Anybody correct me if I’m wrong please

PRIA has been phased out so all pilot records are available on the PRD. It is my understanding companies no longer receive or answer PRIA type requests through PRD. Therefore that rumor would be false.

I could be wrong. Somebody correct me if I am.

 

Yes, it appears PRIA was phased out September 2024. That however is not the operative issue in my previous post.

 

Ya but koolaid answered that one

 

Our current contract favored the top of the pay scale folks.

The "slope" of our current pay scale is pretty ridiculous compared to the rest of the industry. When we signed this deal, our 12 year CA rate were only a few dollars behind Delta for the Bus but (for example) the 4th year CA rate were way behind.

At the time of the contract, I think we had about 1200 pilots and a full 50% of them were all topped out on the pay scale (12+ years on property)
With this next contract, we will have a full 50% of the votes coming fron people at the very bottom end of the pay scale. Definitely a big change in where on the scale the votes are coming from. I think our percentage of top of scale pilots is only around 30% now.

I wouldn't be surprised to see a little flattening of the pay scale but I trust the union to do their best to make a fair deal for all.

 

The bottom of the scale last time needed larger increases in dc than the top. Total compensation was within 1-2% increase across the longevity scale. Rates now do need flattening to align with industry. This time all that’s needed to make it within 1-2% total compensation is a 5th week of vacation. So then you can have a larger % increase on rates at the bottom to flatten the curve while maintaining close to an equal increase across the longevity scale. At least within the 1-2%.

 

Can someone tell me please............what % of the F9 list has at least gotten an interview invite at a legacy??

PLEASE.......tell me it's 95% or more.

That's by far the best leverage you guys have trying to get a deserved contract.

Honestly......it makes NO sense for anyone younger than 57....maybe even 60..... to stay instead of go to a legacy, no matter how senior they are.

Just THREE yrs at one of the big 3.....16% in base/equipment/seat. Could upgrade or go WBFO, but it makes little sense until several more years have passed.

Can easily hold 100% turns too w that seniority (to those who cheerlead about F9 QOL day trips being home overnight LOL). I don't want them though.

Just GTFO from F9 or any other ULCC when the legacies will hire 5000+ this year

 

All due respect. Shut up

 

Pushing for you guys to fight and vote with your feet and move onto a legacy where from day 1 you'll be treated 10X better, and that's what you are telling me?

Okay.......

But please tell me where I've gone wrong saying what Ive said?

 

Let’s be clear - the real issue is the fact that there is THIS MUCH disparity among pay scales in the 1st place. The going 12 yr CA rate at F9 is less by 40% than that of MOST other domestic airlines - the only ones that are comparable are either failing, in negotiations themselves or have been in business for less than 10 years. That’s crazy.

Simple business economics would suggest only one thing about that kind of discrepancy (given that F9 isn’t a startup and has been in business for 10+ years) is that they cannot compete in the market as currently structured. They have 2 options - change their business strategy and find an investor that believes in that new strategy or eventually be forced to stop operating (sell/merge/dissolve). Those are the options. The ONLY reason they continue to be able operate IS BECAUSE of the seniority system.

So, what you mention is or has been the sentiment ever since the seniority system was installed. Vote with your feet. There isn’t a single 121 pilot anywhere who doesn’t understand the ramifications of this. I’m guessing you left - what if at some point F9 were to merge with your current airline? You’d now be jr to many of your F9 classmates (and probably a few classes behind yours). There are other factors as well.

Arguing whether or whether not to do this is a personal decision and quite frankly is a distraction from the real issue. Attrition is happening and taking care of itself. Encouragement from so called “others” who supposedly left sounds like pettiness or buyers remorse (and I’m guessing you’re not remorseful).

 

I am at a legacy and I get super irritated when you guys who got hired 3+ years ago use your numbers as if they will have the same choice to make. Please stop.