Balloons

Same man. I think the real catch up for a PIC is going to purple or brown. Year 3 you can easily make more than a 15 year CA without getting any dirt under your fingernails.

Retractable

Nothing but 🎈 &...

Retractable

That’s not specific.

It’s also easy for you to throw out generalizations and nob specifics.

Please use W2 information. How’d you do flying your big airplane last year?

We know those going to Delta, FedEx of UPS will be able to show some big gains. How’d you do flying for Alaska?

Balloons

Again, it is in the breakdown. It is specific. You just want to move the goal posts so you can be right, It is pathetic watching you for the last 5 years continuously shout "ponies and balloons" when countless people are giving you the real deal. Luckily, most know to ignore your dribble. Did I do as well as Delta? Probably not. Did I do considerably better than what I would have made at NJA this year? Absolutely.

Balloons

Nope, that would be readily available factual information. Something you seem to have an aversion to.

C2078

Funny. I am that 3rd year guy and he is telling me it’s Balloons and Ponies 🤦‍♂️, interesting.

Disclosure. This is if I had been working 7/7. If I had chosen to work CC72 or 76, I would of made more money at NJ, not by a huge amount, but more. But then you have to compare Apples to Apples, meaning if I had worked 18 or 19 days a month at month at Brown, I would of made significantly more.

Here is the clearest example/breakdown:

1) I bid lines that average 11-12 days of work per month. My line value is usually around 70 hours per month, but our minimum guarantee is 75, so I start with that much. Throughout the month I do a couple of trip trades that increase my line value to about 80 hours (that has been my average), simply trading for more efficient trips, maybe increasing days worked by 1. We have 13 bid periods, multiply 1040 (80 x 13) x third year pay of $187/hr, that is $194,500. This is basically my BASE PAY!! And not working hard AT ALL!!

2) I won’t count per diem, because IT IS NOT INCOME!! However, our Per Diem is the HIGHEST in the industry at $2.65/hr AND we also get crew meals (not as many as NJ).

3) Brown ALWAYS runs lean, that is the way they operate. Our JA uncovered trips (junior assigned) our completely voluntary. In fact, you can pick up the phone, ask what trip it is and no thank you with ZERO repercussions. They get paid at 150%. I can EASILY get one every month (that is what I average), could most definitely pick up more but don’t want to work that hard. Typically pick up a turn valued at 6 hours, so $187 x 6 x 150% = $1,683 x 13 = $20k per year.

4) International override at $4.50/hr. At 400 hrs/year, another $1,800.

5) Unlike NJ, we do get paid for homestudy/DBL. The average is 10 hours per year. $1,870.

6) ANYTIME we get rerouted or a trip gets changed, it generates a 2 hour premium. I average about 10 changes per year. Another 20 hours. $3,740. (This is NOT what we call Late Arrival Pay, which is like an after midnight. I had 2 of those but won’t count them).

So,

$194,500 +
$ 20,000 +
$ 1,800 +
$ 1,870 +
$ 3,740

Roughly $222,000

Again, this is working almost the bare minimum, just one, maybe two extra days per month. Many guys who bust their butts make significantly more. Don’t want to do that.

Shenzi105

I totally agree that it should make sense, but do you mean too that Southwest who lowered their min to 2,500 and do not require a B737 TR for the past 5-6 years also did it because they struggle? I wouldn't say that Southwest struggle, they hardly hired pilots below 6,000 TT and hardly hire FO's, it is actually not easy to be hired at Southwest, although they reduced their requirements. Same with Spirit. Both airlines have thousands of applications on files, both have classes full and still they have lowered their minimums... why?

C2078

Now, compare with NJ.

1) Base pay 7/7 small cabin capped out year 14 is $172,500. That’s STILL working about 2 more days per month, but let’s call it even.

2) 4% longevity bonus: $6,900.

3) Holiday, I averaged 4 per year, so round up to $6,000.

4) OT. NEVER made more than about $6k, but let’s say $7k.

5) FDP. On 7/7, you work 20 tours per year IF you don’t call in sick. A fair average is 25 hours of flying per tour considering the occasional MX, fatigue, etc. So 25 - 12 = 13 hrs/FDP per tour x 20 = 260 FDP per year, heck round up to 300. $35,400. BUT, have to compare Apples to Apples. Only 66% goes into your pocket, 33% to 401k, which gets blown away by 12% DC from Brown, so will only count the 66%. $24,000.

6) Not counting the occasional after midnight to keep comparison even.

$172,500 +
$ 6,900 +
$ 6,000 +
$ 7,000 +
$24,000

Roughly $217,000.

Again, keep in mind this is a TOPPED OUT CAPTAIN!! (Small cabin). ANY FO comparison only gets worse. And being so new at Brown, I continue to get pay increases until year 15, and not even throwing Captain upgrade (should be another 3-4 years) into the mix because at $320/hr that puts this argument completely to shame.

So Mr. 251, FlowLow22, Retractable, the math is pretty clear.

Balloons

Yes. That’s exactly why SWA lowered their hogging minimums. I heard it from the bourses mouth at a job fair. The amount of people willing to pay for a type dried up, and they had a huge problem of people being hired, then leaving to the top three. Lowering minimums and qualifications increases the probability of an applicant staying longer. If you an get an employee to stay 3 years, the chances of them leaving go down immensely. I know a couple really low time guys who got on at SWA, also several without degrees.

Lowering minimums is ONLY to combat current or projected problems with hiring and attrition of new hires, period.

Retractable

See.

You can’t even do that. Everyone would see you didn’t make as good of a move as you claim.