Been checked out on COLA, trying to catch up once a month or so. Wasn’t there also a BL rumor that the COLA-0 gang will be back by February? If that’s the case, what’s wrong with interviewing in January for spring classes with the new hires knowing they will be on COLA-0 WIEUFN?

I think this would just be another BL talk before I think example. In Feb nearly all the ELS pilots will have been here for a year. Based on previous practice I really can’t see zero hour new hires existing.

Bring on the new hires and they better be getting paid until they’re awarded els / cola 0, etc.

I wouldn’t spend too much time worrying over this one.

Protections? The union sucks. Only one or 2 good guys out of the lot

why don't you step up?

Sounds like we are making a lot of assumptions. Do we have any concrete facts that this is going to happen. Common sense says that we are fat 100-200 pilots We wouldn’t hire new ones unless those guys are being used

Concrete facts? On this forum? Lol

I think it's a great idea if there's a business case for it. I love the outside of the box thinking if it is true. Just like selling empty seats, even though that got shut down. What is the increased cost of adding another body to the seniority list? Interviewing, training, payroll, and then benefits once that new hire is transitioned to ELS / Cola 0. If the company is confident enough to hire, with only enough demand that hundreds are getting 0 credit hours, then I say have at it. Why not hire 10k extra pilots and Cola 0 them all? That makes no sense so there's got to be a good reason for spending the money.

By paying new hires in training, our currently furloughed pilots aren't losing anything they haven't already lost. We get paid training here at F9. That should not change. I understand the issue of getting zero hours while a junior pilot is getting 75, but there's work for the junior pilot and there isn't work available for the Cola 0 pilot. New hires are good. New airframes are good. Having a company willing to innovate is good. And I'd be learning to pilot a pallet jack before I'd sit on the virtual curb shaking my cup for some open time.

Objectively speaking, the issue is that the pool of candidates that would be willing to start at 0 hours of pay severely narrows the talent pool as the majority of individuals willing to accept virtually zero compensation and maybe some benefits with the hope of full-time pay in the future is minimal. Then again, if there’s 10,000 qualified applications on file, 4%-5% willing to accept zero pay would completely cover Frontier’s rumored forecasted staffing needs.