I think the retention money is a great idea. It keeps the captains from bailing prematurely and gives you some money to sock away for the first year pay cut at AA. As far as lifers go, we will see if they are excluded from retention. If excluded, I do not see a problem with that either. They can go to AA if they need more money

 

Wait, MK said he had good news? I'm surprised he didn't say "You greedy pilot deserve nothing." Or something similar.

 

Will these new pay rates make their way to PDT and PSA?

 

To be accurate, they haven't made to envoy yet.

 

I see your point, but do you really expect that they'll ever pay retention bonuses to pilots they don't want to retain? That being said, we clearly have some leverage here. Should it be spent giving lifers bonuses, or improving QoL for all?

 

Yeah your right. I guess I am jumping the gun. My last day at my 135 job is the end of this month. I have a class date at Endeavor on the 3rd of next month but a offer at PDT. More pay would change everything. Lol

 

More rumors???

 

1st of all... Past couple years majors have paid FFD /WO deplorable wages. Its starting to rise. No new hire, no FO, no upgrade, no CA. Its all perspective man. CA should get paid like you said & their fair share of the honey pot.

Which airline do you work @? Are you a CA? Just wondering if your feeding flames in the wilderness trying to negate any, and ALL positivity occuring at Envoy (on all levels). Many on here who have 0 stake at Envoy's success or failure. Many are on Envoy Bash party waggon. Things are changing.... lets see.

I'm new @ Envoy property, i'm positive from what i hear, FO's & CA want folks coming in behind them in flood gates. The sooner that happens, the quicker they upgrade and flow & get on AA property before peak AA retirement/hiring begins.

I see 4 aimming points/target goal in the letter. All will help CA on property.

1. Higher pay to match leaders (RAH, Endeavor) to attract Recruitment.
2. Retention/Attrition, pay increase for FO's and CA (prevents 2nd yr FO from making less than newhire). CA rentention bonus/pay. To keep them from leaving jumping ship early for LLC DL, UAL, like others have said.
3. TO improve metric numbers and projections for flows so that upgrade and flow times decrease. Which helps CA move on to AA faster including 12-15yr CA.

My positive POV on the letter (fact), vs your negative interpretations.

 

oh, so you are saying it is ok to discriminate as long as you may benefit. perfect.

 

In the recent past any gains by one of AAG's WO was more or less matched by the others. That being said I have no idea if PDT or PSA will have a commensurate gain in this instance. We haven't had really good news here at envoy in 5 years or so, so it's kind of hard to process/believe. Best of luck.