Frontier Hiring.
08-02-2016, 07:39 AM
#5041
Gets Weekends Off
Joined APC: Sep 2011
Position: in a Big Box that moves back,forth, up, down and makes cool sounds
Posts: 352
Originally Posted by OpenClimb
I hear all the time that Frontier's work rules are uber fantastic. I'm sorry, but I just don't see it. Yes, we have a few things that are very desirable, but the contract package is lacking in so many other aspects that the net result is an average to below-average quality of life..
FWIW, I'm on the outside looking in.
Thank You
K
08-02-2016, 12:29 PM
#5042
Gets Weekends Off
Joined APC: Jun 2014
Position: A320 CA
Posts: 491
Originally Posted by klondike
Would you care to take the time to articulate some of the things in F9's current contract that you think are desirable?
FWIW, I'm on the outside looking in.
Thank You
K
FWIW, I'm on the outside looking in.
Thank You
K
Good things:
1. Ability to replace used sick time on a "per duty period" basis.
If a pilot uses 2 days of sick time to cover a 12 hour 2 day trip, he can replace these sick days by picking up a 2 day trip containing one 75 minute leg on the 1st day and a deadhead back home on day 2.
2. Ability to modify our awarded lines of flying by using a free market style system for adds, drops, swaps and trades.
This point probably needs an asterisk notation because certain pilot-hating company representatives in crew planning continue to sabotage the system by hiding trips and doing anything they can think of to drive as much flying away from lineholders and towards reserves that have been bought and paid for via a minimum monthly guarantee.
3. Multiple specific duty periods for reserves. No airport or ready reserve requirement. Limitations, in some cases, on maximum duty period that protect us from the holes left for reserves by Part 117.
There may be more, but I'm really struggling to come up with much good to say. If you read my original post, that was my point. Folks almost reflexively say things like "our pay sucks, but we've got great work rules." As I said, there are a couple of good things, but in the end, not nearly enough to make up for wages that are $70-$90 per hour lower than they should be.
Last edited by OpenClimb; 08-02-2016 at 12:31 PM. Reason: Fixing a typo or two.
08-02-2016, 12:48 PM
#5043
Gets Weekends Off
Joined APC: Jan 2009
Posts: 1,459
Originally Posted by OpenClimb
Sure. I'll give it a whirl, but understand that I'm in no way saying our contract is even close to adequate. I never know when people ask these types of questions if their intent is to engage in some sort of debate to make the point that our work rules aren't all they're cracked up to be. I'm conceding your point if that's your intent.
Good things:
1. Ability to replace used sick time on a "per duty period" basis.
If a pilot uses 2 days of sick time to cover a 12 hour 2 day trip, he can replace these sick days by picking up a 2 day trip containing one 75 minute leg on the 1st day and a deadhead back home on day 2.
2. Ability to modify our awarded lines of flying by using a free market style system for adds, drops, swaps and trades.
This point probably needs an asterisk notation because certain pilot-hating company representatives in crew planning continue to sabotage the system by hiding trips and doing anything they can think of to drive as much flying away from lineholders and towards reserves that have been bought and paid for via a minimum monthly guarantee.
3. Multiple specific duty periods for reserves. No airport or ready reserve requirement. Limitations, in some cases, on maximum duty period that protect us from the holes left for reserves by Part 117.
There may be more, but I'm really struggling to come up with much good to say. If you read my original post, that was my point. Folks almost reflexively say things like "our pay sucks, but we've got great work rules." As I said, there are a couple of good things, but in the end, not nearly enough to make up for wages that are $70-$90 per hour lower than they should be.
Good things:
1. Ability to replace used sick time on a "per duty period" basis.
If a pilot uses 2 days of sick time to cover a 12 hour 2 day trip, he can replace these sick days by picking up a 2 day trip containing one 75 minute leg on the 1st day and a deadhead back home on day 2.
2. Ability to modify our awarded lines of flying by using a free market style system for adds, drops, swaps and trades.
This point probably needs an asterisk notation because certain pilot-hating company representatives in crew planning continue to sabotage the system by hiding trips and doing anything they can think of to drive as much flying away from lineholders and towards reserves that have been bought and paid for via a minimum monthly guarantee.
3. Multiple specific duty periods for reserves. No airport or ready reserve requirement. Limitations, in some cases, on maximum duty period that protect us from the holes left for reserves by Part 117.
There may be more, but I'm really struggling to come up with much good to say. If you read my original post, that was my point. Folks almost reflexively say things like "our pay sucks, but we've got great work rules." As I said, there are a couple of good things, but in the end, not nearly enough to make up for wages that are $70-$90 per hour lower than they should be.
