able to bid Atl? That would be the closest base for me.
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Not necessarily. Summer 2021 hires are starting to get ATL 900. See 21-06Originally Posted by 13pro
ATL 900 is our most senior FO base (except maybe MSP, but that is changing quickly). If you want ATL, you’re better off bidding for the 200.
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Originally Posted by PilotBases
Yo dawg, I heard you like flow, so you’re flowing up to flow back to wait for flow.
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Captains aren’t the only ones leaving.! FOs are close to that and will eventually be higher than Captains. The only solution is ALL Endeavor pilots get a DL Senority number and meet certain criteria before bidding over to DL aircraft, ie Captain for 2 years and seats locks. I’m sure they’ll figure it out but the Answer is ONE LIST with restrictions..!! ANything else is just a bandaid!Originally Posted by FliesInSoup
Another fix would be for Delta to hire all of Endeavor's Captains immediately, then place them on "temporary assignment" at Endeavor. The pilot's would get the seniority number along with Delta pay and benefits, Endeavor would get to keep its CA's on property for some period of time.
Fo’s can be replaced near ad lib. The operation can run with high FO attrition
captain (and lca) loss is the real problem. The only realistic way to staff those spots is people who stay 3+ years at the company.
captain (and lca) loss is the real problem. The only realistic way to staff those spots is people who stay 3+ years at the company.
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captain (and lca) loss is the real problem. The only realistic way to staff those spots is people who stay 3+ years at the company.
That's where the company has their heads in the sand. They need to be more proactive than reactive, or we will rapidly be in a much worse place than we already are.Originally Posted by ZeroTT
Fo’s can be replaced near ad lib. The operation can run with high FO attritioncaptain (and lca) loss is the real problem. The only realistic way to staff those spots is people who stay 3+ years at the company.
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captain (and lca) loss is the real problem. The only realistic way to staff those spots is people who stay 3+ years at the company.
Yes and no. If we can get them in the door and that’s a big if. A couple of years back we lost nearly 70 FOs to another airline and wallah we get an instant retention bonus directly related to that.Originally Posted by ZeroTT
Fo’s can be replaced near ad lib. The operation can run with high FO attritioncaptain (and lca) loss is the real problem. The only realistic way to staff those spots is people who stay 3+ years at the company.
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