Originally Posted by LakeshoreFlyer

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.

Originally Posted by Aero1900

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

Originally Posted by etflies

**honest question**

What is there to negotiate? My understanding is that when a set of predetermined parameters for the company's financial performance were met, our pay rates would (should) snap up to the rates already agreed upon. My understanding is that there is nothing to negotiate regarding LOA 67.

Or have I mistaken myself here?

Originally Posted by etflies

What is there to negotiate? My understanding is that when a set of predetermined parameters for the company's financial performance were met, our pay rates would (should) snap up to the rates already agreed upon. My understanding is that there is nothing to negotiate regarding LOA 67.

Originally Posted by etflies

**honest question**

What is there to negotiate? My understanding is that when a set of predetermined parameters for the company's financial performance were met, our pay rates would (should) snap up to the rates already agreed upon. My understanding is that there is nothing to negotiate regarding LOA 67.

Or have I mistaken myself here?

Originally Posted by Aero1900

There are two different issues here. LOA has set snapbacks which have been properly followed. The second issue, and the one that has gone to arbitration is: the further upward pay negotiations. As was mentioned above, the company claimed that current business conditions didn't allow them to even negotiate the further upwards pay clause. We have already had one snap back, and another small one comes in March or April, but beyond that, they are supposed to negotiate higher rates. We have requested this issue go to arbitration. My personal feeling is that we won't get much out of this. As far as I'm concerned the only thing the company is required to do is negotiate. It seems highly unlikely that an arbitrator will create a pay rate table and then force the company to pay it. Hence, I believe the arbitrator will tell the company that they actually have to negotiate.

Originally Posted by Aero1900

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

Originally Posted by Aero1900

There are two different issues here. LOA has set snapbacks which have been properly followed. The second issue, and the one that has gone to arbitration is: the further upward pay negotiations. As was mentioned above, the company claimed that current business conditions didn't allow them to even negotiate the further upwards pay clause. We have already had one snap back, and another small one comes in March or April, but beyond that, they are supposed to negotiate higher rates. We have requested this issue go to arbitration. My personal feeling is that we won't get much out of this. As far as I'm concerned the only thing the company is required to do is negotiate. It seems highly unlikely that an arbitrator will create a pay rate table and then force the company to pay it. Hence, I believe the arbitrator will tell the company that they actually have to negotiate.