cencal83406

Technically, no costs incurred by commuting are tax-deductible. But if they don't audit you....

GuppyPuppy

If pay is $49/hr that comes to $36,750 for 10 months. Add in our crap new-hire compensation and you're a bit over $40k for first year (on reserve).

Definitely not defending the company...our training pay is awful. Having to stay at Prison Camp for 41 days would drive me batty. No parking if you have a car. No spouse or girlfriend can spend the night. Required to use part of your pay to eat prepared food that the company profits from....priceless!

I believe the five values to be a sham...always have. The real 5 values seem to be:

Spin
Profit
Spin
Profit
and more Spin

Not a mystery to anyone with a lick of sense as to why we lose so many pilots.

Neeleman used to tell new hires (mostly furloughed legacy guys) that you'll like it here so much that you won't want to go back to your major. So, why then do pilots leave? A business decision with a side of spite.

Beechnut58

No that is not take home at all lol. Factor in 6-8 weeks of training pay. 31,395.98 gross to be exact.

aldonite7667

Unfortunately, seems to be right on.

Papa Bear

Yep that's where it is right there. I looked up my tax return and this is spot on what you make...
If and when American Delta calls it's a no brainier to jump this ship!

cencal83406

6-8 weeks?

If you don't take any breaks, you can be out of the schoolhouse only 2 paychecks in. 5 weeks from Indoc to checkride. I'm guessing $43,000 gross first 12 months. Guarantee pay only.

Std Deviation

I was just thinking that actually. "Costs associated with commuting" are in fact not deductible. You're right. So it's a straight loss.

Beechnut58

Most classes take atleast 10 days off for half of the people. Plus days off in between different parts of training. And then you're waiting for IOE. Which is only paid at 70 hours Until you pass your line check. I waited 7 weeks after my checkride for IOE.

I started towards the end of March so you can count that in too. In just telling you what I made. I'll be happy send you my W-2 if you think im wrong. Lol

Kellwolf

* If you bid or are assigned the 320. If you get stuck on the 190, you'll probably be able to hold it as soon as your equipment lock is up. If you want FLL or LGB, bid whatever base you can on the 320. If you want MCO, I think the 190 is still the fastest way to the base.

And see, this is what gets me on union and company emails. Both swap things around to suit their needs. I don't really give a rats what my "value" was as a new hire. What is included in that figure? Cause in CASH, I was paid $2500 a month before tax. I could eat the free BBQ the first night and then free breakfast and the occasional manager reception at the Staybridge. I'm assuming those are included in the "value" since my pay was not $3571. Was my room also included in the "value?" All I know is I was not paid $3571 a month, yet the union is making it sound that way to prove some point I'm not aware of.

In fact, it's spelled out in the PEA. "Initial Training Pay. The Pilot shall receiver $2500 per month plus lodging during the pilot's initial training." So, we've either got people writing e-mails thinking our PEA has been changed without our knowledge, the company changing the PEA without our knowledge (which is illegal at this point) or our union leaders are spinning the data to rile people up. My bet? It's the last one, which is EXACTLY what I didn't want to happen and why I was hesitant on voting "yes" to ALPA in the first place.

So, my bet is the new "value" is based on lower costs involved with moving people over to the lodge. Instead of free breakfast and a manager's reception at the hotel (or not if you get stuck at the LaQuinta), they're offsetting it with a meal voucher. Personally, I don't really know since neither the union or the company has revealed what is included in a new hire's "value" past the check that gets cut. New hires will still get $2500 a month and apparently $26/day as a meal voucher on top of that. So, in fact, guys are getting more than we used to, but damn if the union isn't trying to make it sound like we're getting less.

Read between the lines people. Don't just blindly accept what the company OR the union tell you in some e-mail. Now, if the company DOES kill the $6k bonus, that's gonna be a bad move. The point of that was to avoid another mass lawsuit by changing new hire pay like we had a few years back, but it was also to make up for the fact that the first year guys weren't getting a raise. It also doubles as a retention "don't bail to Delta, please!" check. That needs to stay.

Sig178

I'm very happy you've come around!