Now we are on to something! Like I said before Frontier NEVER rescinds an offer unless something shady has gone on.
Sorry Michiganflyer. Take this as a learning experience and correct whatever problems you have that did not allow you to get the job.

 

The NMB takes into account whether a job action would create "a threat to commerce". Competitive issues are considered somewhat, but are not a major consideration. If we struck, SWA and every other carrier would pick up the slack in a heartbeat. If SWA struck it would impact NATIONAL commerce, and the NMB, PEB and Congress might not allow a strike. This is why airlines are under the RLA to begin with.

The company's ability to profit while paying their debts, including those of a newly negotiated CBA, can (and has) lead to bankruptcy immediately after the CBA(s) ware settled (UAL/USAir 2000). We were coming off 6 years of losses when contract 2007 was negotiated. We filed for bankruptcy less than 2 years later. That was tough to negotiate for raises against, while the company was pushing for concessions against that backdrop.

F9 has been printing money, and bragging about it, at every turn. Our ULCC business model puts us at competitive ADVANTAGE. This is going to be a war of attrition, and the company is going to run every second of the (hopefully short) clock.

This is off of the NetJets' site, but does a good job of the RLA process PRIMER: Railway Labor Act

 

Thanks. I had over time begun to conflate the "threat to commerce" clause with "competitive disadvantage."

 

Is their any truth to another 6-7 new hires in the same boat from the same class or was that all made up to?

 

Hey guys so i read the last 100 pages of the thread to get caught up on Frontier. I have an interview schguled from the Miami job fair. A few quick questions from a regional guy here.

1. Clark interview prep vs emerald coast, vs someone else.
Who would be the best to go with in relation to this frontier interview. I would love to work for them and am willing to invest some money to be better prepared. What would you recommend?

2. I received the tentative interview date from a pilot recruiter at the job fair but have to received anything from F9 about it. They said I would hear something. Any idea on the time frame of this?

3. Is their an interview gouge? People have asked but have not seen anything recently updated.

4. What are some of the top reasons people don't get an offer?

5. Lot of contract talk on here any inclination as when a TA might be put out? I know nothing is for certain in this industry but usually unions make a few hints as to where they are in the process.

6. Aligent airline's pay rates have become a game changer in the LCC industry. Where do you think F9's will eventually fall in relationship to those rates.

Thanks in advance!

 

I went through the process about a year ago so I'll give it a shot. First, thanks for reading 100 pages. I know it's tough, but it does bring you up to speed and a lot of people don't do it. Since you did, you'll probably get a lot of help on your questions.

1) I went through Emerald Coast for a live session and found it to be helpful. If you go that way, he also has an outstanding format on the things you need to cover in your scenario based portion of the interview. It's the last segment of audio 'tape' that he wants you to listen to before attending a session. I can't speak to the Clark program as I did not go through it nor know anyone who did. Someone else can speak to that.

2) I don't know anyone in the training department to answer this specifically, but I believe they are getting guys/gals through pretty quickly. Their hiring plans have stayed pretty much on track so I would prepare for the date your recruiter set.

3) Aviationinterviews.com was spot on. Last year. I doubt it changed much. Pay the $15 for full access and everything should be laid out there in an accurate manner. It was very comprehensive. I would also suggest searching Google for all things Frontier to broaden the horizon. I went as far as to read a book on the history of Frontier. Interesting, but overkill for the interview.

4) The common belief, as I'm sure you've figured out in 100 pages, is their belief of your longevity at Frontier. If they even get a sense that you will want to leave you probably won't get an offer. When you leave your hotel room in the morning, put your phone away, and think about the task at hand. Everyone is taking notes on you. Also, keep in mind that it is mostly a personality based interview. There is technical (Jepps, current airline limitations, etc) that you need to know. It's expected you know all that stuff pretty well. The wildcard, if you will, is your personality. They do a pretty good job of hiring people who read from the same script if you know what I mean.

5) No idea. I have personally been impressed with the way ALPA is pushing things forward.

6) Hopefully above. Keep in mind pay rates are only a part of a collective bargaining agreement. Terms and conditions are much more important. I don't know your background and if you've heard this common example on pay rates. Would you sign off on a contract that paid you $500/hr as an FO? How about if there was a part of the contract that says you get paid that rate only when the aircraft is above FL300? So don't get caught up just on the hourly rate. Does Allegiant's high hourly rate help our negotiators with leverage? Absolutely. Nobody knows where we'll end up. Schedule flexibility is very important to QOL.

Thats my humble opinion/s. I'm sure there are more to follow from the good folks on this forum. Good luck in your interview and let us know how it goes.

 

Good luck to the applicant and his future endeavors

The industry is a small one and if the post is true - will follow you forever. We can all empathize with the urge to advance ones career but to try to sell your integrity to do it is a sure way of multiple doors slamming on your future.

 

LOA 67 updates? I thought it was suppose to be heard this last week but the Alpa email did not mention it.

 

LakeshoreFlyer more or less covered everything, so I'll just add that I used Lori Clark and she was excellent. Well worth the price.

As long as you invest in some sort of reputable prep you should be in good shape though.

 

I was told by the union at last month's recurrent that they expect a decision in December or January.

In my opinion, I think our odds of a happy result are really slim. I don't see how an arbitrator will give us anything better than forcing the company to negotiate on it. I can't imagine them imposing pay raises on the company. I think we are going to be disappointed