American or FedEx
09-17-2018 | 06:59 AM
#41
Gets Weekends Off
Joined: Nov 2016
Posts: 1,826
Likes: 0
From: 6th place
Many FedEx pilots are former pax pilots and all have definitely walked the terminals. The list is of experiences we’ve had or seen. The poster asked for an opinion, I gave him a list of all the stuff I could think of while sitting on the can.
How are those slash trips working out for you chief?
How are those slash trips working out for you chief?
Slash trips are no longer an issue come November 1. They will pay the same as any other trip. But nice try.
I don’t know why guys get so butt hurt/defensive about their airline. AA, fedex, delta, etc all have their pros and cons. They are all good jobs.
09-17-2018 | 07:10 AM
#43
Gets Weekends Off
Joined: Jan 2018
Posts: 180
Likes: 0
From: FO
Better than flipping burgers! I found my niche, just helping others cut thru the pay rate make screen.
09-17-2018 | 07:18 AM
#44
Gets Weekends Off
Joined: Nov 2016
Posts: 1,826
Likes: 0
From: 6th place
You acting like pax pilots have to deal with all that nonsense every leg of every trip like you posted earlier isn’t helping anyone do anything.
Do those things happen occasionally? Of course. But you deal with it and move on. Not a big deal.
09-17-2018 | 07:46 AM
#45
Gets Weekends Off
Joined: Oct 2015
Posts: 3,200
Likes: 43
From: Gear slinger
This is what I am talking about.. myopic pilot view of business.
https://www.washingtonpost.com/busin...=.fb15dee720bb
https://www.washingtonpost.com/busin...=.fb15dee720bb
09-17-2018 | 07:48 AM
#46
Gets Weekends Off
Joined: Nov 2005
Posts: 2,424
Likes: 0
From: 757 Capt
Congratulations on your offers.
If you can't handle the night stuff, there's a whole lot of Day flying at FedEx...just have to build Seniority versus upgrading ASAP.
At FedEx, virtually guaranteed you can be WB w/in 3 years...and at the moment, a Junior Capt in 3-5 years. But that means sitting Reserve in Memphis for 15 days a month (19 days in 5 week months). FedEx doesn't use Calendar months.
Thank you for your service. If you intend to stay in a flying position, then there is nothing better than living in Domicile--bidding Reserve and working for the military (American has a much friendlier report time than FedEx. But then again, FedEx has a 60 second guarantee arrival time or your money back. Don't think American has even a 60 day arrival guarantee).
As a 10 year'sh guy, you're probably early 30s. FWIW-when you read people's comments about "giving" up the Pension. This is what it would mean for you, assuming hired today and the VB is implemented in 2 years.
Currently everyone hired on Property has a 130k potential Pension. High 5, 2% of that amount, times years of Service. High 5 is capped at 260k. So, 260*.02*25. VB proposal has an accrued benefit floor of 2% times Earnings with no longevity cap. Earnings capped at DC limits (currently 275k and adjusted every year by the IRS)
So, for you, posters are talking about "giving" up your 130k Pension in return for a Pension that would amount to 213k minimum. Why minimum? Because that's the Floor Value. In all probability, annual pension would exceed that. Unless, of course, you don't think a Balanced stock market return would exceed 5% (current proposed hurdle rate) over 30+ years.
Value of our Traditional Pension with a Floating Salary Cap and unlimited longevity is even higher than that.
ALPA spent 2013-15 rallying up support for an improvement to the Pension. Ideally to return the income replacement ratio to the 50% range. Unfortunately, the NC was unable to get even a modest face saving improvement to the A plan. IMO-lack of Any A plan improvement is the reason the TA barely passed.
So, since a Traditional Pension is better than the VB, question is whether that's something Management would agree to considering their intransigence in 2015. FWIW- I think the minimum improvement to the High 5 would be 335k, 345k. 355k, 366k for every year of Negotiations.
I personally think it's highly unlikely Management would agree to a Floating High 5 Cap.
