Envoy new hire in 175?
07-22-2015, 04:41 AM
#31
Gets Weekends Off
Joined APC: Feb 2014
Position: Semi-Retired...
Posts: 3,128
Originally Posted by v1rotate88
Our flight benefits are probably better than anyone elses but still arent that great. Our contract *specifically the Reserve section* may as well not exist as the company has thrown it out completely. Schedules are terrible. Expect as as line holder to have 55-66 hours of credit a month with 11 days off. Expect to be commuting in a day early/the day after your trip as well. Right now it takes almost 4 years to hold a line in ORD. Im not sure about dfw but its probably close to the same. The flow, for now is working which is good. I personally expect that to stop after the 824 arbitrator award. Protected pilots are just covered under the contract and the company shows us all the time what they think of the contract. The company i believe a few times has said they wont flow the company out of existance, so... take that FWIW. We arent getting many new hires in the door, most of the movement we have is due to flow and attrition. Fortunately most of that attrition seems to be upward movement and not lateral movement like the company wanted.
The rest of your posting I agree with.
07-22-2015, 06:57 AM
#32
Gets Weekends Off
Joined APC: Oct 2005
Posts: 618
Originally Posted by jdflyer1999
More creative pay buffering. You are awarded a CDO line with 32 hours of flying (Guarantee of 72 hours). You drop 4 days (2 CDO's) each worth 2.5 hours each. You then pick up 4 day OT trip worth 15 hours. You now get paid 72-5+15=82 hours with 15 hours paid at 150% or 200%.
Trip/duty rigs would be nice because it would force them create more efficient trips or pay us more.
Trip/duty rigs would be nice because it would force them create more efficient trips or pay us more.
DON'T GO TO ENVOY
07-22-2015, 07:16 AM
#33
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Joined APC: Oct 2013
Position: Prone
Posts: 399
Originally Posted by JT8D
Except that CDOs have been eliminated and droves of people are saying that drop requests are now systematically denied despite the alleged 'overstaffed' condition of the company.
DON'T GO TO ENVOY
DON'T GO TO ENVOY
07-22-2015, 07:54 AM
#34
Gets Weekends Off
Joined APC: Oct 2005
Posts: 618
Originally Posted by sevenforseven
Still the same games? They were doing that stuff back in 2008 when I was there!
Seriously, there were more leadership skills in my morning dump today than that rag tag group could ever hope for.
Last edited by JT8D; 07-22-2015 at 08:11 AM.
07-22-2015, 08:00 AM
#35
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Joined APC: Aug 2011
Posts: 219
Originally Posted by JT8D
Except that CDOs have been eliminated and droves of people are saying that drop requests are now systematically denied despite the alleged 'overstaffed' condition of the company.
DON'T GO TO ENVOY
DON'T GO TO ENVOY
As far as the CDOs, yes they've gone away, but they'll come back, they always do.
Drops have been tough over the past 6months, but I suspect they will be improving in the near future.
07-22-2015, 08:15 AM
#36
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Joined APC: Oct 2005
Posts: 618
Originally Posted by jdflyer1999
You missed the point of my post. It was to answer the trip/duty rig/pay question before. I also wanted to show that with a little creativity you can buffer your check. Lord knows I've done to it enough
As far as the CDOs, yes they've gone away, but they'll come back, they always do.
Drops have been tough over the past 6months, but I suspect they will be improving in the near future.
As far as the CDOs, yes they've gone away, but they'll come back, they always do.
Drops have been tough over the past 6months, but I suspect they will be improving in the near future.
"Envoy Air: Maybe things will get slightly better, but probably not".
That should bring a flood of applicants to the door!
07-22-2015, 12:53 PM
#37
On Reserve
Joined APC: May 2015
Posts: 17
Just a little bit of knowledge to drop on you regarding the original question. If by some chance they have 175 slots available during your training then yes you can bid for it. It will go by seniority. For example, if there are 30 new hires in your class (bahahaha) and there are five 175 slots the rest are 145 then the most senior (DOB) in your class will get the choice till they are gone.
Now here is something to think about. If you get the 175 as a new hire know that you will be at the bottom forever and everyone that is on property prior to you will cut you in line once they are displaced over to the 175. This truely sucks.
