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Old 04-14-2016, 09:30 AM   #1691  
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Originally Posted by CloudSailor View Post
A couple of resume entries that will absolutely help are having experience as a Line Check Airman, or as a simulator instructor. I imagine that experience would help for any airline, but it is very heavily weighted at FDX. B767 time also seems to have helped guys with zero internal references. Beyond that, understanding the hiring matrix is anyone's guess (including some of the folks in charge of pilot recruitment). As BlackKnight said, no one really knows.


Thanks for the additional info CS, good stuff.

I was hesitant to add (as from many posts on here it seems random) but I'll include what I remember from the hiring meeting our chief pilot and the Dr. they hired to revamp the program briefed us. (This info was posted long ago. Here's a refresher).

1. High GPA from a good college.
2. "Sweet spot" of 3000-6000 hours.
3. Either military or civilian- higher accomplishments in the form of LCA, Safety, Chief Pilot, etc. or (at the least) Military IP, but more notably Squadron Commander or higher.

DON'T SHOOT THE MESSENGER. I have no dog in this fight. Just trying to help.
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Old 04-14-2016, 09:31 AM   #1692  
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There is currently some heartburn because some new hires are going to the right seat of the 767, which should create passover pay for every 757 right seat person, but the company does not see it that way. It is being grieved, but given our history , we will lose.

This is incorrect. Not every 75 FO has bid and held 76 FO, nor had their training delayed, so not every 75 FO is due passover pay. I understand your heartburn with the way the training is jacked up, but spreading incorrect statements doesn't help the cause. That is also why the company doesn't see it the way some people think they should, some people don't understand what triggers passover pay.
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Old 04-14-2016, 04:33 PM   #1693  
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This is incorrect. Not every 75 FO has bid and held 76 FO, nor had their training delayed, so not every 75 FO is due passover pay. I understand your heartburn with the way the training is jacked up, but spreading incorrect statements doesn't help the cause. That is also why the company doesn't see it the way some people think they should, some people don't understand what triggers passover pay.
Bids are held once a year, which is insane. Perhaps if bids were held every month, I could see your point. So, here is an example. A guy arrives here just after this bid has closed. He didn't get a chance to bid the 767. Now someone junior to him is given a 767 slot. Should he get pass over pay? Not according to you, because he didn't bid the 767. Well, he didn't have a chance to bid it. So someone junior to him gets the 767 slot that he wants and you are ok with that? I thought ALPA was supposed to protect seniority at all costs, but I guess I was wrong.

Passover pay is supposed to protect the senior crewmember from a junior crewmember being given his rightful seat ahead of him.

If our contract is so screwed up that passover does not apply when you didn't get a chance to bid, and someone junior to you is given the seat you would have bid for, than it is time to fire ALPA and their "better than FPA lawyers" because they have not done us any good at all.

I say again, giving 767 slots to new hires is wrong and should trigger passover pay for every 757 FO on the property. My opinion, not trying to "spread any incorrect statements".
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Old 04-14-2016, 11:43 PM   #1694  
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We can agree or disagree, and maybe every 75 FO should get wide body pay in your opinion. But it's not in the contract that way. But a lot of guys think that it works that way so they stay in the 75, don't bid out, and then wonder what happened when they don't get it. Because a lot of guys think it should be that way, buts that's not how the contract reads. If you want wide body pay, BID a wide body. Then, and only then, if you hold it AND if somebody junior to you activates earlier AND delays your training you will get passover pay. There are plenty of senior 75 FOs who don't bid a higher paying seat and thus wont get passover pay.
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Old 04-15-2016, 01:27 AM   #1695  
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[QUOTE=Nightflyer;2109740]Bids are held once a year, which is insane. Perhaps if bids were held every month, I could see your point. So, here is an example. A guy arrives here just after this bid has closed. He didn't get a chance to bid the 767. Now someone junior to him is given a 767 slot.

So who is the guy who just arrived? Is he a new hire? If so, there isn't anyone junior to him to bid.

