And this, ladies and gentlemen, is how AAG has always done business. Infighting and back stabbing amongst employees and groups.

One big happy family.

http://cdn.meme.li/instances/300x300/15108135.jpg

Yea... I can't help but think that the only winner in this is AAG. I know a lot of people say that they want their wholly owneds to succeed. And I don't doubt that they truly want that. But only if their wholly owneds are cheap. If they aren't cheap, then why not farm the flying out to someone who WILL do it cheaper? There is a reason our pay scales are some of the worst in the industry. And there is a reason AAG would rather give bonuses than fix pay.

Last time I jumpseated on AA, was a TWA CA and FO. To this day they are still treated like unwanted step children!! Sorry, you can keep your flow, AA is one of the last places I would go!

You should look up how fast retirements are at AA and then figure out how many of the grumpy old guard are going to be around in 5-10 years.

I jumpseat on them all the time. They have a lot of issues with their own contract and don't have much leverage at this point. They basically sold a lot down the drain for "highest pay". Which they don't even currently have. All they really have is scope to lose. I'm not saying that they are going to give up more scope (and god knows I pray they don't), but that could be the ultimate goal of Doug.

The scope train has left the station.
Regionals are going to shrink now. I think we will see the 900's and 170's being the largest airplanes flown by regionals and regional flying will drop from 54% to 40%.

Retention Bonuses at Envoy
 

Refine that statement a little: They want their wholly owneds to succeed in being cheap moneymakers for AAG.

As employees we view the path to success and what constitutes that success completely differently than management. Their success has metrics that allow for the minimum employee benefits and pay needed to keep things running, a metric for customer complaints, and profit targets. Employee morale is not on the register unless it directly impacts management's metrics, in our case it's throwing money at FO's so they don't leave.

We view success as good pay/benefits/QOL/career progression and that makes a happy employee who will take good care of the customer and the company. If management sees our "success" as an impediment to their views, well...sucks to be us.

According to the letter it's something like a 50-60mi limit. Meaning your decs address has to be at least that far from your base.

Those assigning must not check. I can personally attest to that. ;)

If you want to keep the program around then it would be wise not to abuse it. It's voluntary on the part of the company...