You must work at AA correct? I've heard historically you guys didn't get paid a lot of credit hours correct? I've also heard your new contract while having good rates fell short on work rules correct?

At UAL prior to the merger contract, I've heard pay hours was also no where close to what we regularly were able to yeild at CAL. However our merger contract has good work rules. Trip rig 3.5 to 1 - minimum five hour of pay per duty day M5D. We also have very good reassignment delay pay when you get stuck out.

M5D can be a really good deal if you look for long layovers. I'm all for minimum flying and maximum pay. I flew two transcon trips last month EWR SFO EWR. One had 35 hour layover - so three day trip paid 15 hours flew under 11. The other got back at 12:20 am so I got paid 20 hours and flew 11 hours.

Just by chance this last year I got stuck out three or four times for at least one day (in one case three days) on European trips. We have been running a really bad airline at UAL since the merger (hopefully that changes under our new CEO). When we get stuck out we make a killing.

50 percent late and 50 percent reasssigment pay for return flight. Rigs and M5D still live - and if you give up your lost day offs 5 hours extra pay per day (on 777 and 787 lose first day off - five hours extra lost day off pay)

So in these examples my 16 hour three day trips paid double or in one case stuck out several days as much as 38 hours of total pay.

With all that being said even under our old (not very good CAL contract) I always was paid at around 1100 pay hours per year. That was mostly derived by flying 10 to 15 hour extra in a vacation month (had five weeks then). So you do the math, if I was paid around 85 hard hours (mostly hard time no rigs or much soft time in that contract) in a non vacation month and 95 to 100 hour pay hours in a vacation month (85 hard flying and about 15 extra hours picking up time) that works out to about 1100 pay hours per year.

Like I've said I work harder then someone trying to maximize days off but no where as hard as many who really game our system and really work hard.

I heard a b6 guys 320 make 350 plus. 8 days off a month

You are completely missing the point. I'm not talking in general of a lot of low time 3 day trips built to 12 hours that pay 15. At UAL on the 756 (757/767) we have a lot 4 day trips (two day Europe layovers that fly two legs) that fly 15 or so hard hours that pay 20 due to M5D. We have some 5 day trips (two legs to Europe and back with three day layovers) that fly around 15 and pay a little over 26 hours.

Just look at my comparison on previous responses on this thread. At CAL pre merger we had virtually no soft time pay. Other then making extra money in a vacation month i pretty much got paid for 85 hours in a non vacation month.

I typically flew 950 or so hard hours and got paid for 1100, but I worked more in a vacation month.

UAL post merger contract. 2015 I'll have flown hard time 750 hours and paid 1220 hours.

That is in a nut shell is what rigs and work rules yield.

Also something to point out. In 2015 our profit sharing at UAL was about 3.5 percent of our regular 2014 earnings. We will not know for sure until late Jan when 4th quarter and year end results are out. But to date we haven't hit the 6.9 percent profit margin trigger to move our profit sharing from 10 to 20 percent above that 6.9 percent profit margin.

In 2014 UAL's pretax profit was 1.97B. Through first three quarters this year UAL's pretax profit was 3.6B. If UAL ends the year in the range of 4.0 to 4.5B in pretax profits, UAL pilots should earn between 12 & 16 percent of their 2015 regular earnings in profit sharing. UAL pilots profit sharing plan is similar to DAL's - they use 2.5B vs our 6.9 percent profit margin for the trigger to go from 10 to 20 percent. I'm told our 6.9 percent figure is close to 2.5B. I believe in 2015 DAL pilots earned 16 percent of their regular earnings in profit sharing based on DAL's 2014 pretax profit of 4.5B. Delta pilots please correct me if I am wrong about your profit sharing numbers.

Something else to consider we have TA for a 2 year contract contract extension if approved by the MEC next week and if ratified by the pilot group that will yield.

16.4 percent rate increase above 2015 rates.

A two year me too clause if DAL negotiates higher rates.

No changes to profit sharing or Scope.

I'm posting this not to brag but to show you due to mergers at the legacies that created a profitable business model & union pattern bargaining. The whole industry will benefit.

JetBlue & Virgin are in or will be in section six negotiations. We could very well see consolation in the JetBlue, Virgin, Fromtier and Spirit categories that may yield more profitable alirlines due to less demand and hopefully further push up with pattern bargaining rates even more for everyone in the industry.

After all the bad years since 9/11 it's great for the entire profession.

Happy Holidays to all.

2nd year JB 190... Will make $65,000 (don't count per diem), with 165 duty days through end of 2015 including 4 months of reserve and 8 months of line. Work an average of 13.5 days per month.

A large percentage of these high earners at JB are those who live in BOS/JFK and have flexibility to run to the airport for a spur of the moment juicy credit trip (or commuters who spend more time in Kew Gardens than in their own home).

Those JB pilots who commute from legacy hubs tend to leave for AA/UA/DL because they see how different life can be when you live in base.

AUpilot, I have to agree with John Carr here. Jb pilots aren't leaving in droves to anywhere. We've lost less than 65 this year. But if the droves are anywhere the majority have gone to United.

As mentioned, JB's ability for economic enhancement is pretty good. AND as mentioned, it's often the senior hub dwellers that are in the best position to take advantage. OR, Kew Garden/Revere/Winthrop guys that simply don't want to go home.

But its not exactly rocket surgery why legacy pilots ARENT fleeing to JB (OR Southwest) in "droves". The legacy will ALWAYS offer higher overall compensation over time, better work rules, a better DC, more varied flying, whatever......

And interstingy enough, SW guys have A LOT of pay enhancement ability also versus days/hours flown. Jesus, I've been on a SW JS before where the CA was s enjoy silverback and picked up a 3 day and was making a about 7k to do it. It's been beat to death in other threads.

But the guys that are able to hold 17-18-19 days off, THEN got to work for 2-3-4 additional days a month for 30-40% more are winning.

But then again, the guys holding those days off and enjoying their boat, motorcycle, car, fishing, camping, traveling, whatever are winning also.

1) Airline employer - Jetblue
2) Equipment - 190/320 started year at 2nd year 190 pay ($76/hr) finished on 3rd year 320 pay ($99/hr)
3) Relative Seniority for base biding (where you averaged your bid throughout the year) - 50%
4) How many days you worked - average 16 days off per month
5) How many overnights you had - not sure less than 100 though
6) How many hours you blocked - 750
7) Expected gross income - just over $100k including per diem not including 401k match

AA
737
Work a lot with commute. If lived in base maybe 6-10 days work.
Hours- I don't know
Pay .. maybe 80-90K with 401k. I do nothing extra.