Two minor tit for tats and then you can enlighten me on which carrier has not at some time or another hurt our profession over the last 30 years. Also, while you are at it, which carriers historically improve the general labor contracts. Well, that pretty much eliminates any true success stories.

Two weeks ago Tilton did give contract enhancements-rig and guarantee improvements without any givebacks. Second point, wasn't it United pre 9/11 that negotiated the highest pay rates ever.

I do agree in a general sense how pathetic the labor contracts are. However, I am more dismayed that for the most part, all these crappy contracts were ratified by the memberships. What did labor do when American passed around the B scale, what did labor do when the first pensions were stolen (US AIR), what did labor do when the last round of furloughs came (fly a higher line value to make up for the 40% paycuts), which pilot groups have undermined the whole team by paying for training/type or working for sub-standard pay. Plenty of blame to go around.

For the record, Delta's contract had rates that surpassed United's, setting the bar slightly higher.

I believe in every case it was recommended by the respective MEC. That's something to always think about when electing Council representatives.

Well, United pilots went on strike in 1985 against the B-scale. That was the only item on the negotiating table still open. I would call that a strong labor response.

The rest of your paragraph I'll agree with. In spite of what ALPA's leadership might say, labor's response was weak. But one must also take into account the existing playing field, especially the courts and congress. :mad:

Let's also consider that a union and it's membership rarely want to drive the company totally out of business, but only to "live to fight another day".

However, this statement in the Atlanta Constitution (and others I'm sure) would bother me if I was a Delta or Northwest pilot:

"Union representatives are working overtime to hammer
out a "conceptual" agreement on some of the thornier
issues, such as seniority and pay."

To go forth with only a "conceptual" agreement is, in my opinion, a SEVERE mistake. The pendulum has swung back to your side, use it as management has for the past 7 years. Has ALPA's leadership not learned from their most recent experiences? :confused: :confused:

Nothing is for free...This most certainly has to do with him trying to get labor on board with a merger....standy by for a screw job in the future. Tilton does not have a heart, therefore he can not just give things out of the goodness of it.

Just my opinion, of course, but I bet if you look at the cost of sick calls and cancelations that were taking place at ual and balance those against giving back some work rules that were negotiated almost a decade ago to get the cancelations down its probably cost neutral.

I'd love to see the pay scales turn around at the legacies. Correct me if I'm wrong, but several years ago I recall talking to a pilot that was furloughed from UAL in 1980. He said his first year pay was horribly low at $28k per year. Min gaurantee now is about $25k per year. Have they really gone that far backwards in 30 years? What has happened to this profession? :confused:

I'm in the same boat making $100k per year. With mortgage payments that total $17k per year, there is no way I can afford to make the change to a legacy.

Sad to see. Amendable in 09...
What do you really want to do?
That is the only question that matters...

Security is a dubious word in this business...base your decision on vision, not fear...

good luck!

Regionals are currently at their pinnacle in pay and work rules (which isnt saying much). Legacies are currently at the lowest low they have been at in fifty years. Regional jets "flavor of the month" popularity is coming to an end (reductions are currently underway). There are alot of "if's" out there but along with the facts already mentioned:

1. What will happen if/when the legacies get a next generation 100 seater. This could be the new Bombardier or something else from EMB or Boeing/Airbus. What affect would this have on legacies? What affect would it have on regionals size and growth?

2. If consolidation does what is intended, increase pricing power, and the legacies start making a couple billion a year, which pilot group will see 30, 40 and 50% pay raises? I would be surprized to see pay raised greater than 5% (1-3% if you are at skywest) when RJ's are being taken out of the market.

3. At the regionals you will always have young, low time guys voting on proposals and really never have much solidarity since these guys are the first to start suckling off the company Koolaid nipple. You might find your frustration level at the regionals higher over the course of a 30 plus year career.

4. In defense of the regional "if" what if the legacies give up more scope and the regionals get 100 seaters? This scenario is about the only hopefull reason I see for staying at a regional over the long term. I mention "over the long term" because that is the picture you need to look at. By going to a legacy you give up some pay for a few years (only one at Delta) but long term I would say your prospects for advancement and increased earnings would be better at a major. Btw, if regionals ever do get 100 seaters (I dont think they will) I doubt the pay scales will be raised by much because of SJS and the younger niave pilot group that can never come together.

Good luck whatever you decide.

Well I am making over 110k per year in the corporate world and I am going to jump ship to UA, DAL, NWA or CAL as soon as I get the offer. I figure it can't get any worse at the majors and there it is a pretty good market for pilots right now so why not. There is more to life then money.

And they lead the industry higher, too. Even higher than Brown pays now! How is that 1st year pay? Move on, dude.

Thanks to everyone. I agree that is truly sad that this is such a difficult decision.
I will likely go to the interview, and see if the decision needs to be made. It will be extremely difficult. I agree there is way more to life than money, but bills need to be paid. It would also likely take several years to attain a quality of life (schedule wise) that a senior RJ pilot experiences today. The future of the regional industry is certainly unclear as well.
Does anyone here have any info on how long it might take to hold a widebody FO position at UAL? It seems like there is the only livable wage for me.

Where is your airplane located?