Thank you for all the input on Mesa. It certainly is nice to get an insiders bottom line.

I am investigating leaving a comfortable job to go fly and I would consider Mesa for the upgrade reasons above.

I also would like to know why PSA would be a bad choice. I know they voted some contract in that has concessions (again just began reading the forum last month) and obviously has Envoy pilots mad but what does that mean for a guy who wants to get PIC time and amove on?

Thanks happy 238th to USA

 

Just a shot in the dark but I would think it means one's personal interests are more of a priority than the greater good? And that's fine if one is not delusional about it. After all, it's become an"all about me" world.

 

I think we should all strive to make things better when we move on, not burn it to the ground in your own best interest. Why would anyone take concessions at the beginning of a "pilot shortage."

If you get hired in the next few months at Mesa, you will have missed the boat. No quick upgrade for you.

 

that's why I am asking what did PSA give up (in non airline abbreviations) and where can I find out exactly. If you don't feel like telling me?

happy 4th. Vets thanks for your service

 

I'm biased for a couple reasons - I've been in the aviation business (instructing, freight, corporate, regionals, fracs, etc.) for 25 years now (since I was 19 yrs old) and have always had to earn a living by flying. My dad was an auto worker and mom was stay at home. No help with college or flight training. My wife is not a doctor, lawyer, pharm drug rep, etc. In fact she does not even have a college degree. Hence, I'm not one of these guys that is flying pax part 121 as "a hobby" and relies on a spouse's wage. So it kills me when I see guys taking less for personal gain.

This goes all the way back to the pay for training of the 90's - pilots would shell out $10K to put themselves through training. Those that didn't were not hired. It's tough to make the industry better when many/most look out for themselves at the expense of others.

Secondly, I'm at Envoy now so that makes me even more biased. Thing is, I've got a ticket to an LCC so in reality what happens should not matter. But I do care and want to better the industry for those behind me. We're pilots. We're professionals. And we're in demand so let's make sure we get what we're worth.

 

Std_deviation

Like the gsd icon, I raise shepherds as a hobby, that's a hobby that pays less than flying.

I paid for all my flying (except for the one hour my mom gave me at 15).

Flew helicopters first - yah expensive but I also work hard. Real hard sometimes 100 hour weeks.

Yah own a plane in a hangar too - see the work hard part. And I fly it, just RT ORL - STX (and all points in between) in a 38 gal useable C172.

Plan A is poss. Get a flying job but not to get exploited and no one here should get exploited. If no one flew for 22k what would happen.

Perhaps Chinese students would fly or the CEOs would market drones, and you know the $79 LAX - EWR flights would be filled.

But if that don't happen, I'll just pay for a few type ratings just to prove to myself I can fly a jet, and keep on working hard and get a Twin.

Meanwhile how do I find out exactly what PSA did?

If my current job flames out then yah 22k might look awesome

Thanks have a great 4th.

 

If a person is hired in the last quarter of this year, what kind of upgrade time would be anticipated?

Edit: For the CRJ that is.

 

That is very hard to say since all the captains needed for announced growth are probably already on the property. Attrition has been low, but that might pick up and Mesa may get more flying (or not, who knows?!) That is why it is hard to say.


Sent from my iPhone using Tapatalk

 

Yeah, I figured it was a hard call. So many variables out there and hard to get a grasp on them. Being that a person could pretty much choose any regional they want these days, making the right call is getting tough.

 

psa TA
10 yr contract
Crappy pay capped at 12/4
Crappy per diem for the next 10 yrs
Increase in health insurance
All for 30 shiners

Summary of Tentative Agreements on 8-27-13

• Current pay rates (longevity and annual increases) in Section 3.A.1 of the Agreement remain the same through March 31, 2018.
• Pay rates are extended until March 31, 2023 with 1% yearly increases.
• All pilots will still receive pay rate increases caused by adjustments to the blended rate resulting from the addition of large jets to the fleet.
• All pilots will still receive pay rate increases of 0.03% for each large jet added to the fleet in excess of the current 49 aircraft (this calculation is done prior to calculating the blended pay rate).
• The following pay caps and pay freezes will apply to all pilots and will occur upon the delivery of the first 71-90 seat jet aircraft (anticipated to be July 2014):
o Captain longevity pay is capped at 12 years of service or the pilot’s actual years of service, whichever is greater.
o First Officer longevity pay is capped at 4 years of service or the pilot’s actual years of service, whichever is greater.
• Pilots who decline a job offer or fail training at US Airways and return to PSA will cease to receive longevity pay rate increases and April 1 annual increases at the time they decline the offer or fail training.
• Pilots who fail to fill out the required paperwork to apply for a position at US Airways prior to December 1, 2013 or within 10 months of their date of hire will be considered to have declined a job offer. Such pilots will cease to receive longevity pay rate increases and April 1 annual increases at the time their seniority would otherwise grant them an interview at Airways.
• Pilots who do not meet the eligibility requirements for a US Airways interview described in LOA #3 are not subject to the freezes to longevity and April 1 annual increases described in the two bullet points immediately above.
• Pilots who are not offered a job at US Airways after their first interview will continue to receive April 1 annual increases, but their longevity increases will be capped at the greater of their current longevity step or at 12 years (for Captains) and 4 years (for First Officers).
• Pilots who are not offered a position at US Airways after a Repeat Opportunity as described in LOA #3 following his second interview will cease to receive longevity pay rate increases and April 1 annual increases.
• Pilots at the top of the PSA pay rate scale (18 years and above) may decline a job offer at US Airways and continue to receive 1% annual increases on April 1.
• Longevity caps and freezes apply to pay rates only, not to other accruals based on longevity such as vacation, sick leave, retirement, etc.
• Current per diem ($1.65 per hour as of 4/1/2013; $1.70 as of 10/1/2014; $1.75 as of 4/1/2016 and $1.80 as of 10/1/2017) modified to eliminate the 10/1/2017 increase to $1.80.
• Current medical insurance premium cost sharing percentage of 27% for the life of the Agreement changed to 29% on 1/1/14; 31% on 1/1/15; 33% on 1/1/16; and 35% on 1/1/17.
• Duration of the Agreement extended from 5 to 10 years.
• LOA #4 is null and void if no 71-90 seat aircraft are delivered by December 31, 2015 or if the merger of US Airways Group and AMR does not occur by December 31, 2015.