Women in Aviation hiring news
03-12-2016, 03:48 PM
#31
Gets Weekends Off
Joined APC: Jan 2016
Position: A330
Posts: 100
Originally Posted by Jetwash
Dude...quit trolling. Quit if you don't like it. I'm sure many would love to have your job.
Worst post ever other than east westie crap.
Sent from my iPhone using Tapatalk
Worst post ever other than east westie crap.
Sent from my iPhone using Tapatalk
You can't argue with the facts:
No real LTD after a few years
No profit sharing
No hotel language, I understand the domestic hotel situation is a mess.
Contract isn't implemented so we have abuses of scheduling, etc going on frequently.
Is it a horrible job, no. Are there better options for highly qualified applicants, absolutely. Better as in FedEx, Delta, United, & UPS.
With the limited number of off the street hires this year why not focus more on the better major airlines who are hiring more and are a better place to work?
Lastly, jet wash with all due respect you're a new hire, right? Give it a few years and talk to your friends at United, Delta & FedEx. Of course everything is great when you're new. It was for me as well and those were the days of LOA 93 with no end in sight.
03-12-2016, 05:15 PM
#32
Gets Weekends Off
Joined APC: Oct 2011
Posts: 201
Originally Posted by ATR35
The point is that we are last in our class when it comes to benifits/compensation compared to the other major airlines. Which is why people have either no showed class or quit in the first year.
You can't argue with the facts:
No real LTD after a few years
No profit sharing
No hotel language, I understand the domestic hotel situation is a mess.
Contract isn't implemented so we have abuses of scheduling, etc going on frequently.
Is it a horrible job, no. Are there better options for highly qualified applicants, absolutely. Better as in FedEx, Delta, United, & UPS.
With the limited number of off the street hires this year why not focus more on the better major airlines who are hiring more and are a better place to work?
Lastly, jet wash with all due respect you're a new hire, right? Give it a few years and talk to your friends at United, Delta & FedEx. Of course everything is great when you're new. It was for me as well and those were the days of LOA 93 with no end in sight.
You can't argue with the facts:
No real LTD after a few years
No profit sharing
No hotel language, I understand the domestic hotel situation is a mess.
Contract isn't implemented so we have abuses of scheduling, etc going on frequently.
Is it a horrible job, no. Are there better options for highly qualified applicants, absolutely. Better as in FedEx, Delta, United, & UPS.
With the limited number of off the street hires this year why not focus more on the better major airlines who are hiring more and are a better place to work?
Lastly, jet wash with all due respect you're a new hire, right? Give it a few years and talk to your friends at United, Delta & FedEx. Of course everything is great when you're new. It was for me as well and those were the days of LOA 93 with no end in sight.
There will always be complaining whichever company you work for. As an example - While I have heard Fedex is a great company to work for, I know a pilot at Fedex that has grown really sour toward that company due to stories of unfriendly management relations toward labor. I mean guys putting in for mil leave and getting harassing calls from management about asking them to change their mil leave days. I couldn't believe it. I've never even close to had that problem at AA (very mil friendly). I'm just using that as an example to show the grass isn't always greener. Yes, we have room for improvement but still a great place to work. You mention hotels - I have no complaints about any hotel I've stayed at in the past year. Yes, would be nice to have the language but the crappy ones that I remember are gone.
It's wise not to base your decision on current contracts. These change many times over a career. Good to base your decision on more long term factors such as retirements, bases/commuting, type of flying, equipment, and growth potential.
Last edited by Skubajet; 03-12-2016 at 05:28 PM.
03-12-2016, 05:26 PM
#33
Gets Weekends Off
Joined APC: Jan 2016
Position: A330
Posts: 100
Originally Posted by Skubajet
ATR,
There will always be complaining whichever company you work for. As an example - While I have heard Fedex is a great company to work for, I know a pilot at Fedex that has grown really sour toward that company due to stories of unfriendly management relations toward labor. I mean guys putting in for mil leave and getting calls from management about asking them to change their mil leave days. I couldn't believe it. I've never even close to had that problem at AA (very mil friendly). I'm just using that as an example to show the grass isn't always greener. Yes, we have room for improvement but still a great place to work. You mention hotels - I have no complaints about any hotel I've stayed at in the past year. Yes, would be nice to have the language but the crappy ones that I remember are gone.
