Actually, I'm hoping/thinking we can do industry average. Definitely not leading, but average will still be a jump for us.

 

2nd..........

 

This is precisely the reason current public opinion in America is anti-union. The purpose of our union is not to get you everything you desire or to hold the company and your fellow employees hostage until you get what you want. There is a happy medium that both parties can agree to that wont sink Mesa which would ultimately cost you your job and create a better working contract with some increase in pay.

Secondly, and this to me is the most important point to be said. If you are just about to upgrade, then I assume you might not have been here that long. I of course could be wrong on many levels with that assumption. However, the people that have come here in at least the last 2 years KNEW what they were getting into. You made the choice to be paid 22 dollars an hour first year, to purchase your own individual Ipad, etc. OF COURSE we can strive to improve our quality of lives and pay but most importantly, sinking the company just for the sake of your own misguided principle does nothing for yourself or your fellow employees. Having to move to another regional to be at the bottom of the list again makes no since to me which leads me to believe your statement is just for show. Why would you wish that on yourself. If that is the case, leave now, find another place that you feel is a better fit for you and save yourself and us the heartache. Its like the CEO of Sun Country saying he will shut the company down if he doesn't get the pilots to agree to a new contract. BS!!!!! He is only saying that to get public opinion on his side (which is easy because the public already thinks all pilots are rich) and to scare the pilots into agreeing to a sub par contract. Its in JO's best interest to come to an agreement with us. At least he's not trying the same scare tactics.

Take a step back and think about your rhetoric, be a professional.

 

While I unfortunately don't have time to respond to the rest of your post, some of which I agree with, but a lot I disagree with, I will say that "professionals" get paid more than $20k a year...a lot more. Take a step back and think about your rhetoric. You paid how much for time and experience for this job, and you get paid how much?

Knowing the contract, pay, and benefits going into a job does not mean employees should just roll over and take the scraps that are given to them while management takes home the cake and the steak. Sure, there is a happy medium, but right now we are (and have been) in a situation where management has been absolutely crushing us with pay and benefits, for years. Being appeased because it would only hurt a little bit (if a marginal TA were to pass) is not necessarily right. It's like the beaten wife getting beaten less and being told to be happy about it because the beatings are a fundamental part of existence (similar to the rhetoric that our low pay has to exist for the company to survive). If the numbers don't work out, change the business plan. Labor costs aren't the only costs that can be reduced.

Maybe employing smarter people who can make more efficient lines and schedules would be a start, or crew trackers who are a little bit better. Or maybe better management. I don't know the answer, but I do know pilots aren't the only cost to the company.

 

Yea same here. Agree with some of what Darant said but not all. Regional pilots wages have been dictated by the market. There were a ton of 200 hour pilots willing to do the job for poverty wages. Those days are gone. Now all the regionals are desperate for pilots, so it's about damn time to start demanding wages respective to the profession. Period. If the Mesa's of the world can't pay pilots respectively, let them fizzle away. They have no business in the airlines if that's the case. And I'm not just singling out Mesa...this goes for all regionals. Hope you guys demand the industry average at the very least. It's time start making all these regionals pay up or go away.

 

Lawls... Okay can we get back on a non throat-slashing topic please? Does anyone know if the roster is correct for July? I see less than 100 FOs on the active list and we are supposed to reveice the last airplane at the end of next month. It doesn't seem the math adds up... Short staffed on FOs or delayed delivery?

 

Short on FOs....hence the hold backs. They extended the hiring out until the fall and are taking a break on upgrades (until August) to run FO-only classes to beef things up a little.

 

How many more FOs do we need approx? Hopefully they run 20-30 more upgrades on the 175 later in summer.

 

LOL we said we'll hold out for industry average and we're the devil that's comdeming American unions. **** off.

 

I think there around 130 on the property including the June class. I figure we need around 150, but there are several FOs that have been awarded CA and have been held back. As both EJET and CRJ upgrades continue, that number will only go up, requiring backfill at some point. So my guess would be a minimum of 20 if they keep the hold backs, 30+ if they start releasing them any time in the next 3 months.