08-02-2016, 05:20 PM
#5044
Line Holder
Joined APC: Dec 2015
Posts: 28
Originally Posted by OpenClimb
Sure. I'll give it a whirl, but understand that I'm in no way saying our contract is even close to adequate. I never know when people ask these types of questions if their intent is to engage in some sort of debate to make the point that our work rules aren't all they're cracked up to be. I'm conceding your point if that's your intent.
Good things:
1. Ability to replace used sick time on a "per duty period" basis.
If a pilot uses 2 days of sick time to cover a 12 hour 2 day trip, he can replace these sick days by picking up a 2 day trip containing one 75 minute leg on the 1st day and a deadhead back home on day 2.
2. Ability to modify our awarded lines of flying by using a free market style system for adds, drops, swaps and trades.
This point probably needs an asterisk notation because certain pilot-hating company representatives in crew planning continue to sabotage the system by hiding trips and doing anything they can think of to drive as much flying away from lineholders and towards reserves that have been bought and paid for via a minimum monthly guarantee.
3. Multiple specific duty periods for reserves. No airport or ready reserve requirement. Limitations, in some cases, on maximum duty period that protect us from the holes left for reserves by Part 117.
There may be more, but I'm really struggling to come up with much good to say. If you read my original post, that was my point. Folks almost reflexively say things like "our pay sucks, but we've got great work rules." As I said, there are a couple of good things, but in the end, not nearly enough to make up for wages that are $70-$90 per hour lower than they should be.
Good things:
1. Ability to replace used sick time on a "per duty period" basis.
If a pilot uses 2 days of sick time to cover a 12 hour 2 day trip, he can replace these sick days by picking up a 2 day trip containing one 75 minute leg on the 1st day and a deadhead back home on day 2.
2. Ability to modify our awarded lines of flying by using a free market style system for adds, drops, swaps and trades.
This point probably needs an asterisk notation because certain pilot-hating company representatives in crew planning continue to sabotage the system by hiding trips and doing anything they can think of to drive as much flying away from lineholders and towards reserves that have been bought and paid for via a minimum monthly guarantee.
3. Multiple specific duty periods for reserves. No airport or ready reserve requirement. Limitations, in some cases, on maximum duty period that protect us from the holes left for reserves by Part 117.
There may be more, but I'm really struggling to come up with much good to say. If you read my original post, that was my point. Folks almost reflexively say things like "our pay sucks, but we've got great work rules." As I said, there are a couple of good things, but in the end, not nearly enough to make up for wages that are $70-$90 per hour lower than they should be.
Thanks for info Open.
Keeping on the "hiring" thread topic... I HAVE read this thread, but appreciate more current info re QOL for a new-hire:
1. Min days off?
2. Commutability of reserve (junior line)?
3. Probability of extension into day off?
4. Other current/trending QOL considerations (other than sub-par $$$/hr) for a newbie?
5. Probability ORD will continue to be a domicile?
I live in Midwest and ORD would be first choice for domicile. Have not submitted app yet.
Current RJ Capt/LCA. ~12,000 TT.
THANKS for any/all updated info!
08-02-2016, 05:51 PM
#5045
Gets Weekends Off
Joined APC: May 2013
Position: CRJ-200 CA
Posts: 434
Originally Posted by OpenClimb
Sure. I'll give it a whirl, but understand that I'm in no way saying our contract is even close to adequate. I never know when people ask these types of questions if their intent is to engage in some sort of debate to make the point that our work rules aren't all they're cracked up to be. I'm conceding your point if that's your intent.
Good things:
1. Ability to replace used sick time on a "per duty period" basis.
If a pilot uses 2 days of sick time to cover a 12 hour 2 day trip, he can replace these sick days by picking up a 2 day trip containing one 75 minute leg on the 1st day and a deadhead back home on day 2.
2. Ability to modify our awarded lines of flying by using a free market style system for adds, drops, swaps and trades.
This point probably needs an asterisk notation because certain pilot-hating company representatives in crew planning continue to sabotage the system by hiding trips and doing anything they can think of to drive as much flying away from lineholders and towards reserves that have been bought and paid for via a minimum monthly guarantee.
3. Multiple specific duty periods for reserves. No airport or ready reserve requirement. Limitations, in some cases, on maximum duty period that protect us from the holes left for reserves by Part 117.
There may be more, but I'm really struggling to come up with much good to say. If you read my original post, that was my point. Folks almost reflexively say things like "our pay sucks, but we've got great work rules." As I said, there are a couple of good things, but in the end, not nearly enough to make up for wages that are $70-$90 per hour lower than they should be.
Good things:
1. Ability to replace used sick time on a "per duty period" basis.
If a pilot uses 2 days of sick time to cover a 12 hour 2 day trip, he can replace these sick days by picking up a 2 day trip containing one 75 minute leg on the 1st day and a deadhead back home on day 2.