It's wise not to base your decision on contracts. These change over a career. Good to base your decision on more long term factors such as retirements, bases/commuting, type of flying, equipment, and growth potential.
There will always be complaining whichever company you work for. As an example - While I have heard Fedex is a great company to work for, I know a pilot at Fedex that has grown really sour toward that company due to stories of unfriendly management relations toward labor. I mean guys putting in for mil leave and getting calls from management about asking them to change their mil leave days. I couldn't believe it. I've never even close to had that problem at AA (very mil friendly). I'm just using that as an example to show the grass isn't always greener. Yes, we have room for improvement but still a great place to work. You mention hotels - I have no complaints about any hotel I've stayed at in the past year. Yes, would be nice to have the language but the crappy ones that I remember are gone.
It's wise not to base your decision on contracts. These change over a career. Good to base your decision on more long term factors such as retirements, bases/commuting, type of flying, equipment, and growth potential.
You and I both know who the retired General and FedEx pilot is and you're right it's an ugly game being played there. Especially since he himself was in the TN ANG for many years, I'll let team FedEx tell the rest of that story. The hotels are awful, I am hiding out on the 330 so I miss out on a lot of it right now. I'd be happy to email you the APA hotel update if you missed it. Complaining, contracts sure it comes and goes. Right now, today there's no denying that over all we are simply in last place among the major airlines. You disagree? Another example is a min day credit. Ours is via duty period everyone else per 24 hours. West coast to Hawaii pays 11 hours, United and Delta 16... Don't forget we sold every single work rule for the hourly pay raises. Is it all bad at AA? No, but to tell prospective applicants that it is presently as good as the other major carriers is simply dishonest. Did you see all of the press last weekend about how toxic culture continues at AA? Is the APA making things up?
Here is a small sample of how things are going at AA:
http://www.star-telegram.com/news/bu...e64529767.html
http://viewfromthewing.boardingarea....6/03/07/46215/
http://aviationblog.dallasnews.com/2...g-parker.html/
Last edited by ATR35; 03-12-2016 at 05:50 PM.
03-12-2016, 05:53 PM
#34
Gets Weekends Off
Joined APC: Jan 2016
Position: A330
Posts: 100
Pilots say “toxic culture” is returning at American Airlines
American Airlines pilots say the “toxic culture” between management and employees at the Fort Worth-based carrier is returning.
In a letter sent to American chief executive Doug Parker over the weekend, the pilots union outlined several issues, such as crew scheduling and payroll problems, that are contributing to poor labor relations.
The Allied Pilots Association, which backed the Parker-led merger of US Airways and American Airlines, said managers at the airline are “clinging to their old ways” while putting out a product that is inferior to Delta Air Lines.
“The new American Airlines product is outright embarrassing and we’re tired of apologizing to our passengers,” the letter said. “The often-repeated excuse that ‘we need more time’ won’t cut it. Our pilots and passengers deserve better.”
American spokesman Casey Norton said the airline is two years into a five-year integration process that includes $3.5 billion in investments in wages and benefits for employees and $3 billion in customer service products.
“Nothing is going as fast as we’d like but we’re committed to getting it right,” Norton said. “We are committed to making this a fantastic place to work but it’s going to take time to do it.”
American plans to implement its integrated flight operating systems for pilots this fall and is spending $100 million to get employees on to a single human resources technology platform.
Last month, Parker and senior executives held their annual leadership conference, encouraging managers to improve their relations with the employees they supervise and to create a better work culture.
The clock is ticking and the time for inspiring words has passed.
APA letter to CEO Doug Parker
The pilots union says that time is running out unless there is an immediate culture change at the carrier.
“The clock is ticking and the time for inspiring words has passed,” the letter said. “We need concrete action from you, Mr. Parker.”
American Airlines pilots say the “toxic culture” between management and employees at the Fort Worth-based carrier is returning.
In a letter sent to American chief executive Doug Parker over the weekend, the pilots union outlined several issues, such as crew scheduling and payroll problems, that are contributing to poor labor relations.
