UA vs AA (flow) vs UPS
12-08-2021, 03:07 PM
#81
Gets Weekends Off
Joined APC: Oct 2017
Posts: 2,995
Originally Posted by BeatNavy
No he’s just trolling the brown pants comment. I’m sure when he went to spirit, he didn’t care about uniforms or the fact that he was going to fly a bright yellow greyhound.
do I really need to remind you of this?
https://notthebee.com/article/is-jet...-at-30000-feet
12-10-2021, 12:42 AM
#84
Occasional box hauler
Joined APC: Jan 2018
Posts: 1,676
Originally Posted by 901Dude
UPS. American is about to tank.
01-17-2022, 05:53 AM
#85
Gets Weekends Off
Joined APC: Oct 2010
Posts: 1,120
Edit: OP appears to have deleted his question
AA commuter clause doesn’t even require the commute to be via air, let alone a “backup flight option”. Don’t have to share any info about why you’re utilizing commuter miss. Tread lightly on probation and don’t abuse it and it’s a non-event. Use it often and expect lots of scrutiny. Fair.
UAL definitely leads on deadhead language, crew meals, vacancy bidding, and maybe premium pay (AA capped at 150% for now, with a ridiculous sick offset). UAL has a different set up for excess B-fund money- into a health care savings thing versus cash to you like AA and DAL. Pros and cons. UAL has unfilled CA positions and widebody FOs in undesirable locations where you will be on reserve forever if that motivates you, you said it doesn’t. UAL has seniority list instructors, if that motivates you. UAL appears to have better management that actually cares about its customers and wants to be good at something.
AA has better reserve rules, if only because of the lack of UAL’s global reserve and airport standby BS. F that. AA has lowest new hire seat lock- 6 months, so fairly easy to transfer from 737 to 320 or vice versa and get where you want. AA’s scheduling/reassignment/recovery obligation rules appear to lag the industry. The company blocks too many trips for IOE. There’s basically no way to double dip. I have no clue how that compares to UAL, but it definitely lags DAL. Profit sharing is a joke. Seniority movement via massive amount of retirements is insane, but it certainly isn’t coming via growth. AA management appears to be content to just go through the motions and simply exist. They genuinely believe that the schedule is the product- getting from point A to B when a customer has no other option. Basically given up on competing head to head. Whatever, do you job and nothing more and go home.
Go with the first one that hires you and allows you a minimal commute in a place you’d like to live. Really can’t go wrong with either.
AA commuter clause doesn’t even require the commute to be via air, let alone a “backup flight option”. Don’t have to share any info about why you’re utilizing commuter miss. Tread lightly on probation and don’t abuse it and it’s a non-event. Use it often and expect lots of scrutiny. Fair.
UAL definitely leads on deadhead language, crew meals, vacancy bidding, and maybe premium pay (AA capped at 150% for now, with a ridiculous sick offset). UAL has a different set up for excess B-fund money- into a health care savings thing versus cash to you like AA and DAL. Pros and cons. UAL has unfilled CA positions and widebody FOs in undesirable locations where you will be on reserve forever if that motivates you, you said it doesn’t. UAL has seniority list instructors, if that motivates you. UAL appears to have better management that actually cares about its customers and wants to be good at something.
AA has better reserve rules, if only because of the lack of UAL’s global reserve and airport standby BS. F that. AA has lowest new hire seat lock- 6 months, so fairly easy to transfer from 737 to 320 or vice versa and get where you want. AA’s scheduling/reassignment/recovery obligation rules appear to lag the industry. The company blocks too many trips for IOE. There’s basically no way to double dip. I have no clue how that compares to UAL, but it definitely lags DAL. Profit sharing is a joke. Seniority movement via massive amount of retirements is insane, but it certainly isn’t coming via growth. AA management appears to be content to just go through the motions and simply exist. They genuinely believe that the schedule is the product- getting from point A to B when a customer has no other option. Basically given up on competing head to head. Whatever, do you job and nothing more and go home.
Go with the first one that hires you and allows you a minimal commute in a place you’d like to live. Really can’t go wrong with either.
01-18-2022, 06:29 PM
#86
Gets Weekends Off
Thread Starter
Joined APC: Nov 2014
Posts: 131
Originally Posted by thrust
Edit: OP appears to have deleted his question
AA commuter clause doesn’t even require the commute to be via air, let alone a “backup flight option”. Don’t have to share any info about why you’re utilizing commuter miss. Tread lightly on probation and don’t abuse it and it’s a non-event. Use it often and expect lots of scrutiny. Fair.
