Mesa Hiring
03-18-2014, 11:43 AM
#41
Gets Weekends Off
Joined APC: Sep 2006
Posts: 504
Originally Posted by Slats
Bright side of life doesn't pay the mortgage, unless of course you're living with mom and dad...
Besides, 1st year pay is crap at basically every regional.
03-18-2014, 11:58 AM
#43
Gets Weekends Off
Joined APC: Oct 2013
Position: Prone
Posts: 399
Originally Posted by Navmode
1. Far117 made the scheduling less efficient. Basically, multi day trips that would juggle reduced/compensatory rest to fit more legs in to a duty rig would have to give up some flying to stay legal. 4-day trips used to be worth 18-20 hours. Now, we see 4-days worth 13-17 hours; so you're away from base/ home just as long but getting less for it.
2. I've only heard IAH then ORD
3. As long as we don't acquire 100 new airplanes that we can't staff (which hasn't been a problem so far) we should be fine. Expansion means less time on reserve, better schedules, and possibly new bases that could make commuting easier if you commute. The down side is that as long as we have full classes, management won't have much incentive to offer an acceptable contract.
2. I've only heard IAH then ORD
3. As long as we don't acquire 100 new airplanes that we can't staff (which hasn't been a problem so far) we should be fine. Expansion means less time on reserve, better schedules, and possibly new bases that could make commuting easier if you commute. The down side is that as long as we have full classes, management won't have much incentive to offer an acceptable contract.
03-18-2014, 12:28 PM
#44
Gets Weekends Off
Joined APC: Jul 2010
Posts: 3,205
Originally Posted by Navmode
The go! Operation consisted of two airplanes. Don't kid yourself.
That's because it is. Let's say there are 800 pilots now, 20% would be another 160 which is another 6-8 classes. I think he just got carried away.
That's because it is. Let's say there are 800 pilots now, 20% would be another 160 which is another 6-8 classes. I think he just got carried away.
And just for clarifications: Sims are being pushed back due to Captain upgrades and 20+ new hire classes every 3 weeks. My sim will be in Canada, 4 weeks from now. So there you go, at least 80 souls added from my hire date.
I rather have a line within a couple of weeks/month out of IOE then sitting around while on reserve for a couple of month/years at most other regionals.
Seniority is gained the other way around, if you move up means people above you left. I don't think that 80 above you are leaving.
03-18-2014, 03:30 PM
#45
Line Holder
Joined APC: Jun 2012
Posts: 46
Just got this from a pilot friend here. Something to consider
On Friday, March 14, the Company released the changes to our health care insurance, including what pilots would be paying in premiums. Under our current contract, the Company is allowed to pay any percentage of the cost of the insurance and pass on the remainder to the pilots—and that’s just what they did here. Over the weekend, your MEC Officers and Negotiations Committee took a close look at the changes and you can be sure we didn’t like what we found.
Under these changes, many of us will be paying double what we currently do for the same level of coverage. So the pilots are effectively subsidizing other employees’ health insurance costs, because we are forced to remain healthy for the FAA standards Added to the fact that we are still one of the lowest paid carriers in the regional industry, this further decreases our take home pay. We would say we’re the bottom of the barrel, but we’re not even sure we’re in the barrel anymore.
With every paycheck, Mesa pilots’ quality-of-life will be further eroded and many of us may find it cheaper to simply go outside the company and seek individual policies that provide equivalent coverage. It’s pathetic that professional pilots have to consider outside health care coverage, when every Starbucks full-time employee has affordable care, but that’s where we are.
Your MEC urges pilots to carefully review the new health insurance programs, including the coverage offered and the premiums and educate yourself as to what is available both through the company and through individual policies. Under the federal “Affordable Care Act” (“Obamacare” or ACA), each state is mandated to offer an “insurance exchange.” There are also numerous reputable websites where you can quickly compare health insurance coverage and premiums apples to apples. It may well be a rewarding investment of your time. Open enrollment at MAG closes March 31, as does the ACA enrollment period.
Meanwhile, as management boasts about new planes and growth, our negotiating team waits for any movement from the company at the table and we get less and less in our paychecks. This is not the way to attract new pilots or keep the ones you have. We are a vital part of the success of this company and it is far past the time for the pilots to be treated as such. With recent contract gains at other regional carriers, potential new hires are surely going to start reconsidering if they want to come to MAG.
Soon, we’ll be coming out with a booklet detailing the negotiating reality we live in, and how we stack up with other regional carriers across a number of economic metrics. Suffice to say, don’t look at the top of the chart for Mesa—aim your eyes a bit lower down. Quite a bit lower…
MAG management needs a reality check. Your MEC leadership will not stand idly by as our management leads the race to the bottom and tries to drag us along with them. We will continue to press the company on all issues, including the latest insurance premium insult. If you have any questions, or wish to volunteer to help us in the fight, contact your status rep.
On Friday, March 14, the Company released the changes to our health care insurance, including what pilots would be paying in premiums. Under our current contract, the Company is allowed to pay any percentage of the cost of the insurance and pass on the remainder to the pilots—and that’s just what they did here. Over the weekend, your MEC Officers and Negotiations Committee took a close look at the changes and you can be sure we didn’t like what we found.
