I wish many of our pilots would realize that once we stop throwing away millions of dollars in training costs for future airline recruits who leave within the first two years, that money will be redirected to more pay raises and bonuses. It takes a little time for this adjustment.

 

As someone who upgraded in type (non-phenom), I ended up right about 1.5 yr upgrade. The phenom guys in my indoc took the first available. I made it to DRL quicker than them, but lost out on some CA pay. Aside from wanting ILC, you could just sit right seat in the phenom if it makes sense for you, especially since year 1 phenom CA and FO pay is the same. You may incur a long seat lock in the phenom after upgrade. While I have seen phenom CAs released for DRL inside 12 months, I wouldn’t count on it. I took the seniority upgrade. If you’re looking for ILC the commanders want you to bid Phenom CA. They usually will look at you funny if you’re a Phenom FO holding out for DRL.

The old adage is take the first available upgrade if the music stops. DRL is getting more senior. Yes theres a few Challenger CAs leaving but they are already accounted for in the monthly Bid Awards. Take the rumor mill from your CKA with a grain of salt. But do what’s best for you. Crystal ball is fuzzy.

 

Im 65 so, I'm not chasing ILC. My training got stretched out and I want several months in the seat before I make a decision. Thanks for the "inside baseball" view--very much appreciated.

 

Hey Guys.... Im pumped about my recent CJO at FJ. Nothing but good people and a fun atmosphere. Can anyone at the company help with a couple questions that I definitely wasn't going to ask at the interview.

-Is 6% retirement sperate from 18K Deffered Compensation? Its not spelled out in the CJO. I think my preferred plan is to max the 401k every year and buy something fun when the deffered money becomes available.
-Does FJ pay for airport parking? Not a deal breaker, just asking bc mine is $12 a day.
-Do they pay for headsets? For whatever reason, I go through a headset every 2-3 years.
-Can you expense laundry? Lame I know, but some hotels charge a ridiculous amount to clean.

BTW: Just a thanks to all you long term FJ dudes.... you've really made FJ compensation waaay more attractive.

Looking to flying with y'all soon!

 

Yes, the 6% is a company match to the 401k, the $18k is essentially a retention bonus
Yes, they pay for airport parking pretty much at the cheapest long term daily rate that the airport has. I have heard that some parking prices have increased and they have not increased the reimbursement amount however that is probably more of a paperwork thing
No, the dont pay for headsets however they have headsets on the plane if you dont want to use your own. Not sure why you go thru headsets that quickly, Ive had 2 in 10 years and the first pair still work, just wanted better
No, you should be able to pack enough for what is typically no more than an 8 day rotation.

 

I wish many of your pilots would realize that if you had kept your union on property, your pilot group would have more control over where the increased compensation goes instead of the company giving it all to the new hires. I hope your wishes come true about the pay raises and bonuses working their way up the list, but I have my doubts. Unless you are seeing troubling attrition in that demographic, there is no incentive for that to happen.

 

Or we could be in constant fighting with management, attending "Informational" pickets, only to get a new TA that the pilot group appears to not like. Not to mention be handcuffed to a contract that is below current rates.

 

Hi,
What is the new salary being offered?
How are the health benefits?

Thanks!

 

I have been apart of several Unions from working for Alcoa on the Aluminum pot lines to Teamsters at a regional. Unions have a place and benefit, but they have gotten away from they core purpose IMO. One thing I saw very perdominately in all the Unions was a sense of gross entitlement, discontent (spread by the Union) because someone else somewhere was getting more (seems like the Unions feed off this to their benefit, not the workers), and a lot of laziness because they're protected by the Union and the company has to go to hell and back to fire them. No company is perfect. FlexJet again IMO does appear to do what is BOTH best for the company and for their employees. Could it be better? Absolutley! Ken and his team are incredibly smart in business. As a former business owner I can see things from both sides. One thing to keep in mind is that this next pay bump is Phase 1. Phase 2 is supposed to be rolled out later this year where we will be "Competetive with the Airlines". So we will see. I'm 2 yrs in and fairly content with everything I experienced with management and on the line.

 

I believe our new payscales are published and available now. If you can't find them, I'm sure one of us could send it over to you. Even though the majors are slowing hiring (for now) NJ is working out their TA so I still expect further adjustments later this year. Nothing is guaranteed, but Flex has commited to being competetive with majors as well as NJ so we will see what happens.

Health benefits are primarily through United Healthcare and very good. I pay just under $200/month for my entire family for the top plan. Previously, before I came to Flex we were on my wife's Fed plan through the USPS paying just under $400/month with less benefits and higher deductible and out of pocket. So comparetively, for me I feel it's a good plan.