Speaking from experience you don't want that. I was hired as DFW CRJ FO and it was senior equipment. EVERY fo that chose to come over would be above me on the seniority list. I was sitting standby at the airport for 8 months and logged about 150 hours. Then by the grace of God there was a displacement were I was sent to the ATR and guess what? I had some seniority! I could hold a line with weekends off and could bid decent vacation blocks. It was a completely different and much better job.
I really wish someone had told me not to step in that pile of sh!t back when I was a new hire. Make sure you do your research on the regional of your choice >>>as if you were going to be there the rest of you life<<<. That may not be there case but you never know when the music stops and you're left with your junk in your hand. Reaseach, reaseach, reaseach! Contracts pro/cons, QOL, bases and commuting, future of the airline. It's not all about upgrade time and travel benefits. That's how management stuckers you into coming to the dark side.
Now here is something to think about. If you get the 175 as a new hire know that you will be at the bottom forever and everyone that is on property prior to you will cut you in line once they are displaced over to the 175. This truely sucks.
Speaking from experience you don't want that. I was hired as DFW CRJ FO and it was senior equipment. EVERY fo that chose to come over would be above me on the seniority list. I was sitting standby at the airport for 8 months and logged about 150 hours. Then by the grace of God there was a displacement were I was sent to the ATR and guess what? I had some seniority! I could hold a line with weekends off and could bid decent vacation blocks. It was a completely different and much better job.
I really wish someone had told me not to step in that pile of sh!t back when I was a new hire. Make sure you do your research on the regional of your choice >>>as if you were going to be there the rest of you life<<<. That may not be there case but you never know when the music stops and you're left with your junk in your hand. Reaseach, reaseach, reaseach! Contracts pro/cons, QOL, bases and commuting, future of the airline. It's not all about upgrade time and travel benefits. That's how management stuckers you into coming to the dark side.
07-22-2015, 04:54 PM
#40
Gets Weekends Off
Joined APC: Apr 2007
Posts: 490
Originally Posted by hijo
Just a little bit of knowledge to drop on you regarding the original question. If by some chance they have 175 slots available during your training then yes you can bid for it. It will go by seniority. For example, if there are 30 new hires in your class (bahahaha) and there are five 175 slots the rest are 145 then the most senior (DOB) in your class will get the choice till they are gone.
Now here is something to think about. If you get the 175 as a new hire know that you will be at the bottom forever and everyone that is on property prior to you will cut you in line once they are displaced over to the 175. This truely sucks.
Speaking from experience you don't want that. I was hired as DFW CRJ FO and it was senior equipment. EVERY fo that chose to come over would be above me on the seniority list. I was sitting standby at the airport for 8 months and logged about 150 hours. Then by the grace of God there was a displacement were I was sent to the ATR and guess what? I had some seniority! I could hold a line with weekends off and could bid decent vacation blocks. It was a completely different and much better job.
I really wish someone had told me not to step in that pile of sh!t back when I was a new hire. Make sure you do your research on the regional of your choice >>>as if you were going to be there the rest of you life<<<. That may not be there case but you never know when the music stops and you're left with your junk in your hand. Reaseach, reaseach, reaseach! Contracts pro/cons, QOL, bases and commuting, future of the airline. It's not all about upgrade time and travel benefits. That's how management stuckers you into coming to the dark side.
Now here is something to think about. If you get the 175 as a new hire know that you will be at the bottom forever and everyone that is on property prior to you will cut you in line once they are displaced over to the 175. This truely sucks.
Speaking from experience you don't want that. I was hired as DFW CRJ FO and it was senior equipment. EVERY fo that chose to come over would be above me on the seniority list. I was sitting standby at the airport for 8 months and logged about 150 hours. Then by the grace of God there was a displacement were I was sent to the ATR and guess what? I had some seniority! I could hold a line with weekends off and could bid decent vacation blocks. It was a completely different and much better job.
I really wish someone had told me not to step in that pile of sh!t back when I was a new hire. Make sure you do your research on the regional of your choice >>>as if you were going to be there the rest of you life<<<. That may not be there case but you never know when the music stops and you're left with your junk in your hand. Reaseach, reaseach, reaseach! Contracts pro/cons, QOL, bases and commuting, future of the airline. It's not all about upgrade time and travel benefits. That's how management stuckers you into coming to the dark side.
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