SilentLurker

Somebody has to speak out for others and not stay silent. Sure you have the right to be selfish because your schedule and lifestyle out on the flight line is cushioned.

You don’t like what someone is writing big buy skip it Mr...... ahhhh, Eye ball warrior. Tough words big guy.

***Some people don’t want to shake the cage, (like my pastor say’s), because they are “conditioned” to the negative environment and status quo of that cage or “status”. ***

I will not go as far as to tell a NH not to come here, but I would caution they do research diligently on the type of company / management they are coming to and it’s overall legal & judicial history. Trends and past actions and inactions.

https://www.eeoc.gov/eeoc/newsroom/release/11-20-17.cfm

https://sescomgt.com/news/detail/ame...11271026046877

Also... https://topclassactions.com/lawsuit-...ia-break-laws/

Not including tons of pilot grievances being fought, and many other ALPA settlements in the past few months and years just to try and get people out of here faster.

If you can come to a company with these violations and settlements, and labor history, fine. Your choice your bed.

Largest hiring wave is before us (if economy holds up), but I definitely would not have come here if I knew I would be here longer than 6years! 2022-2025 hiring is going to be crazy industry wide! NetJet, FlexJet, CommutAir, AirWisconsin, Republic, Skywest, Mesa, all better conditions until Hiring Wave. Plus better long term career pay if you get stuck for some reason.

So why do cadets come here? It’s not flow, it can’t be. It’s not Dallas base either. Makes no sense!

DanRoman

It’s hard to tell from your ESL post, but did you even read what I originally said? I’m saying that the vast majority of this pilot group started here in 2016 or later and they should rally together. What about that puts your panties in a wad? I’m short on time left in this company, but I want better for those who come behind me. I’ve done more for this pilot group through my union volunteer time than most of you will ever do. Let me spell it out for you: All I suggested was that the remaining pilots here rally together and push the company to apply the language that we PP enjoy to the entirety of the pilot group. Don’t let the last of us leave this year and allow the flow to dwindle. Flow is your battlefield, flow is the fight to rally the pilot group (sans lifers). The problem is most of you tough tony’s roll in on page three or four of a thread with no context and run at the mouth. I’m done. My company and union time draws to a close. I’ve done my best to mentor and guide those I can. Go ahead and be little *****es and fight on APC, see where that gets you.

DanRoman

Oh and mic drop. I’m not gonna risk my career over fighting all you kids. This is the second to last post you’ll see from this account and I’m deleting my email account now. I want better for you all, please want it for yourselves. Again I say, please want better for yourselves. There are approximately 25,000 pilots at UA, AA, and DL alone that face MANDATORY retirement between now and 2030. That doesn’t include the pilots who die, retire early, or lose their medical. Do the math...there’s about 15,000 regional pilots currently working. If you noticed I didn’t even include Southwest, FedEx, UPS, Alaska, Hawaiian, JetBlue, or Spirit. You all act like the ball is in the company’s court.....it’s not. Stand up, unite, and at a minimum secure PP flow numbers for the entire pilot group.

DanRoman

https://youtu.be/4rZOOTnNKow

EnyFlyr

Calm down Spartacus, why do you feel the need to argue with everyone. Personally I appreciate everyone’s point of view, no need to get worked up and smash your phone against a wall over different opinions. Relax man

buddies8

At least I dont paint a rosy picture, you forget there are thorns.

enyALPA

When it comes to band-aids, no one wants them. We'd love to have an entire CBA re-write. But, remember where we were in 2014 and where we are now in terms of our CBA. The company will not and does not negotiate until they need things (frankly nor do they have to, we're not in section 6). So now, after several years of band-aids - we have commuter hotels, captain pay upon bid award, an enhanced flow, the ability to appropriate flying from reserves, and many other "minor" enhancements as they stand by themselves - but as a collection, they have improved our CBA as a whole.

Our comms are generally not well received by the company and are frequently critical of their positions that are contrary to what's best for this airline and her employees in the long term. We don't mince words. The problem is, how do you get new hires to read them? Sadly a far too large chunk of our own pilots don't bother to even click on the emails (we can tell).

The new hires that are coming in (RTPs, Cadets/Pipelines) have had constant company contact for 6months to sometimes 2-3 years. They are suffering from severe cases of "don't bite the hand that feeds you syndrome". They were given flight benefits, healthcare, cash, and whatever else. They don't see a problem. We hear it constantly from new hires. Anti-unionism continues its climb.

The problem isn't a sterner approach to the Company. They are who they are, and they do what they do. Their actions haven't appreciably changed in a decade. A sterner approach is needed in the cockpits and crew rooms. We must reinvigorate our pilots to understand the need for unity and to read the information we put out. The issues are clear, the solutions are not and we are at an all-time low of pilot->rep communication.