RadarColor

The art of the naive amateur!

nkbux

I don’t wanna see anyone shafted in an SLI... but ya gotta admit... NK and F9 pilots would be brothers at the bar on day 1!

nkbux

And oh yeah GFY!

1900luxuryliner

It’s “called” GFY!

Missed Appch

Just use the ignore user function. It's really great not having to read the trolls posts. At least stop replying to them. They are pathetic people with nothing better to do. Replying to them only gives them the attention they are so desperate to receive. Ignore them and they'll go away.

1900luxuryliner

Good idea. The quote: “I learned long ago, never to wrestle with a pig. You get dirty, and besides, the pig likes it”, comes to mind.

Macjet

No, I'm not. I'm a proud card carrying, dues paying, red lanyard wearing, and picketing member of SPA. And what I want are Delta rates on these puke yellow 'buses. But the reality is that we are so far behind our peers that I don't believe we will acquire parity in one TA. Like it or not, the NMB has laid out the pecking order. Kind of like the quarterback getting the prom queen sort of thing. Now, we can either be alone on prom eyeing the girl he has or we can hook up with her chubby friend and still have some fun.

One particular chat group among us wants to 'wait a decade' until we can maintain line bidding, transition, retirement, Delta rates, LTD, scope, and a partridge in a pear tree. I'm all for maintaining our QOL but $180/hour today is worth more than $220/hour in three years (random numbers for illustrative purposes only). We are losing the battle on the time value of money that we can never, ever recover. There are a finite amount of days from this day to retirement for all of us. A realistic assessment of the playing field and our position in the industry needs to be made.

I know a lot of us see the legacies and WN as our peers but they really aren't. We're a fraction of their size in fleet, pilots, and routes. Now, if we were to secure a TA that paid us 80-85% of their rates today then the battle won't be as big the next time around. In five years we'll be closer to 40% of WN size instead of our current 15% and only needing perhaps a 20% raise instead of 50%. The NMB might be more receptive to the pilot group of a larger carrier asking for such.

National seniority lists, carrier wide agreements, etc are all great bar talk and unicorns but they aren't reality. The reality is that we're a very small carrier that has a management team that has offered a 48% raise. Not enough in our eyes perhaps but the NMB is hung up on that number. The NMB is stunned that we turned down such and they are not on our side, if they ever were.(https://www.linkedin.com/in/cathymccann So, do you want a 48% raise today or a 48% raise in two years?

And no, it isn't fair. But life is chocked full of unfair ****. And I also won't vote yes on the last data that was put out. But I am willing to entertain a majority of our rules with perhaps less than 'industry standard' rates in order to get myself out of regional rates today and on a better footing for the next fight.

Some of the above is fact and some is my opinion based on those facts and my experiences. Your milage my vary but a paid management troll, or anything with management, I am not.


Edit: In case you didn't read down far enough on our 'referee'.

✔ Contributed to successful restructuring by negotiating 6 concessionary labor agreements to
achieve $65M in annual labor savings

Macjet

I'm just as ****ed as you are if not more. But at some point the option of a cease fire instead of all out victory has to be considered. Incremental gains instead of a jackpot payout. I know we're hanging our hat on the attrition and hiring issue but I don't think we'll ever run out of sixes to put in these seats. And if we're going to replace our NC then why not secure higher rates and direct contribution today while preparing for the next round?

Macjet

I tip my hat to you. You want it more than our guys do. Our turnouts have been pathetic but you guys and gals did great. Be proud!

ColdWhiskey

Regarding executive compensation, SWA IS in our peer group. Per SEC documents related to the IPO, our Barry Biffle receives compensation that exceeds that of SWA's CEO.

How many other executive and management position salaries are on par with their peers at SWA and the legacies?