Actually both my parents live paycheck to paycheck thanks to the 2008 recession when both of their companies closed their doors. They didn't pay a dime for my college degrees and honestly couldn't have afforded to anyways. I've actually had to pay a few bills for them when my dad was laid off for a third time.

To your second comment, most well to do people are typically conservative. Anyone who thinks the conservatives care about the middle class are gullible idiots. Keep supporting the people who have single-handedly destroyed the middle class by enacting Right To Work, off-shore tax incentives and tax cuts to the top 1% of wage earners.

 

Mesa or PSA for an older retired USAF non pilot type.
What's PSA projected growth v attrition ? What's New airframe occusitions for 2016-2017 and flow to AA? 8 a month, how long will it take a new hire to flow? 5-6 years? How many total FOs? Can you flow without upgrading? APC shows CLT and CVG, with Delta cutting back at CVG that could be a tough commute. Are their other bases are also hard to commute too? Is PHL a future base?
Could a new hire end up in DAY or TYS stuck on reserve for how long? That's an impossible 2 leg commute. Pilot group looks similar to Mesas, is growth /movement / attrition better?
So, Mesa or PSA? Pros v cons? What do you think? Better benefits at PSA, EFb, paid hotels, pay in training, is APC current for this information?
Who has the better training program, AQP?
The Mesa thread says PSA is better.

 

I would say PSA over Mesa based on growth, flow, and some other factors. If you are a commuter, I wouldn't plan on holding Charlotte for quite some time at PSA. Cincinnati is currently most junior, and next is Dayton followed by Knoxville. I've recently run into a few new hires who came over from Mesa.

*EFBs 1st quarter 2016.
*$5,000 bonus
*No AQP program here but that is supposedly in the works.
*Beginning January we start flowing 5 /month and that goes up to a maximum of 8 /month depending on how many active CAs we have. We go back to the negotiating table summer 2016 to revisit the flow LOAs and many expect the number to increase.
*1 more new base to be announced 1st quarter 2016. I'm betting ORD or DCA, but who knows honestly. I think it will be a hub because management knows that hubs attract commuters and they will need to attract as many new hires as they possibly can.
*You CAN flow without upgrading. It is currently projected at like 12-15 years (maybe less, I honestly don't really know) for a new hire. I wouldn't come to PSA for the flow. I would come here to upgrade quickly, hold a line quickly, or for whatever reason is important for you. I wouldn't look at the flow as a guaranteed mainline job as a new hire, I would look at it as a tool that will generate movement and upgrades and should hopefully keep PSA from becoming stagnant. Constant movement is important.
*Currently accepting a few CRJ900s a month for most of 2016 and the. 4th quarter we are supposed to resume the transfer of the Envoy 700s. There have been rumors however that the Envoy 700s will be further deferred in order for AAG to exercise the remaining options it has for 900s. I would expect a lot of those scenarios to play themselves out over the course of 2016 and they will be dependent on our ability to staff.

 

Sounds like PSA may well be THE place to be in early 2016!!

 

Guess I'll order my brown pants.

 

 

There are lots of problems with PSA, but it really has good points as well.

I know people that don't understand what our contract is say that it is terrible, but I will challenge any regional to have a better quality of life as far as schedule flexibility goes. The SAP is an amazing QOL tool. Any line holder can get any day off that they want. You can also choose how much they want to fly and how much money that you want to make.

I haven't flown an awarded line in 3 months. I swap every single one for something better that fits what I want. I am even able to choose what cities I want to have layovers in and what equipment that I want to fly.

Others may pay more right now, but PSA will have to increase the pay and benefits to match, especially with all of the new airplanes that are coming here.

Now, if the arbitrators will just fix the critical pay, all will be good.

 

SAP sounds good, but as I understand it, you don't actually get those benefits until you're a relatively senior line holder. How long would a new hire have to suffer through the poor QOL before being able to make use of the SAP?


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For someone hired today, 4-5 months after IOE is finished, more or less. It depends on your base. Once flying increases in the Spring and more lines are added for our new 900's, reserve time will decrease quite a bit.

It is available to any round 1 line holder. I was hired a year ago, and was holding a line after 3 months on reserve.

Sure beats being on reserve for 3 years at other companies.

 

Even on reserve, qol was hardly "bad". As a reservist you can move your reserve days around. I only ever had 2 or 3 days of hot reserve. Took me approximately 8 months from date of hire to hold a build-up line (partial scheduled flying and partial reserve). And now I'm a round 2 line holder crediting almost 90 hours next month with only about 65 actual flight hours and all commutable trips and it will be exactly 1 year from my date of hire. I will likely be round 1 by February and able to take advantage of the SAP. Keep in mind this is in CLT. It will be a much quicker ride to a round 1 line in DAY, TYS, or CVG. Some of the guys from my class didn't even sit but a month of reserve in DAY and TYS.