The Allied Pilots Association, which backed the Parker-led merger of US Airways and American Airlines, said managers at the airline are “clinging to their old ways” while putting out a product that is inferior to Delta Air Lines.
“The new American Airlines product is outright embarrassing and we’re tired of apologizing to our passengers,” the letter said. “The often-repeated excuse that ‘we need more time’ won’t cut it. Our pilots and passengers deserve better.”
American spokesman Casey Norton said the airline is two years into a five-year integration process that includes $3.5 billion in investments in wages and benefits for employees and $3 billion in customer service products.
“Nothing is going as fast as we’d like but we’re committed to getting it right,” Norton said. “We are committed to making this a fantastic place to work but it’s going to take time to do it.”
American plans to implement its integrated flight operating systems for pilots this fall and is spending $100 million to get employees on to a single human resources technology platform.
Last month, Parker and senior executives held their annual leadership conference, encouraging managers to improve their relations with the employees they supervise and to create a better work culture.
The clock is ticking and the time for inspiring words has passed.
APA letter to CEO Doug Parker
The pilots union says that time is running out unless there is an immediate culture change at the carrier.
“The clock is ticking and the time for inspiring words has passed,” the letter said. “We need concrete action from you, Mr. Parker.”
03-12-2016, 05:55 PM
#35
Gets Weekends Off
Joined APC: Jan 2016
Position: A330
Posts: 100
American Airlines pilots talk after the airline's merger with US Airways was announced in February 2013. (Tom Fox/The Dallas Morning News)
American Airlines pilots talked after the airline’s merger with US Airways was announced in February 2013. (File Photo/Tom Fox)
Two years into its merger with US Airways, American Airlines’ pilots’ union criticized the company for “clinging to their old ways” and fostering a “toxic culture” in a letter to CEO Doug Parker last week.
“Candidly, the new American Airlines product is outright embarrassing and we’re tired of apologizing to our passengers,” said the Friday letter signed by the Allied Pilots Association board of directors. “The often-repeated excuse that ‘we need more time’ won’t cut it.”
The letter goes on to allege violations of the pilots’ contract terms and trouble with payroll “correctly paying our pilots,” though specific details weren’t included.
“The pilots of American Airlines will not remain silent as we witness the rebirth of the toxic culture we fought so hard to eradicate,” the letter said.
The letter comes a little over a year into a new five-year agreement signed between American and its pilots following the company’s 2012 bankruptcy proceedings and 2013 merger with US Airways.
But the pilots contend that the terms of the contract have not been effectively implemented and demanded “meaningful and immediate culture change.”
APA president Keith Wilson raised similar concerns about “a culture gone awry” in a January letter to pilots.
American Airlines spokesman Casey Norton said the company “fully understands” the pilots’ concerns and is already taking steps toward improving employee relations.
He said the company has already spent $3.5 billion raising employee salaries and benefits since the merger, with another $3 billion toward improving aircraft interiors, airport lounges and other products and services. The company is also investing $4 billion in new aircraft, he said.
“That’s going to take some time; it’s important to realize we are two years into a five-year integration process,” Norton said. “Everyone wants it to go fast, faster than it is, but we’re also committed to getting it right.”
AA letter 3-7-16
American Airlines pilots talked after the airline’s merger with US Airways was announced in February 2013. (File Photo/Tom Fox)
Two years into its merger with US Airways, American Airlines’ pilots’ union criticized the company for “clinging to their old ways” and fostering a “toxic culture” in a letter to CEO Doug Parker last week.
“Candidly, the new American Airlines product is outright embarrassing and we’re tired of apologizing to our passengers,” said the Friday letter signed by the Allied Pilots Association board of directors. “The often-repeated excuse that ‘we need more time’ won’t cut it.”
The letter goes on to allege violations of the pilots’ contract terms and trouble with payroll “correctly paying our pilots,” though specific details weren’t included.
“The pilots of American Airlines will not remain silent as we witness the rebirth of the toxic culture we fought so hard to eradicate,” the letter said.
The letter comes a little over a year into a new five-year agreement signed between American and its pilots following the company’s 2012 bankruptcy proceedings and 2013 merger with US Airways.
But the pilots contend that the terms of the contract have not been effectively implemented and demanded “meaningful and immediate culture change.”