UAL definitely leads on deadhead language, crew meals, vacancy bidding, and maybe premium pay (AA capped at 150% for now, with a ridiculous sick offset). UAL has a different set up for excess B-fund money- into a health care savings thing versus cash to you like AA and DAL. Pros and cons. UAL has unfilled CA positions and widebody FOs in undesirable locations where you will be on reserve forever if that motivates you, you said it doesn’t. UAL has seniority list instructors, if that motivates you. UAL appears to have better management that actually cares about its customers and wants to be good at something.
AA has better reserve rules, if only because of the lack of UAL’s global reserve and airport standby BS. F that. AA has lowest new hire seat lock- 6 months, so fairly easy to transfer from 737 to 320 or vice versa and get where you want. AA’s scheduling/reassignment/recovery obligation rules appear to lag the industry. The company blocks too many trips for IOE. There’s basically no way to double dip. I have no clue how that compares to UAL, but it definitely lags DAL. Profit sharing is a joke. Seniority movement via massive amount of retirements is insane, but it certainly isn’t coming via growth. AA management appears to be content to just go through the motions and simply exist. They genuinely believe that the schedule is the product- getting from point A to B when a customer has no other option. Basically given up on competing head to head. Whatever, do you job and nothing more and go home.
Go with the first one that hires you and allows you a minimal commute in a place you’d like to live. Really can’t go wrong with either.
AA commuter clause doesn’t even require the commute to be via air, let alone a “backup flight option”. Don’t have to share any info about why you’re utilizing commuter miss. Tread lightly on probation and don’t abuse it and it’s a non-event. Use it often and expect lots of scrutiny. Fair.
UAL definitely leads on deadhead language, crew meals, vacancy bidding, and maybe premium pay (AA capped at 150% for now, with a ridiculous sick offset). UAL has a different set up for excess B-fund money- into a health care savings thing versus cash to you like AA and DAL. Pros and cons. UAL has unfilled CA positions and widebody FOs in undesirable locations where you will be on reserve forever if that motivates you, you said it doesn’t. UAL has seniority list instructors, if that motivates you. UAL appears to have better management that actually cares about its customers and wants to be good at something.
AA has better reserve rules, if only because of the lack of UAL’s global reserve and airport standby BS. F that. AA has lowest new hire seat lock- 6 months, so fairly easy to transfer from 737 to 320 or vice versa and get where you want. AA’s scheduling/reassignment/recovery obligation rules appear to lag the industry. The company blocks too many trips for IOE. There’s basically no way to double dip. I have no clue how that compares to UAL, but it definitely lags DAL. Profit sharing is a joke. Seniority movement via massive amount of retirements is insane, but it certainly isn’t coming via growth. AA management appears to be content to just go through the motions and simply exist. They genuinely believe that the schedule is the product- getting from point A to B when a customer has no other option. Basically given up on competing head to head. Whatever, do you job and nothing more and go home.
Go with the first one that hires you and allows you a minimal commute in a place you’d like to live. Really can’t go wrong with either.
I feel blessed to have so many great opportunities. UPS would have been a financial gold mine as someone put it, but after researching the lifestyle and talking to a few pilots there, I decided it's not for me. Don't want to commute either. I agree, UA is a better managed airline and offers an overall better product, but commuting is the cardinal sin in this job. I feel lucky to have everything fall into place. Getting to a legacy based at home is a gold mine to me. I appreciate everyone's advice and input.
01-23-2022, 07:26 AM
#89
Gets Weekends Off
Joined APC: Jul 2021
Posts: 334
Originally Posted by Outof410
Did you use your CJO as leverage to get AA to call?
Getting to be a large list of pilots setting up interviews and receiving CJOs from them with no contact from AA.
01-23-2022, 07:37 AM
#90
Gets Weekends Off
Joined APC: Mar 2006
Position: guppy CA
Posts: 5,153
Originally Posted by Cosgr
Update: I ended up landing an interview with AA and start with them in a couple weeks. .
Over the course of your career, all of the legacies will have their morale and financial ups and downs. Right now American's got some issues but I'll bet they'll all be in the rear view mirror as you skyrocket up the seniority list.
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