Some info taken from our latest MEC message


+$15,000 or $20,000 Signing bonus for new hires (fleet dependant)
+$20,000 FO retention bonus (paid quarterly over 2 years)

First Officers already on fifth year pay and above, once you upgrade, you will get an additional $2,500 bonus. This is in addition to the $5,000 you are already owed from the December 2014 TA. For perspective, that equates to approximately a 6% raise* at your current pay step when you upgrade. It is my goal to provide an environment where you can progress and receive this bonus as quickly as possible.

*$2,500 is roughly equal to 61 hours of pay at $40.79, 6% was calculated using 900 paid hours per year.

For our pilots who are currently holding a Captain status, including those in Captain training today, you will receive $7,500 incrementally throughout the next 16 months. Using 12th year pay at $89.12 an hour for our small RJ rate with 900 paid hours per year (75 per month), this is roughly a 9% raise for Captains at or around that pay.

 

SP said the pay raises are temporary in his communication to the pilot group. Is this another LOU to be added to the pile of Letters or will this become contractual? This contract is like having a bunch of sticky notes covering the walls of your office.

 

Over half of the regionals are running 2-3 years upgrade, so hard to see that coming down very much (simply not enough F/O candidates). You are correct though that a few (SkyWest for example) may trend down as Legacy retirements accelerate. I factored it in for Envoy because their current upgrade time is 8.5 years (new bid gets that down to a bit over 6 by years end). Forward projections are not perfect (ask an Envoy pilot who got hired on a three year flow promise in '99) but neither are they useless: unless Envoy shrinks (which clearly management does not want) or the job market completely dries up (unlikely, and would effect everyone equally) upgrade for a new hire is going to take several years less. Tough to make perfect assumptions, but you could definitely argue for $15-$30k more in compensation due to quicker upgrades at a few companies.

If you have insight at another regional that I covered message me and I'll adjust the numbers. By the way, I figured a three year upgrade at Envoy. It could very well be closer to two years if the hiring is good enough/40 per month flow is more than a symbolic gesture by AAG. I wasn't trying to paint the rosiest picture that I could, just project a reasonable forward analysis. But like you said, I know quite a bit about things over here; obviously when covering 12 different regionals, some of the particulars will get overlooked.

 

Are you at Envoy?

Why don't you leave if things are so bad?

Why not seek employment elsewhere if schedules are so horrible?

Did you not see these QOL issue before you got hired at Envoy?

What Changed? Why are you sticking around but don't want others to come to Envoy?

Seriously, vent it out if you must, would love to know.

#Substance. #YourIntentions

 

Its a Rumor that in 1Qrt 2017 they change bonus to payscale.

Until then...... still a rumor.
Until an annoncement, still a rumor.

ENVOY said it best, stiff competiton for pilots has cause them to match industry leading pay. DL simply has been getting ahead of the wave instead of being reactionary. Good on DL for that, Endeavor has benefited. Has had 1 year head start. AA/ENY now sees the Domestic Pilot Pool drying up. Seems AA/ENY are reactionary mgmt and many others are reactionary mgmt style (see FAR117 fiasco in 2013).

Would be Interesting to know if anyone had the FAA data on new DOMESTIC Student pilot, Private Pilot, Instrument Rating, Commercial Pilot certificate issuance from the FAA. I have the feeling its' bone dry.

Any ATP data out there? They are the largest provider of DOMESTIC pilot pipeline.

 

Silent lurker must have modivations to sound so black and white. People stay or leave for many reasons. Perhaps rollercoaster has been within 200-300 away from upgrade for the last 3 years. Perhaps when he was hired he was told a 4 yr upgrade. Many were told 4.5 just before the music stopped in 2008. Who saw that coming. I haven't seen him as being untruthful. #substance #yourintentions #hashtagsinforumsarestupid

 

I understand. I'm not being negative.

I asked some legitimate questions. HE doesnt like, HE obviously doesnt have to answer. I just hope people don't react defensively and throw out insults (even if subliminal on a public forums), comments they would not say face to face when looking a stranger eye to eye. Its ok to disagree. Its healthy discourse.

P.s. I have yet to receive my quarterly recurrent training on proper social medial/online forum decorum.

 

So a new hire 1st year FO on the 145:

$37.90/hr + $20K signing bonus.

In other words,

Year one = $37.90/hr plus $20K
Year two = $39.78/hr plus $10K retention (paid quarterly)
Year three = $40.79/hr plus $10K retention (paid quarterly)

Using the APC pay slider:

1st year FO pay would be $34,200 + $20K signing bonus = $54,200
2nd year FO pay would be $36,000 + $10K retention = $46,000.
3rd year FO pay would be $36,900 + $10K retention = $46,900

 

Correct me if wrong.
1. New hire starts at a higher pay step 3 rather than pay set 1.
2. New hire gets 15k sign bonus.
3. New hire gets additional 5k if crj typed.
4. That's it for new hire.
5. All current on property f/o's go to pay grade 4 unless you are still in first year you go to pay step 3.
6. All f/o's on property as of sign of agreement get 20k paid 2.5k quateryly for 2 years.

Simple and clear as mudd.

 

So if you don't take the flow or leave before your number comes up then
what happens? Do you have to repay the company?