APA president Keith Wilson raised similar concerns about “a culture gone awry” in a January letter to pilots.
American Airlines spokesman Casey Norton said the company “fully understands” the pilots’ concerns and is already taking steps toward improving employee relations.
He said the company has already spent $3.5 billion raising employee salaries and benefits since the merger, with another $3 billion toward improving aircraft interiors, airport lounges and other products and services. The company is also investing $4 billion in new aircraft, he said.
“That’s going to take some time; it’s important to realize we are two years into a five-year integration process,” Norton said. “Everyone wants it to go fast, faster than it is, but we’re also committed to getting it right.”
AA letter 3-7-16
03-12-2016, 05:56 PM
#36
Line Holder
Joined APC: Dec 2014
Position: A320
Posts: 74
In the Delta hiring informational meeting, the head of hiring said they plan to hire 800-900 pilots in 2016. I think I recall he also said hiring numbers for subsequent years will be about the same.
Per United's info sheet they were handing out at the conference, United expects to hire 800-900 pilots in 2016, as well as that many in the years to follow. The most interesting fact stated on United's "Pilot Hiring Update" is as follows:
"United will retire approximately 2,500 pilots in the next five years, over 4,900 pilots in the next ten years, 8,300 in the next fifteen years, and nearly its entire seniority list in the next twenty years."
When asked about where United is going to find that many pilots to staff their operation, the head of hiring (Mr. B.K.) said they are looking at creative ways to market the pilot profession to kids as young as middle school. Another asked about the possibility of an ab initio program at United one day, and Mr. B.K. said he expects such a program at United within 10 years. He continued to say that in his 32 years at United, he has never seen the industry in the condition it is today - that is, the number of retirees leaving and the number of pilots needed to replace retirees and staff the future growth of United's fleet.
Per United's info sheet they were handing out at the conference, United expects to hire 800-900 pilots in 2016, as well as that many in the years to follow. The most interesting fact stated on United's "Pilot Hiring Update" is as follows:
"United will retire approximately 2,500 pilots in the next five years, over 4,900 pilots in the next ten years, 8,300 in the next fifteen years, and nearly its entire seniority list in the next twenty years."
When asked about where United is going to find that many pilots to staff their operation, the head of hiring (Mr. B.K.) said they are looking at creative ways to market the pilot profession to kids as young as middle school. Another asked about the possibility of an ab initio program at United one day, and Mr. B.K. said he expects such a program at United within 10 years. He continued to say that in his 32 years at United, he has never seen the industry in the condition it is today - that is, the number of retirees leaving and the number of pilots needed to replace retirees and staff the future growth of United's fleet.
03-12-2016, 06:00 PM
#37
Gets Weekends Off
Joined APC: Jan 2016
Position: A330
Posts: 100
Originally Posted by 3GRNDWN
In the Delta hiring informational meeting, the head of hiring said they plan to hire 800-900 pilots in 2016. I think I recall he also said hiring numbers for subsequent years will be about the same.
Per United's info sheet they were handing out at the conference, United expects to hire 800-900 pilots in 2016, as well as that many in the years to follow. The most interesting fact stated on United's "Pilot Hiring Update" is as follows:
"United will retire approximately 2,500 pilots in the next five years, over 4,900 pilots in the next ten years, 8,300 in the next fifteen years, and nearly its entire seniority list in the next twenty years."
When asked about where United is going to find that many pilots to staff their operation, the head of hiring (Mr. B.K.) said they are looking at creative ways to market the pilot profession to kids as young as middle school. Another asked about the possibility of an ab initio program at United one day, and Mr. B.K. said he expects such a program at United within 10 years. He continued to say that in his 32 years at United, he has never seen the industry in the condition it is today - that is, the number of retirees leaving and the number of pilots needed to replace retirees and staff the future growth of United's fleet.
Per United's info sheet they were handing out at the conference, United expects to hire 800-900 pilots in 2016, as well as that many in the years to follow. The most interesting fact stated on United's "Pilot Hiring Update" is as follows:
"United will retire approximately 2,500 pilots in the next five years, over 4,900 pilots in the next ten years, 8,300 in the next fifteen years, and nearly its entire seniority list in the next twenty years."