Under these changes, many of us will be paying double what we currently do for the same level of coverage. So the pilots are effectively subsidizing other employees’ health insurance costs, because we are forced to remain healthy for the FAA standards Added to the fact that we are still one of the lowest paid carriers in the regional industry, this further decreases our take home pay. We would say we’re the bottom of the barrel, but we’re not even sure we’re in the barrel anymore.
With every paycheck, Mesa pilots’ quality-of-life will be further eroded and many of us may find it cheaper to simply go outside the company and seek individual policies that provide equivalent coverage. It’s pathetic that professional pilots have to consider outside health care coverage, when every Starbucks full-time employee has affordable care, but that’s where we are.
Your MEC urges pilots to carefully review the new health insurance programs, including the coverage offered and the premiums and educate yourself as to what is available both through the company and through individual policies. Under the federal “Affordable Care Act” (“Obamacare” or ACA), each state is mandated to offer an “insurance exchange.” There are also numerous reputable websites where you can quickly compare health insurance coverage and premiums apples to apples. It may well be a rewarding investment of your time. Open enrollment at MAG closes March 31, as does the ACA enrollment period.
Meanwhile, as management boasts about new planes and growth, our negotiating team waits for any movement from the company at the table and we get less and less in our paychecks. This is not the way to attract new pilots or keep the ones you have. We are a vital part of the success of this company and it is far past the time for the pilots to be treated as such. With recent contract gains at other regional carriers, potential new hires are surely going to start reconsidering if they want to come to MAG.
Soon, we’ll be coming out with a booklet detailing the negotiating reality we live in, and how we stack up with other regional carriers across a number of economic metrics. Suffice to say, don’t look at the top of the chart for Mesa—aim your eyes a bit lower down. Quite a bit lower…
MAG management needs a reality check. Your MEC leadership will not stand idly by as our management leads the race to the bottom and tries to drag us along with them. We will continue to press the company on all issues, including the latest insurance premium insult. If you have any questions, or wish to volunteer to help us in the fight, contact your status rep.
03-18-2014, 04:16 PM
#46
Gets Weekends Off
Joined APC: Nov 2013
Posts: 555
Originally Posted by Telex69
Just got this from a pilot friend here. Something to consider
On Friday, March 14, the Company released the changes to our health care insurance, including what pilots would be paying in premiums. Under our current contract, the Company is allowed to pay any percentage of the cost of the insurance and pass on the remainder to the pilots—and that’s just what they did here. Over the weekend, your MEC Officers and Negotiations Committee took a close look at the changes and you can be sure we didn’t like what we found.
Under these changes, many of us will be paying double what we currently do for the same level of coverage. So the pilots are effectively subsidizing other employees’ health insurance costs, because we are forced to remain healthy for the FAA standards Added to the fact that we are still one of the lowest paid carriers in the regional industry, this further decreases our take home pay. We would say we’re the bottom of the barrel, but we’re not even sure we’re in the barrel anymore.
With every paycheck, Mesa pilots’ quality-of-life will be further eroded and many of us may find it cheaper to simply go outside the company and seek individual policies that provide equivalent coverage. It’s pathetic that professional pilots have to consider outside health care coverage, when every Starbucks full-time employee has affordable care, but that’s where we are.
Your MEC urges pilots to carefully review the new health insurance programs, including the coverage offered and the premiums and educate yourself as to what is available both through the company and through individual policies. Under the federal “Affordable Care Act” (“Obamacare” or ACA), each state is mandated to offer an “insurance exchange.” There are also numerous reputable websites where you can quickly compare health insurance coverage and premiums apples to apples. It may well be a rewarding investment of your time. Open enrollment at MAG closes March 31, as does the ACA enrollment period.
Meanwhile, as management boasts about new planes and growth, our negotiating team waits for any movement from the company at the table and we get less and less in our paychecks. This is not the way to attract new pilots or keep the ones you have. We are a vital part of the success of this company and it is far past the time for the pilots to be treated as such. With recent contract gains at other regional carriers, potential new hires are surely going to start reconsidering if they want to come to MAG.
Soon, we’ll be coming out with a booklet detailing the negotiating reality we live in, and how we stack up with other regional carriers across a number of economic metrics. Suffice to say, don’t look at the top of the chart for Mesa—aim your eyes a bit lower down. Quite a bit lower…
MAG management needs a reality check. Your MEC leadership will not stand idly by as our management leads the race to the bottom and tries to drag us along with them. We will continue to press the company on all issues, including the latest insurance premium insult. If you have any questions, or wish to volunteer to help us in the fight, contact your status rep.
On Friday, March 14, the Company released the changes to our health care insurance, including what pilots would be paying in premiums. Under our current contract, the Company is allowed to pay any percentage of the cost of the insurance and pass on the remainder to the pilots—and that’s just what they did here. Over the weekend, your MEC Officers and Negotiations Committee took a close look at the changes and you can be sure we didn’t like what we found.
