I'm on reserve. I get that. Pay your dues and all. Getting assigned 4am RAPs on day one. Finishing very late on your last day. Both of these are terrible for commmutability. Crew scheduling is nasty with you on the phone. There's a punitive atmosphere here. Fatigued? Deal with the chief pilot, get your pay docked likely not to ever get reimbursed. How's this? On reserve, fly 5 legs and fatigue when you are asked to extend and go to an overnight. Already flown over 3.5 hours. Get 3.5 hours deducted from your pay. Fight with crew pay to restore to no avail. File a grievance, sits there. Already are making peanuts.

On top of all that, hostile management who is talking up a 2.5 year upgrade which is an outright lie. And a 6 year flow which I've figured out is bogus. Besides the top guys who won't flow, maybe 300 past that will get to. Not much of a chance for those of us after. That's a lot of it.

 

Does the union help with any of this?

 

in a single word answer, NO. just lip service.

 

Jesus. That's awful. Why haven't you guys voted these people on the MEC out? What's their logic of not doing anything to make sure contracts are being enforced and bettering things? I don't get it.

 

What can they do but assist you with grievance filing procedures ? In the past, my recollection is that the average period between filing and resolution of a grievance was something like 18 months. So, if Envoy has staffing issues (which they always seem to do during the Summer months), it isn't surprising they may take the position of just disregarding contractural provisions, doing what they want and worrying about it in a year or two.

Isn't that the crux of the LTFO grievance that from what I hear will pay scraps to people deliberately stiffed years ago who are STILL waiting for the scraps ? Pilots are now reporting that illegal JM's are occurring. It goes on and on. From the sound of it, the CBA gets violated there so often, it isn't even considered a contract anymore but a paper Collander for draining lettuce. This can't be Parker doing it as he doesn't bother himself with day-to-day Envoy issues.

My condolences for anyone willing to sign up for this type of treatment and even more so if they believe it is worthy of respect.

 

Because it sounds like the union there has relegated itself to being nothing more then a think tank that offers suggestions. I noted on EL one of the present reps apparently thinks it's still the unions and pilots job to bring in new pilots using the term "we" when describing the ability to attract pilots, although someone responded to his phraseology and "fixed it for him". Was that just an inadvertent misstatement, or are the union reps still subconsciously taking responsibility for staffing assistance and being enablers ?

 

Just out of curiosity, how do you envision reserve at other regionals? ( on a side note, your claim experience after a FTG is not how they handle pay for a FTG flight removal. CS doesn't establish the pay dock. Pay comp figures that and I have NEVER had them incorrectly dock FTG pay on reserve. Never. They do make mistakes but have always been quick to correct them. Envoy has its problems. So many in fact, that you shouldn't have to make stuff up)

 

How do you treat Crew Scheduling? I've been here 5.5 yrs and never had a problem with them, treat them with respect, say hi what can I help you with? Your fault is commuting to work, try to live in base and you'll see the difference.

Also for the "guaranteed interview" you have to meet certain requirements and I believe you have to be like a 2yrs as a CA and then wait for your seniority to be interviewed.

Think about this way...

1. You've been already here 6 months.
2. By the time you're done with training in Endevour it will be September/October. 9 months since you started in the airlines
3. It will take you 1.5yr to make your 1,000 P121. Now you are into March/Apr 2018.
4. The earliest you will be able to get a Interview with Delta via Endevour is 2020/2021.

That's about 5 to 6 yrs before you can interview in Delta. When the flow starts moving (once they are done with the Letter T guys) you could be potentially in AA by 2020/2021. Because you are in the beginning of the last group of flow.

Same time frame with a Guaranteed Job at AA, not an interview. By then Delta would have about 6,000 New Hires with the average age of 35/45 yr old. Meanwhile all the guys flowing into AA and the once already there have around 10 to 15 yrs to retire.

Also the 10k they are giving us for this year it will be around 6,000 after taxes (that is if you hold them and not use them in any case).

I'm not telling you to stay. I'm saying that look at the pros and cons...also the Endevour Bonus ends in 2018, same timeframe they will have their CS series up and running. If you think AA is bad to their regionals, you have to study Comair, ASA and Compass history. It's just a matter of time before Endevour is too expensive for Delta.

They are using them until their planes are up and running.

 

".....you could potentially be at AA by 2020/2021".

Well that sounds like sometime in 2020 and it's mid 2016, so are you saying he could be at AA in a little over 4 years (a 4.75 year flow for someone here 6 months) ?

I think anytime in 2020 is a bit optimistic for a 6 month newbie.

 

That's one thing a buddy of mine who is a CA at Endeavor told me. Many who are senior there and have seen how that management operates thinks that they are hiring as many as they can right now and pulling 200s out of the desert as a stop-gap. And then in 2018 when the C-Series starts to be delivered and the cost of crude is projected to go back up, they speculate they may just furlough excess pilots as the 200s are parked again. Endeavor, while certainly the top-paying flavor of the week, isnt as safe a bet as some think. This industry is a Ferris wheel. Those at the top always come down, and those at the bottom inevitably come up. If you aren't already on property when the good news arrives you're likely already too late.