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17 December 2019
In the most recent Corporate Communication sent out by the company, the first sentence claims, "As you all already know, it is an exciting time of growth here at ExpressJet." Your MEC is unclear where the company sees growth or excitement at ExpressJet. Growth would infer that our operation is getting larger, yet that is not what we have seen. In terms of fleet growth, ExpressJet was operating approximately 85 ERJ 145s at the beginning of the year with the plan to bring on board the 25 E175SCs. We are now operating 23 175s and about 65 145s, which does not indicate growth. In terms of pilot group growth, the number of pilots at XJT continues to shrink. Since our sale from SkyWest, and despite all of the pilots the company hired in 2019, we have fewer pilots on our seniority list today than we did at the beginning of 2019. Now, let's talk about what our pilot group and your MEC would find exciting. We would consider pilots wanting to come to XJT because of career progression, competitive wages, and quality of life to be exciting. If we were experiencing exciting times, the company would not be seeking assistance from its employees to help XJT recruit. These tactics are old, don't work, and the management team that continually tries to employ them has made it clear they are not willing to make necessary changes to this airline's operations. As you have already heard, mechanics are also now part of the company's new referral program. This is because our management refuses to do what is right for our mechanic work force. Attached, you will find a letter from the International Brotherhood of Teamsters refuting the legality of the company's new bonus program for mechanics. It is clear our company is having significant problems recruiting pilots and other employees. That is no surprise as XJT is simply not an attractive place to work right now. In fact, it is quite the opposite. We all have personal accounts of the sacrifices we have made for this company individually and as a pilot collective. Unfortunately, it seems that our pilots are nothing more than a cog in the XJT machine. Let's be clear, line pilots are the absolute most valuable recruiters for an airline. When a pilot tells another pilot that he/she likes his/her carrier, that speaks volumes. A temporary bonus structure is no replacement to a productive relationship with its employee groups. We have told our management that we would love to have a cooperative relationship instead of the one they have purposefully created. Apparently, they are not interested. |
Mx done waiting for Mgt BS
I’d rather see XJT close than play this silly game any longer. I can only guess that the rest of MX is far past any more excuses. Hope this pilot group feels the same. If not, you may real soon....
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Heard during company phone call, “no more 175s until 2021 due to scope” was mentioned. Can anyone confirm?
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And not sure if anyone has had the same experience as me but I referred 3 pilots and got zilch. All passed and got on the line smoothly. This was during the last offering of $2500. When I asked HR and a few others where’s the money they all had different excuses.
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Originally Posted by PeakEGT
(Post 2940929)
And not sure if anyone has had the same experience as me but I referred 3 pilots and got zilch. All passed and got on the line smoothly. This was during the last offering of $2500. When I asked HR and a few others where’s the money they all had different excuses.
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You have to fill out certain paperwork for referrals, and don’t they have to get past a certain point before you get paid? IOE, maybe?
Who knows? The way things sound these days, I’m not too surprised. |
Did anyone listen in on the conference call?
Sent from my iPhone using Tapatalk |
Guess that's a big fat negatory.