Under these changes, many of us will be paying double what we currently do for the same level of coverage. So the pilots are effectively subsidizing other employees’ health insurance costs, because we are forced to remain healthy for the FAA standards Added to the fact that we are still one of the lowest paid carriers in the regional industry, this further decreases our take home pay. We would say we’re the bottom of the barrel, but we’re not even sure we’re in the barrel anymore.
With every paycheck, Mesa pilots’ quality-of-life will be further eroded and many of us may find it cheaper to simply go outside the company and seek individual policies that provide equivalent coverage. It’s pathetic that professional pilots have to consider outside health care coverage, when every Starbucks full-time employee has affordable care, but that’s where we are.
Your MEC urges pilots to carefully review the new health insurance programs, including the coverage offered and the premiums and educate yourself as to what is available both through the company and through individual policies. Under the federal “Affordable Care Act” (“Obamacare” or ACA), each state is mandated to offer an “insurance exchange.” There are also numerous reputable websites where you can quickly compare health insurance coverage and premiums apples to apples. It may well be a rewarding investment of your time. Open enrollment at MAG closes March 31, as does the ACA enrollment period.
Meanwhile, as management boasts about new planes and growth, our negotiating team waits for any movement from the company at the table and we get less and less in our paychecks. This is not the way to attract new pilots or keep the ones you have. We are a vital part of the success of this company and it is far past the time for the pilots to be treated as such. With recent contract gains at other regional carriers, potential new hires are surely going to start reconsidering if they want to come to MAG.
Soon, we’ll be coming out with a booklet detailing the negotiating reality we live in, and how we stack up with other regional carriers across a number of economic metrics. Suffice to say, don’t look at the top of the chart for Mesa—aim your eyes a bit lower down. Quite a bit lower…
MAG management needs a reality check. Your MEC leadership will not stand idly by as our management leads the race to the bottom and tries to drag us along with them. We will continue to press the company on all issues, including the latest insurance premium insult. If you have any questions, or wish to volunteer to help us in the fight, contact your status rep.
03-18-2014, 06:31 PM
#48
Gets Weekends Off
Joined APC: May 2009
Posts: 2,035
Originally Posted by Navmode
1. Far117 made the scheduling less efficient. Basically, multi day trips that would juggle reduced/compensatory rest to fit more legs in to a duty rig would have to give up some flying to stay legal. 4-day trips used to be worth 18-20 hours. Now, we see 4-days worth 13-17 hours; so you're away from base/ home just as long but getting less for it.
2. I've only heard IAH then ORD
3. As long as we don't acquire 100 new airplanes that we can't staff (which hasn't been a problem so far) we should be fine. Expansion means less time on reserve, better schedules, and possibly new bases that could make commuting easier if you commute. The down side is that as long as we have full classes, management won't have much incentive to offer an acceptable contract.
2. I've only heard IAH then ORD
3. As long as we don't acquire 100 new airplanes that we can't staff (which hasn't been a problem so far) we should be fine. Expansion means less time on reserve, better schedules, and possibly new bases that could make commuting easier if you commute. The down side is that as long as we have full classes, management won't have much incentive to offer an acceptable contract.
So not only is the pay horrible, but the trip credit is even worse... Your 4 day trips credit less than our 3 days(even before 117), and now by your own admission credit about the same as our 2 day trips.
Maybe you(and others) should stop promoting Mesa as a good place for new hires?
P.S. Just heard that now J.O. is pulling more shenanigans with the share you have to pay for medical. It's really time to stop the cheerleading!
03-18-2014, 06:38 PM
#49
Gets Weekends Off
Joined APC: Aug 2013
Posts: 774
Originally Posted by Paid2fly
So not only is the pay horrible, but the trip credit is even worse... Your 4 day trips credit less than our 3 days(even before 117), and now by your own admission credit about the same as our 2 day trips.
Maybe you(and others) should stop promoting Mesa as a good place for new hires?
P.S. Just heard that now J.O. is pulling more shenanigans with the share you have to pay for medical. It's really time to stop the cheerleading!
Maybe you(and others) should stop promoting Mesa as a good place for new hires?
P.S. Just heard that now J.O. is pulling more shenanigans with the share you have to pay for medical. It's really time to stop the cheerleading!
03-18-2014, 06:46 PM
#50
Gets Weekends Off
Joined APC: May 2009
Posts: 2,035
Originally Posted by Navmode
Who's cheerleading? I'm pretty sure everything I've posted is factual and realistic. I never said Mesa was all sunshine and rainbows, but I don't quite understand why people at other companies [itch a tent in our threads trying to make it seem like other companies are SO much better. The pay is crap everywhere!
I was trying to point out(nicely), that the combination of your lousy pay rates, along with your apparent bad schedules(your own admission of horrible credit for 4 day trips), and now even higher cost for medical benefits really does equal complete bottom of the barrel.
To me,(especially with the latest news of the increase in your cost for health benefits), I don't see how anyone with a (good)conscience could have anything even remotely nice to say about Mesa. Even Commutair just got a fantastic offer from their management including large increases across the board! Isn't it overdue for your management to do the same?
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