So, just like UPS, every 5'sh years get to renegotiate it. And if UPS Negotiations durations are indicative of what we could expect, roughly 5 years of Negotiations without a Contractural raise.
Seat Bids. FedEx likes big seat bids. They like consulting their Crystal Ball and attempting to smooth the manning.
When someone says ALPA gave away the Seat bid, that's not accurate. FedEx Management has Always controlled when People went to training, and when the Bus FO seat suddenly became undermanned because the Crystal Ball was in error, then the BUS FO's Didn't go to 777 FO training. Under the Old system, just as under the New System, both still get WB FO pay for everything they do. Under the New System, Bus FO gets 750$ a month. Which is less than the Hypothetical earnings they would've achieved as a 777FO.
If you're a 75 NB FO, and you're denied training to a WB seat due to Newhires, such as your hypothetical self, then you Still get WB pay-just under another name, but again...that's Less than your hypothetical earnings as a 777FO.
Only Difference between the Old and the New Upgrade system is under the New, if the Company is training existing crew members, then you get to decide whether you want to go to training that month or not.
No training available, and you're on the sidelines waiting
If you can't handle the night stuff, there's a whole lot of Day flying at FedEx...just have to build Seniority versus upgrading ASAP.
At FedEx, virtually guaranteed you can be WB w/in 3 years...and at the moment, a Junior Capt in 3-5 years. But that means sitting Reserve in Memphis for 15 days a month (19 days in 5 week months). FedEx doesn't use Calendar months.
Thank you for your service. If you intend to stay in a flying position, then there is nothing better than living in Domicile--bidding Reserve and working for the military (American has a much friendlier report time than FedEx. But then again, FedEx has a 60 second guarantee arrival time or your money back. Don't think American has even a 60 day arrival guarantee).
As a 10 year'sh guy, you're probably early 30s. FWIW-when you read people's comments about "giving" up the Pension. This is what it would mean for you, assuming hired today and the VB is implemented in 2 years.
Currently everyone hired on Property has a 130k potential Pension. High 5, 2% of that amount, times years of Service. High 5 is capped at 260k. So, 260*.02*25. VB proposal has an accrued benefit floor of 2% times Earnings with no longevity cap. Earnings capped at DC limits (currently 275k and adjusted every year by the IRS)
So, for you, posters are talking about "giving" up your 130k Pension in return for a Pension that would amount to 213k minimum. Why minimum? Because that's the Floor Value. In all probability, annual pension would exceed that. Unless, of course, you don't think a Balanced stock market return would exceed 5% (current proposed hurdle rate) over 30+ years.
Value of our Traditional Pension with a Floating Salary Cap and unlimited longevity is even higher than that.
ALPA spent 2013-15 rallying up support for an improvement to the Pension. Ideally to return the income replacement ratio to the 50% range. Unfortunately, the NC was unable to get even a modest face saving improvement to the A plan. IMO-lack of Any A plan improvement is the reason the TA barely passed.
So, since a Traditional Pension is better than the VB, question is whether that's something Management would agree to considering their intransigence in 2015. FWIW- I think the minimum improvement to the High 5 would be 335k, 345k. 355k, 366k for every year of Negotiations.
I personally think it's highly unlikely Management would agree to a Floating High 5 Cap.
So, just like UPS, every 5'sh years get to renegotiate it. And if UPS Negotiations durations are indicative of what we could expect, roughly 5 years of Negotiations without a Contractural raise.
Seat Bids. FedEx likes big seat bids. They like consulting their Crystal Ball and attempting to smooth the manning.
When someone says ALPA gave away the Seat bid, that's not accurate. FedEx Management has Always controlled when People went to training, and when the Bus FO seat suddenly became undermanned because the Crystal Ball was in error, then the BUS FO's Didn't go to 777 FO training. Under the Old system, just as under the New System, both still get WB FO pay for everything they do. Under the New System, Bus FO gets 750$ a month. Which is less than the Hypothetical earnings they would've achieved as a 777FO.
If you're a 75 NB FO, and you're denied training to a WB seat due to Newhires, such as your hypothetical self, then you Still get WB pay-just under another name, but again...that's Less than your hypothetical earnings as a 777FO.