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Another union update:
1 January 2020 In 2019 ExpressJet pilots experienced continued shrinkage of our company, a reduction in quality of life on the line and management's reluctance to make good on Letter 2 promises. This, however, was not an industry-wide trend. Quite the opposite, many other fee-for-departure (FFD) carriers saw significant contractual improvements, some outside of Section 6 negotiations. American's wholly-owned airlines (PSA, Piedmont and Envoy) and United Express carriers Air Wisconsin and Mesa all ratified agreements in 2019 that made their properties more attractive to prospective pilots. ExpressJet management demonstrated their short-sighted unwillingness to address ExpressJet's lack of competitive advantage in the FFD industry by suggesting significant concessions would be required for negotiations to progress. While other carriers continue to raise the bar in terms of compensation and quality of life, ExpressJet spent the year sliding further toward the bottom of the industry, a ranking with which we are quite familiar, propelling our operation further from success. Many FFD carriers saw improvements in 2019, proving there is room for positive growth in the industry: PSA – American Eagle In April, PSA pilots ratified an agreement that provided an average 24.6% pay rate increases with 1% annual increases. In addition, the agreement provides for 125% pay for all credit above 75 hours, 150% pay for all credit above 85 hours, 175% junior manning pay and 125% pay for early report and extensions. Piedmont – American Eagle In June, Piedmont pilots ratified an agreement that provided an average 20.2% pay rate increases with 1% annual increases. The agreement also provided new hire sign-on bonuses of $18,000 and included retroactive pay for captains and first officers. Envoy – American Eagle In July, Envoy pilots ratified an agreement that provided pay rate increases of 19% for small regional jets and 25% for large regional jets, plus 1% annual increases. In addition, the agreement increased the flowthrough to American from 15 pilots/month to 20 pilots/month and increased the monthly guarantee for line check pilots. Air Wisconsin – United Express In November, Air Wisconsin pilots ratified an agreement that converted one-time bonus payments into permanent pay rate increases and preserved their 1.5% annual pay rate increases with no expiration date. In addition, the agreement preserved their industry-leading healthcare premiums and protected hours of service duty limits. Mesa – United Express In May, Mesa pilots ratified an agreement that extended interim first officer pay rates and allowed for captain pay to commence on the first day of upgrade training. As we look forward into 2020, we anticipate our competitive position in the industry to further decline absent any progress with Letter 2 negotiations. While your XJT MEC will continue to tirelessly strive for the contractual improvements management promised and you deserve, the Company's current operating philosophy will likely only continue to diminish our position and reputation in the industry as it did in 2019. The Deal is Still Not Done! Data compiled by the ALPA Economic & Financial Analysis department |
Originally Posted by DirkDiggler
(Post 2948969)
Another union update:
1 January 2020 In 2019 ExpressJet pilots experienced continued shrinkage of our company, a reduction in quality of life on the line and management's reluctance to make good on Letter 2 promises. This, however, was not an industry-wide trend. Quite the opposite, many other fee-for-departure (FFD) carriers saw significant contractual improvements, some outside of Section 6 negotiations. American's wholly-owned airlines (PSA, Piedmont and Envoy) and United Express carriers Air Wisconsin and Mesa all ratified agreements in 2019 that made their properties more attractive to prospective pilots. ExpressJet management demonstrated their short-sighted unwillingness to address ExpressJet's lack of competitive advantage in the FFD industry by suggesting significant concessions would be required for negotiations to progress. While other carriers continue to raise the bar in terms of compensation and quality of life, ExpressJet spent the year sliding further toward the bottom of the industry, a ranking with which we are quite familiar, propelling our operation further from success. Many FFD carriers saw improvements in 2019, proving there is room for positive growth in the industry: PSA – American Eagle In April, PSA pilots ratified an agreement that provided an average 24.6% pay rate increases with 1% annual increases. In addition, the agreement provides for 125% pay for all credit above 75 hours, 150% pay for all credit above 85 hours, 175% junior manning pay and 125% pay for early report and extensions. Piedmont – American Eagle In June, Piedmont pilots ratified an agreement that provided an average 20.2% pay rate increases with 1% annual increases. The agreement also provided new hire sign-on bonuses of $18,000 and included retroactive pay for captains and first officers. Envoy – American Eagle In July, Envoy pilots ratified an agreement that provided pay rate increases of 19% for small regional jets and 25% for large regional jets, plus 1% annual increases. In addition, the agreement increased the flowthrough to American from 15 pilots/month to 20 pilots/month and increased the monthly guarantee for line check pilots. Air Wisconsin – United Express In November, Air Wisconsin pilots ratified an agreement that converted one-time bonus payments into permanent pay rate increases and preserved their 1.5% annual pay rate increases with no expiration date. In addition, the agreement preserved their industry-leading healthcare premiums and protected hours of service duty limits. Mesa – United Express In May, Mesa pilots ratified an agreement that extended interim first officer pay rates and allowed for captain pay to commence on the first day of upgrade training. As we look forward into 2020, we anticipate our competitive position in the industry to further decline absent any progress with Letter 2 negotiations. While your XJT MEC will continue to tirelessly strive for the contractual improvements management promised and you deserve, the Company's current operating philosophy will likely only continue to diminish our position and reputation in the industry as it did in 2019. The Deal is Still Not Done! Data compiled by the ALPA Economic & Financial Analysis department |
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