When asked about where United is going to find that many pilots to staff their operation, the head of hiring (Mr. B.K.) said they are looking at creative ways to market the pilot profession to kids as young as middle school. Another asked about the possibility of an ab initio program at United one day, and Mr. B.K. said he expects such a program at United within 10 years. He continued to say that in his 32 years at United, he has never seen the industry in the condition it is today - that is, the number of retirees leaving and the number of pilots needed to replace retirees and staff the future growth of United's fleet.
03-12-2016, 06:46 PM
#38
Line Holder
Joined APC: Nov 2015
Position: E190 FO
Posts: 96
For APA to remain relevant in a time where everyone is talking ALPA and the outgoing #2 at the union has been taking shots at how bad our union is...they have to spew their usual rhetoric to distract the members from their own internal problems.
You can accept their shiny distractions (which I'm sure every union blast includes at other airlines because the object is to steadily improve) or you can realize that there is a reality somewhere between what the union spews and the company tries to placate you with. That reality is the life you are living at your (wherever) airline. Guess that's for us to decide individually. Just because I get an email from the union blasting the company this and that doesn't mean I take it all for fact.
Either way I have friends at all of the legacy carriers and have grown up in a purple household. I know the sentiments of many of them and all pilots are the same. Same pilots different paint on the airplanes.
Sent from my iPhone using Tapatalk
You can accept their shiny distractions (which I'm sure every union blast includes at other airlines because the object is to steadily improve) or you can realize that there is a reality somewhere between what the union spews and the company tries to placate you with. That reality is the life you are living at your (wherever) airline. Guess that's for us to decide individually. Just because I get an email from the union blasting the company this and that doesn't mean I take it all for fact.
Either way I have friends at all of the legacy carriers and have grown up in a purple household. I know the sentiments of many of them and all pilots are the same. Same pilots different paint on the airplanes.
Sent from my iPhone using Tapatalk
03-12-2016, 06:50 PM
#39
Line Holder
Joined APC: Nov 2015
Position: E190 FO
Posts: 96
For those of you interested in AA, we just released our March 2016 contract comparison. I was surprised to see how a lot of things are actually better than the other airlines despite what you might read here.
Plus retirement numbers as follows:
Sent from my iPhone using Tapatalk
Plus retirement numbers as follows:
Sent from my iPhone using Tapatalk
03-12-2016, 07:02 PM
#40
Gets Weekends Off
Joined APC: Jan 2016
Position: A330
Posts: 100
Originally Posted by Jetwash
For APA to remain relevant in a time where everyone is talking ALPA and the outgoing #2 at the union has been taking shots at how bad our union is...they have to spew their usual rhetoric to distract the members from their own internal problems.
You can accept their shiny distractions (which I'm sure every union blast includes at other airlines because the object is to steadily improve) or you can realize that there is a reality somewhere between what the union spews and the company tries to placate you with. That reality is the life you are living at your (wherever) airline. Guess that's for us to decide individually. Just because I get an email from the union blasting the company this and that doesn't mean I take it all for fact.
Either way I have friends at all of the legacy carriers and have grown up in a purple household. I know the sentiments of many of them and all pilots are the same. Same pilots different paint on the airplanes.
Sent from my iPhone using Tapatalk
You can accept their shiny distractions (which I'm sure every union blast includes at other airlines because the object is to steadily improve) or you can realize that there is a reality somewhere between what the union spews and the company tries to placate you with. That reality is the life you are living at your (wherever) airline. Guess that's for us to decide individually. Just because I get an email from the union blasting the company this and that doesn't mean I take it all for fact.
Either way I have friends at all of the legacy carriers and have grown up in a purple household. I know the sentiments of many of them and all pilots are the same. Same pilots different paint on the airplanes.
Sent from my iPhone using Tapatalk
I'm assuming you don't know any reps all that well or have taken the time to learn. The BOD is very divided between east/west fights and seniority, I understand that to be a real problem. Plus Parker and company are phenomenal at marginalizing unions, ask any US Air pilot. I know it's all great when you're new, just don't lose sight of the big picture. Contract 2020 isn't that far away and we are last in the league, we need to make some serious improvements.
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