Only Difference between the Old and the New Upgrade system is under the New, if the Company is training existing crew members, then you get to decide whether you want to go to training that month or not.
No training available, and you're on the sidelines waiting
09-17-2018 | 07:55 AM
#48
Line Holder
Joined: Aug 2008
Posts: 65
Likes: 0
From: MD-11 CA
I have been at FedEx for 24 years. No better place to be in my time period. This is your life. If the AA base and your reserve unit are in a place you and your family would be happy to make your life, I would go there. Commuting makes a great job at best a good job. There is so much more to this than a spread sheet.
09-17-2018 | 08:04 AM
#49
Banned
Joined: Aug 2018
Posts: 312
Likes: 0
almost two decades ago, guys settled for Midway in RDU.. bought houses and decided this was their career destination. All looked good from the 'pilot' perspective... however, if one viewed the business model with a different set of eyes it was all about creating a N-S market and get bought.
Same with JB.. guys went there in droves only to find out the culture was a sham. But the pilot view says its awesum.
How many guys make an airline employment choice based on that pilot groups union effectiveness?
Anyone? Bueller? Thought so...
Same with JB.. guys went there in droves only to find out the culture was a sham. But the pilot view says its awesum.
How many guys make an airline employment choice based on that pilot groups union effectiveness?
Anyone? Bueller? Thought so...
09-17-2018 | 08:33 AM
#50
Line Holder
Joined: Mar 2012
Posts: 1,212
Likes: 22
From: Two Wheeler FrontSeat
Congratulations on your offers.
If you can't handle the night stuff, there's a whole lot of Day flying at FedEx...just have to build Seniority versus upgrading ASAP.
At FedEx, virtually guaranteed you can be WB w/in 3 years...and at the moment, a Junior Capt in 3-5 years. But that means sitting Reserve in Memphis for 15 days a month (19 days in 5 week months). FedEx doesn't use Calendar months.
Thank you for your service. If you intend to stay in a flying position, then there is nothing better than living in Domicile--bidding Reserve and working for the military (American has a much friendlier report time than FedEx. But then again, FedEx has a 60 second guarantee arrival time or your money back. Don't think American has even a 60 day arrival guarantee).
As a 10 year'sh guy, you're probably early 30s. FWIW-when you read people's comments about "giving" up the Pension. This is what it would mean for you, assuming hired today and the VB is implemented in 2 years.
Currently everyone hired on Property has a 130k potential Pension. High 5, 2% of that amount, times years of Service. High 5 is capped at 260k. So, 260*.02*25. VB proposal has an accrued benefit floor of 2% times Earnings with no longevity cap. Earnings capped at DC limits (currently 275k and adjusted every year by the IRS)
So, for you, posters are talking about "giving" up your 130k Pension in return for a Pension that would amount to 213k minimum. Why minimum? Because that's the Floor Value. In all probability, annual pension would exceed that. Unless, of course, you don't think a Balanced stock market return would exceed 5% (current proposed hurdle rate) over 30+ years.
Value of our Traditional Pension with a Floating Salary Cap and unlimited longevity is even higher than that.
ALPA spent 2013-15 rallying up support for an improvement to the Pension. Ideally to return the income replacement ratio to the 50% range. Unfortunately, the NC was unable to get even a modest face saving improvement to the A plan. IMO-lack of Any A plan improvement is the reason the TA barely passed.
So, since a Traditional Pension is better than the VB, question is whether that's something Management would agree to considering their intransigence in 2015. FWIW- I think the minimum improvement to the High 5 would be 335k, 345k. 355k, 366k for every year of Negotiations.
I personally think it's highly unlikely Management would agree to a Floating High 5 Cap.
So, just like UPS, every 5'sh years get to renegotiate it. And if UPS Negotiations durations are indicative of what we could expect, roughly 5 years of Negotiations without a Contractural raise.
Seat Bids. FedEx likes big seat bids. They like consulting their Crystal Ball and attempting to smooth the manning.