And now some guys are beaked because the days of POP for years are over. There were guys riding the WB capt pay for years knowing that the chance for upgrade was way in the future. How screwed up is it to pay a FO WB capt pay for years? So now the company has got a new system thanks to a contract that was voted in by the majority. The whole POP is screwed up at FX when you have only one bid once a year or less. POP made sense when a guy was going to train in a much shorter time and guys could bid.
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Old 04-18-2016, 08:32 AM   #1696  
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Just a quick question, for anyone that knows. I got my BA in 2009 then MS in 2012. The employment page asks list all jobs post college. Would FedEx would want the post jobs after my BA or MS? Thanks for the help.
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Old 04-18-2016, 09:20 AM   #1697  
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A guy arrives here just after this bid has closed. He didn't get a chance to bid the 767. Now someone junior to him is given a 767 slot. Should he get pass over pay? Not according to you, because he didn't bid the 767. Well, he didn't have a chance to bid it. So someone junior to him gets the 767 slot that he wants and you are ok with that? I thought ALPA was supposed to protect seniority at all costs, but I guess I was wrong.
It's called New Hire Junior Activation Compensation Pay
Quote:
Originally Posted by CBA 24.F
CBA 24.F.d. If, through the application of Section 24.F.6.c., a junior pilot is activated into a higher paying crew position for which a senior pilot(s) did not have the opportunity to bid, the eligible senior pilot(s) shall be eligible for New Hire Junior Activation Compensation.
e. If a new hire pilot changes his initial crew position pursuant to Section 24.F.6.c., the Company shall activate him at his new base consistent with the Companyís staffing requirements.
f. Except as provided in Section 6.E.1.c., a new hire pilot shall not become entitled to a relocation package pursuant to Section 6 as
a result of the application of this paragraph.

7. New Hire Junior Activation Compensation due in accordance with Section 24.F.6.d. shall (for the senior pilot):
a. be equal to the hourly rate of pay for the crew position in which a junior pilot is activated; and
b. begin on the date that a junior pilot, from the same or subsequent System Bid, activates into the crew position with the higher hourly rate of pay; and
c. continue until the earlier of:
i. his activation into a new, subsequently awarded or assigned crew position with a rate of pay the same or higher than his
ii. his withdrawal or removal from training for a subsequently awarded or assigned crew position with a rate of pay the same or higher than his New Hire Junior Activation Compensation;
iii. the date he incurs a training cycle failure for a subsequently awarded or assigned crew position with a rate of pay the same or higher than his New Hire Junior Activation Compensation;
iv. the date as of which all available pilots have completed training (i.e., activated) for his new, subsequently awarded or assigned crew position, from the same System Bid, with a rate of pay the same or higher than his New Hire Junior Activation Compensation;
v. the date as of which there are no longer any junior pilots activated in the crew position that generated his New Hire Junior Activation Compensation eligibility;
vi. the date the last junior pilot(s) would no longer have been activated in the crew position that generated the pilotís New Hire Junior Activation Compensation eligibility, but for the junior pilotís unavailability (e.g., owing to leave of absence, sick leave), if such junior pilot was awarded or assigned another crew position on a subsequent System Bid. That date shall be the date on which the last available, junior pilot is no longer activated in the crew position that generated the Junior Activation Compensation eligibility;
vii. the date the next most senior available pilot (compared with the junior pilot identified in Section 24.F.7.c.vi.) is no longer activated in, or would no longer have been (if the standard in Section 24.F.7.c.vi. is applied) activated in, the crew position that generated the New Hire Junior Activation Compensation, if the junior pilot was not awarded a crew position on that subsequent System Bid (e.g., the junior pilot was on leave when the System Bid closed);
viii. the pilotís award, on a subsequent System Bid, to another crew position with the same or lower rate of pay than the pilotís currently awarded crew position; or
ix. the pilotís failure to bid, at 100%, a crew position that the pilot could have been awarded, with a rate of pay the same or higher than the New Hire Junior Activation Compensation.
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Old 04-18-2016, 10:05 AM   #1698  
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Just a quick question, for anyone that knows. I got my BA in 2009 then MS in 2012. The employment page asks list all jobs post college. Would FedEx would want the post jobs after my BA or MS? Thanks for the help.
IMO, list all jobs. More importantly, do NOT have a timeline gap in employment/studies. Make sure your last 10 years have continuous employment/studies.
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Old 04-18-2016, 10:17 AM   #1699  
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Thanks Sluggo. I think that covers the scenario that I was concerned about.
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Old 04-18-2016, 03:01 PM   #1700  
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IMO, list all jobs. More importantly, do NOT have a timeline gap in employment/studies. Make sure your last 10 years have continuous employment/studies.
Thank you so much for your help. Really appreciate it.
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