The AirTran Pilots' Windfall and SLI
12-18-2010, 10:59 PM
#101
Gets Weekends Off
Joined APC: Aug 2008
Position: 787 Captain
Posts: 1,512
Originally Posted by ClipperJet
Then how about a 10-15 year pay fence? Integrate seniority by DOH or relative seniority, but keep the pay rates separate--and at current levels for 15 years or so. (Of course, any future percentage raises/cuts would be applied to the base pay rate for each side.)
That would certainly maintain both sides' "carreer expectations:"
AirTran expectation: 737 Captain at X pay
Southwest expectation: 737 Captain at Y pay
The merits of this idea notwithstanding, does anyone know if the unions can negotiate that sort of thing, or are they only allowed to agree on the list itself?
That would certainly maintain both sides' "carreer expectations:"
AirTran expectation: 737 Captain at X pay
Southwest expectation: 737 Captain at Y pay
The merits of this idea notwithstanding, does anyone know if the unions can negotiate that sort of thing, or are they only allowed to agree on the list itself?
12-18-2010, 11:51 PM
#102
Gets Weekends Off
Joined APC: Feb 2007
Position: 765-A
Posts: 6,844
Originally Posted by ClipperJet
Then how about a 10-15 year pay fence? Integrate seniority by DOH or relative seniority, but keep the pay rates separate--and at current levels for 15 years or so. (Of course, any future percentage raises/cuts would be applied to the base pay rate for each side.)
That would certainly maintain both sides' "carreer expectations:"
AirTran expectation: 737 Captain at X pay
Southwest expectation: 737 Captain at Y pay
The merits of this idea notwithstanding, does anyone know if the unions can negotiate that sort of thing, or are they only allowed to agree on the list itself?
That would certainly maintain both sides' "carreer expectations:"
AirTran expectation: 737 Captain at X pay
Southwest expectation: 737 Captain at Y pay
The merits of this idea notwithstanding, does anyone know if the unions can negotiate that sort of thing, or are they only allowed to agree on the list itself?
12-19-2010, 03:51 PM
#103
Gets Weekends Off
Joined APC: Apr 2007
Posts: 441
Originally Posted by AxlF16
Hey, that's a great idea! Then all of the future growth can go to the former AT crews at X pay. Maybe even transfer some current SW flying to the AT crews and save a little money? Any newhires can come to the AT side. Why does this sound familiar?
12-19-2010, 05:45 PM
#104
Gets Weekends Off
Joined APC: Oct 2009
Posts: 224
Originally Posted by tanker
Not going to happen. SWAPA just agreed to SL6. Part of SL6 states that the current ratio of 3.61 to 1 for aircraft between SWA and AirTran must be maintained until the two groups are merged. So if AirTran adds 1 aircraft then 4 have to be added at SWA!
So ..... The cunning plan is to sacrifice 20% of your growth (aircraft) out of spite ?
Wasn't the original SWAPA quest internal growth ? Now, the plan is to sacrifice 20 % of your internal growth in order to stop 30% of your new pilot workforce the same pay that you fought for in your contract .....
Welcome to USAir, and all of the benefits. Genius and "Culture".
12-19-2010, 06:24 PM
#105
Gets Weekends Off
Joined APC: Feb 2007
Posts: 184
Originally Posted by tanker
Not going to happen. SWAPA just agreed to SL6. Part of SL6 states that the current ratio of 3.61 to 1 for aircraft between SWA and AirTran must be maintained until the two groups are merged. So if AirTran adds 1 aircraft then 4 have to be added at SWA!
Check the math on that SL6. Currently SWA has 547 a/c and AT has 138 (3.96 ratio). The 3.61 ratio allows for AirTran to add 13 a/c over the next two years inorder to equal the 3.61 ratio.
True, if AirTran adds 1 a/c SWA will add 3.61, but only after AirTran adds 13 a/c first.
Another way to look at is:
SWA can park 49 airplanes to achieve the 3.61 ratio.
12-19-2010, 06:58 PM
#106
Gets Weekends Off
Joined APC: Apr 2005
Position: 767ER capt
Posts: 1,190
Originally Posted by ClipperJet
Then how about a 10-15 year pay fence? Integrate seniority by DOH or relative seniority, but keep the pay rates separate--and at current levels for 15 years or so. (Of course, any future percentage raises/cuts would be applied to the base pay rate for each side.)
That would certainly maintain both sides' "carreer expectations:"
AirTran expectation: 737 Captain at X pay
Southwest expectation: 737 Captain at Y pay
The merits of this idea notwithstanding, does anyone know if the unions can negotiate that sort of thing, or are they only allowed to agree on the list itself?
That would certainly maintain both sides' "carreer expectations:"
AirTran expectation: 737 Captain at X pay
Southwest expectation: 737 Captain at Y pay
The merits of this idea notwithstanding, does anyone know if the unions can negotiate that sort of thing, or are they only allowed to agree on the list itself?
Despite the fact that they got huge raises, many of the Western guys carped about that graduated pay raise until the day they retired. It made for some long trips...
12-20-2010, 06:24 AM
#107
Gets Weekends Off
Joined APC: Apr 2007
Posts: 441
PropPiedmont
SWA can't park the aircraft, here is what SL6 says.
"The ratio of scheduled operational Southwest Airlines aircraft to total AirTran aircraft will not drop below the pre-transaction ratio of 3.61 to 1 (SWA to AirTran) during the period prior to complete pilot integration."
So SL6 counts all AirTran aircraft but only the operational SWA aircraft.
SWA can't park the aircraft, here is what SL6 says.
"The ratio of scheduled operational Southwest Airlines aircraft to total AirTran aircraft will not drop below the pre-transaction ratio of 3.61 to 1 (SWA to AirTran) during the period prior to complete pilot integration."
So SL6 counts all AirTran aircraft but only the operational SWA aircraft.
12-20-2010, 08:47 AM
#108
Gets Weekends Off
Joined APC: Aug 2006
Position: 737 Right
Posts: 1,385
Originally Posted by RCD73
So ..... The cunning plan is to sacrifice 20% of your growth (aircraft) out of spite ?
Wasn't the original SWAPA quest internal growth ? Now, the plan is to sacrifice 20 % of your internal growth in order to stop 30% of your new pilot workforce the same pay that you fought for in your contract .....
Welcome to USAir, and all of the benefits. Genius and "Culture".
Wasn't the original SWAPA quest internal growth ? Now, the plan is to sacrifice 20 % of your internal growth in order to stop 30% of your new pilot workforce the same pay that you fought for in your contract .....
Welcome to USAir, and all of the benefits. Genius and "Culture".
We're not sacrificing any growth of any kind, just making sure the company doesn't grow AAI's cheaper work force at the expense of SWA's better compensated workforce during the period that the operations are fenced off from each other.
What's not being said here is that SWAPA also has an agreement with the company that the two operations must be combined within 2 years of closing the deal. The fence must last less than 2 years.
12-20-2010, 09:13 AM
#109
Gets Weekends Off
Joined APC: Apr 2007
Posts: 441
What's not being said here is that SWAPA also has an agreement with the company that the two operations must be combined within 2 years of closing the deal. The fence must last less than 2 years
Thread
Thread Starter
Forum
Replies
Last Post
Superpilot92
Mergers and Acquisitions
122
07-21-2008 07:42 PM
