They are in no position to fire people for something as stupid as online posting.

Plus, didn’t you know, it’s not like there is a MASSIVE SURPLUS of regional guys in a business model with serious doubts to its viability.

This reminds me of Rick losing his mind over KCM threads in which what was said, was readily public knowledge and available for anyone to read about on a Govt website. OMG the HORROR!

Its been awhile and times have changed. 5 years ago my last year at AWAC. I was 4th year FO.

Probably $40-45K
CRJ-200
$5-6k Per Diem
I know we got 3% DC (essentially) + maybe 8% match
(Can’t recall what I put in + company match +3%) 🤷🏻‍♂️
Around 700 Block.

Calm down, folks.

If you don’t say stupid things on the internet the company has no reason to waste their time trying to figure out who you are…

That being said:

Airline: 9E
Fleet: CRJ9
Year 4 CA
W2: $119,650.00
Bonus/401K Company match: $4150.0
Block: 415 hrs
Days worked: 162
Live in base

Giving the best estimates I have based on excel. To those deterred by the previous posts this helps new hires make a decision to where they go, as financial incentives make a deal of a difference. Former FO at a shut down regional and glad to be back.

Started at half of the year mark PSA year 1 FO
-W2: $43,000
3 months training, 1 month and half on Min guarantee waiting on PRIA
-Per Diem: 3,900
-No new hire bonus included as I was not eligible
-Averaged 9 days off November and December to get the 200% holiday pay on days off, crediting north of 130 hours for November with 60 block, total block since start is 160 hours.

1. How was psa training? I heard it is difficult and you are bound to have one failure in Your Pria from psa training initial

2. What do you mean "waiting on Pria"?

3. So you are not eligible for the 15k new hire bonus, 30k upgrade, 70k flow?

because they have strong unions

We have that discussion every year there. But most major pilots have been around long enough to know better.

If you never post anything that might offend your employer (including future employers) you don't need to conceal your identity here. Some people actually use their real name as their UN here.

Yes, but...

Airlines (most large companies) tend to have very detailed policies about social media, media, etc use by employees and they usually state "up to and including termination". The union might save you, but it might not. Most pilot disciplinary matters top out at the CP level... social media gaffes can get the attention of top execs and the union can't always save you.

Public speech about or related to your employer should be considered a potential third rail.


Also... word to the wise: ALL of the social media related terminations which I have personal knowledge of involved the aggravating circumstance of posting on the web from the cockpit during block. The company owns that network, and they can throw the FARs and Safety at you too.

All good points

there’s a significant difference between regional and major union representation.

seat belts won’t help against an 18 wheeler but they still make a difference

You are being kinda vague when you claim that the same actions would get you in much less trouble at a major vs a regional because one has a strong union and the other doesn’t.

Give us a specific example of an offender getting in much less trouble, or no trouble at all, for a similar offense at a major vs a regional because of a weak union.

Not saying you are wrong, but Im just a bit skeptical at the dramatic contrast that you are painting.