Don't be stupid, focus your attention where it belongs. New hires are not the problem here. Most new people to this company have no idea of the contract or etiquette of accepting help with costs of the iPad. There are a lot of mixed messages coming from all directions, and I highly doubt that the company explained it to them that " hey here are these gifts that no one else gets, and will cause a huge issue with those who have already come through". I am sure it was spun as something that is just done. If you want to get angry call your reps, hold the people accountable that are responsible for enforcing the contract. Hold the company accountable for continuos violations of the contract, egregious working conditions, and subpar industry pay and QOL. If we can't get an industry average contract here then we should vote with our feet.

 

I've seen countless GoJetters refused jumpseats on TransStates over the years. I've been refused a jumpseat on Eagle before, right after we started doing "their" LAX flying.

It happens--just because you haven't seen it happen in your probably-shorter-than-mine career doesn't mean it doesn't happen.

How long have you been an airline pilot?

 

Denying someone a ride home because of the company they work for or because they're an FNG and accepted "gifts" that other people didn't get (that they had no idea about, more than likely) has got to be one of the most childest things I've ever heard of.

People are acting like a bunch of middle schoolers on the line while demanding to be called professionals. This kind of attitude is one of the most annoying parts of this industry.

 

True. I'll go a step further and say that if you are truly concerned about the well-being of our new hires, you should tell them these things and give them some advice about how unions, contracts, and the RLA process works when you fly with them. It's not just the new hires, either--too many of our new Captains came through the ranks soooooo fast they've never really been through enough industry cycles/events to really truly understand how things work: anything that is not negotiated/LOAed by ALPA is a double-edged sword: yeah, you're putting more money in your pocket in the short-term, but you're also establishing a precedent and exposing the rest of the pilot group to more acts of contractual sidestepping.

You have to set some minimum standard of what actions/programs outside of the contract are acceptable and unacceptable. I think the ontime performance bonus is acceptable without an LOA from the union. I think the No Stay Program should've probably been negotiated through the union. And I most certainly, definitely, unequivocally think the new hire payments/iPads need to be properly authorized by the union in an LOA.

Where do you draw the line on payments outside of a contract? $2,000 extra a month? $10,000? Where do you draw the line? What if they're giving them lambos and free condos in South Beach? At what point does acceptance of extracontractual benefits become morally unacceptable to you? What if they were giving them a flow to United--but not the existing FOs? (Delta actually tried this with Endeavor, but Endeavor's ALPA chapter said noooooope and got it extended to all Endeavor FOs).

I want new hires to come here--I really do--I want our shiny EJets full and staffed while sunbeams shine down the rafters of every Mesa crewroom/schoolhouse. But I want that to happen in accordance with the contract and LOAs our union and pilot group have agreed upon.

 

There is no comparing 9E MEC and YV MEC. Our Mesa MEC needs to take a big step up to get this place on track

 

Okay just had an awesome idea. A CA on here who actually has some money needs to get a hold of some testosterone pills and then mail them to our MEC. They will get the idea, plus they could use some.

 

You guys have to understand that FHS is frustrated. As are many Mesa folks. Would he ever deny a JS ride to anyone? Just from reading his posts, I seriously doubt it. He seems to me like a real stand-up guy.

He's not the only one who thinks the shennagins of Mesa to try to obtain new hires is wrong. He is just willing to voice his frustration here. Might even tell a new hire how wrong it is that they are getting what they are getting. But deny them a jumpseat? I seriously doubt it.

 

Did you have your hotel paid for as a new hire? Anyone with more then 5 yrs on property didn't. You just took compensation that we didn't and isn't in the contract. Same thing.

 

Chill out man! You were quick to make a lot of nonsense assumptions there. I never said that I ended up sleeping in the room with the inop AC, etc... Anyhow, no need to give a detailed explanation here on how everything actually ended up. But relax, for the most part I can tell you and I are on the same page.

Also, I appreciate the refresher course on FAR 117. For the record, I have a decent knowledge of the regulations that apply to my job, and always try to do by best to adhere to them.

Regards,

 

That's irrelevant. My point was that I've been reading for years on this forum and others that ILL DENY THE JUMPSEAT yada yada yada blah blah blah.
It's all the internet tough guy persona.
I have 2 friends at G7 both of whom commute and they've not once been denied.
Just like these YV Captains who claim they'll deny new hires because of small stuff.
The ONLY confirmed instance I've ever heard is that TSA lady captain who apparently denied everybody the js.

Life's not always fair or just. If they ever sign a new agreement and new hires are getting 40/hr, should those of is getting 22/hr demand back pay? No.
Well I'm guessing 90% or more of us would have a damn iPad regardless of working at Mesa or not. It's so worthless getting worked up about.
Yes, I'd have loved $1000 extra each month for housing. Oh well- I didn't get it. And as someone else said, people coming in are likely unaware of these bonuses being new.
For me- I was unaware that they didn't always provide housing for training until I read that.
Things obviously change.
Gotta roll with it and pick your battles man.