2. Ability to modify our awarded lines of flying by using a free market style system for adds, drops, swaps and trades.
This point probably needs an asterisk notation because certain pilot-hating company representatives in crew planning continue to sabotage the system by hiding trips and doing anything they can think of to drive as much flying away from lineholders and towards reserves that have been bought and paid for via a minimum monthly guarantee.
3. Multiple specific duty periods for reserves. No airport or ready reserve requirement. Limitations, in some cases, on maximum duty period that protect us from the holes left for reserves by Part 117.
There may be more, but I'm really struggling to come up with much good to say. If you read my original post, that was my point. Folks almost reflexively say things like "our pay sucks, but we've got great work rules." As I said, there are a couple of good things, but in the end, not nearly enough to make up for wages that are $70-$90 per hour lower than they should be.
08-02-2016, 05:54 PM
#5046
Gets Weekends Off
Joined APC: Sep 2014
Posts: 828
Originally Posted by NWSteeringArmer
I'd be willing to bet that no one in the industry has better vacation than us... That's by far the best part in my opinion... I've knocked out 120 hours and four 5 days trips... One month I had 82 hours and 25 days off... The other month I had 135 credit and 18 days off... But because of this, 5 days no longer exist... I'm shocked they even honor our vacation....
08-02-2016, 05:55 PM
#5047
Gets Weekends Off
Joined APC: Dec 2010
Posts: 100
Originally Posted by FlynDive
Hi All: Long-time lurker, first-time poster.
Thanks for info Open.
Keeping on the "hiring" thread topic... I HAVE read this thread, but appreciate more current info re QOL for a new-hire:
1. Min days off?
2. Commutability of reserve (junior line)?
3. Probability of extension into day off?
4. Other current/trending QOL considerations (other than sub-par $$$/hr) for a newbie?
5. Probability ORD will continue to be a domicile?
I live in Midwest and ORD would be first choice for domicile. Have not submitted app yet.
Current RJ Capt/LCA. ~12,000 TT.
THANKS for any/all updated info!
Thanks for info Open.
Keeping on the "hiring" thread topic... I HAVE read this thread, but appreciate more current info re QOL for a new-hire:
1. Min days off?
2. Commutability of reserve (junior line)?
3. Probability of extension into day off?
4. Other current/trending QOL considerations (other than sub-par $$$/hr) for a newbie?
5. Probability ORD will continue to be a domicile?
I live in Midwest and ORD would be first choice for domicile. Have not submitted app yet.
Current RJ Capt/LCA. ~12,000 TT.
THANKS for any/all updated info!
2.) Reserve C, 1200-2230 is most commutable generally if you can get home after 2130 scheduling might let you out early, other reserve times will be commutable on 1 end
3.) It's difficult for scheduling to JA, you cannot be JA'ed on reserve while calling for a release
4.) ORD might not be obtainable for a while, last new hire class anyone who wanted ORD all went to DEN, go back and read previous pages really, differing opinions on this one
5.) Who knows really?
I was hired around 3500TT, I've been here a year
08-02-2016, 06:07 PM
#5048
Line Holder
Joined APC: Dec 2015
Posts: 28
Originally Posted by OHPilot213
1.) 12 days off
2.) Reserve C, 1200-2230 is most commutable generally if you can get home after 2130 scheduling might let you out early, other reserve times will be commutable on 1 end
3.) It's difficult for scheduling to JA, you cannot be JA'ed on reserve while calling for a release
4.) ORD might not be obtainable for a while, last new hire class anyone who wanted ORD all went to DEN, go back and read previous pages really, differing opinions on this one
5.) Who knows really?
I was hired around 3500TT, I've been here a year
2.) Reserve C, 1200-2230 is most commutable generally if you can get home after 2130 scheduling might let you out early, other reserve times will be commutable on 1 end
3.) It's difficult for scheduling to JA, you cannot be JA'ed on reserve while calling for a release
4.) ORD might not be obtainable for a while, last new hire class anyone who wanted ORD all went to DEN, go back and read previous pages really, differing opinions on this one
5.) Who knows really?
I was hired around 3500TT, I've been here a year
I don't mind DEN (or anywhere) for a while, as long as ORD will (could/likely) be an option.
Any BIG surprises in your first year??
08-02-2016, 06:18 PM
#5049
Gets Weekends Off
Joined APC: Dec 2010
Posts: 100
Originally Posted by FlynDive
Thanks for the quick reply OH... good info!
I don't mind DEN (or anywhere) for a while, as long as ORD will (could/likely) be an option.
Any BIG surprises in your first year??
I don't mind DEN (or anywhere) for a while, as long as ORD will (could/likely) be an option.
Any BIG surprises in your first year??
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