When someone says ALPA gave away the Seat bid, that's not accurate. FedEx Management has Always controlled when People went to training, and when the Bus FO seat suddenly became undermanned because the Crystal Ball was in error, then the BUS FO's Didn't go to 777 FO training. Under the Old system, just as under the New System, both still get WB FO pay for everything they do. Under the New System, Bus FO gets 750$ a month. Which is less than the Hypothetical earnings they would've achieved as a 777FO.
If you're a 75 NB FO, and you're denied training to a WB seat due to Newhires, such as your hypothetical self, then you Still get WB pay-just under another name, but again...that's Less than your hypothetical earnings as a 777FO.
Only Difference between the Old and the New Upgrade system is under the New, if the Company is training existing crew members, then you get to decide whether you want to go to training that month or not.
No training available, and you're on the sidelines waiting
If you can't handle the night stuff, there's a whole lot of Day flying at FedEx...just have to build Seniority versus upgrading ASAP.
At FedEx, virtually guaranteed you can be WB w/in 3 years...and at the moment, a Junior Capt in 3-5 years. But that means sitting Reserve in Memphis for 15 days a month (19 days in 5 week months). FedEx doesn't use Calendar months.
Thank you for your service. If you intend to stay in a flying position, then there is nothing better than living in Domicile--bidding Reserve and working for the military (American has a much friendlier report time than FedEx. But then again, FedEx has a 60 second guarantee arrival time or your money back. Don't think American has even a 60 day arrival guarantee).
As a 10 year'sh guy, you're probably early 30s. FWIW-when you read people's comments about "giving" up the Pension. This is what it would mean for you, assuming hired today and the VB is implemented in 2 years.
Currently everyone hired on Property has a 130k potential Pension. High 5, 2% of that amount, times years of Service. High 5 is capped at 260k. So, 260*.02*25. VB proposal has an accrued benefit floor of 2% times Earnings with no longevity cap. Earnings capped at DC limits (currently 275k and adjusted every year by the IRS)
So, for you, posters are talking about "giving" up your 130k Pension in return for a Pension that would amount to 213k minimum. Why minimum? Because that's the Floor Value. In all probability, annual pension would exceed that. Unless, of course, you don't think a Balanced stock market return would exceed 5% (current proposed hurdle rate) over 30+ years.
Value of our Traditional Pension with a Floating Salary Cap and unlimited longevity is even higher than that.
ALPA spent 2013-15 rallying up support for an improvement to the Pension. Ideally to return the income replacement ratio to the 50% range. Unfortunately, the NC was unable to get even a modest face saving improvement to the A plan. IMO-lack of Any A plan improvement is the reason the TA barely passed.
So, since a Traditional Pension is better than the VB, question is whether that's something Management would agree to considering their intransigence in 2015. FWIW- I think the minimum improvement to the High 5 would be 335k, 345k. 355k, 366k for every year of Negotiations.
I personally think it's highly unlikely Management would agree to a Floating High 5 Cap.
So, just like UPS, every 5'sh years get to renegotiate it. And if UPS Negotiations durations are indicative of what we could expect, roughly 5 years of Negotiations without a Contractural raise.
Seat Bids. FedEx likes big seat bids. They like consulting their Crystal Ball and attempting to smooth the manning.
When someone says ALPA gave away the Seat bid, that's not accurate. FedEx Management has Always controlled when People went to training, and when the Bus FO seat suddenly became undermanned because the Crystal Ball was in error, then the BUS FO's Didn't go to 777 FO training. Under the Old system, just as under the New System, both still get WB FO pay for everything they do. Under the New System, Bus FO gets 750$ a month. Which is less than the Hypothetical earnings they would've achieved as a 777FO.
If you're a 75 NB FO, and you're denied training to a WB seat due to Newhires, such as your hypothetical self, then you Still get WB pay-just under another name, but again...that's Less than your hypothetical earnings as a 777FO.
Only Difference between the Old and the New Upgrade system is under the New, if the Company is training existing crew members, then you get to decide whether you want to go to training that month or not.
No training available, and you're on the sidelines waiting
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