Flyfalcons

No, it is considered a non-elective contribution from the employer, and therefore is not subject to the maximum elective contribution. So you can max out your elective contribution and have all of that matched by the company, and all of your FDP 1/3rd allocation would still go into your 401K.

APU1

Flexjet:
1 How much Vacation do you get year 1, year 2, year 5, year 20?

2 What is the pay scale for the 8/7 schedule or the 7/7 schedule or whatever schedules you have that are not PBS? (Seems like I read once upon a time that the pay was WAY less, but can’t find that now.)

3 On the PBS, do I get to choose how many days a month I want to work? Is there a minimum? I realize the max would only be limited by the regulations.

4 How many sick days each year? Do they roll over? Can you sell them back to the company?

5 Any holiday pay? Any overtime pay of any sort?

6 Any pay for getting home or to base after a certain time? For example, after midnight.

7 APC shows top pay of 1090 / on the 350, is this for red label only?
If so, what pay can an 18 year captain that is not red label, expect to make per day?

8 What could I realistically expect in soft pay?

ASACapt

Like @flyflacons said: avoid section 6 negotiations. They wanted to go from 5.0 pilots per plane to 4.7. Realistically it doesn’t look like they’ll ever achieve that with vacations and training.

If they ever downgraded or furlough then it goes back to 5.0.

Also the contract guaranteed the upgrades for 363 FO’s at 8/mo minimum.


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avi8er

you can count on 4.7. But that’s good for both pilots and the company no? You will get more FDP!

frmrdashtrash

4.7 won’t work. Little doubt in my mind staffing will rarely dip below 5.1.


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shrsailplanes

Are there any plans for fleet expansion anytime in the near future? not just replacing retired airplanes. That would be one way that hiring could start up again.

JTwift

shouldnt all the Netjets talk be in the Netjets thread?

frmrdashtrash

Questions were asked an answered. You could always file a grievance. Oh never mind.....


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ASACapt

Now that’s funny!


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tm602

1) The FDP program has saved incredible amounts of money in selloffs. BIG WIN for the company.
2) They also are lowering the ratio of pilots to aircraft, saves them money in hiring new pilots and training them.
3) Giving annual raises of 2% will help them as the cost of living will certainly outpace the "raise", so another win for them.
4) Biggest thing is no Section 6 fights and embarrassments.
5) The extension puts them in a good place with predicative budgeting and known costs, a big win for them. Also very good forward looking though process by management (something we had seriously lacked in the previous 2 CEOs).

For us,
1) the lowered FDP is nice, but only a fool will start counting chickens on it.
2) the extension on the contract keeps the peace, and makes many feel better in terms of job security/income projection.
3) The lowered pilot to aircraft ratio....we will see. On one hand, lowers chance of furlough and increases the odds of FDP. On the other hand, poses possibility of more fatigue calls which will bring back screwy schedule changes.
4) No more getting screwed on Day 2 if you DNIF on Day 1....Day 1 is Day 1 now, period. No more 0400 show on day 2 after a DNIF or a PTO day, working 12 hours and getting nothing for it.
5) Stone setting on the LOAs and temporary improvements.

While I was one of the 12% and think we could have done better, this will be OK. Especially in light of a CEO who seems to have a good head on running the ship. HandJob and Suckall would have been especially disastrous in these days.