There is no such thing as a LONG TERM career with an airline anymore. The Airlines have shown the entire pilot pool across the board that ALL Pilots are expendable. Airline have gone bankrupt, cancelled pensions, reduced pilot pay and benefits, paid out big CEO bonuses, created Alter Egos, blamed pilots for cancelled flights, etc.

When an industry "Cries Wolf" too many times, EVENTUALLY, no one will come to their rescue, not Congress, not the passenger and not even the pilot or future employee.

 

That would be great! Could you get me an interview? I think there is something wrong with Airlineapps. I have gotten a call from everyone excdpt anyone who uses that system.

 

careerpilot,

We've spoken before when I was looking at the different regionals and I'm not trying to start any fires. Though what you've said is an interesting proposal it may not make much difference for many. I chose against Eagle though they have a base within 30 miles of my home and start at a higher payrate than my present employer (I think that says alot).

Here's the highlights of why I stayed away:

-not one Eagle crewmember that I spoke with while jump-seating encouraged me to come across; quite the contrary- it was the common opinion that management treated them so poorly and they wouldn't want someone who had a choice to come aboard. When current employees warn against their employer someone should take notice.

-I believe that the upgrade will come down eventually, but I couldn't convince myself that they would fall below four years for anyone hired in 2007.
- I want to go to AA if/when they ever start hiring off the street and from what I understand being at Eagle would make it even harder with the whole AMR relationship.

Since we're on the topics of wishlists, things that could change my mind before I have a lot of seniority at my current job:

-a Horizon type pay-scale (or at least closer to)
- some QOL improvements i.e. more guaranteed days off, more productive trips, not paying so much to non-rev on AA, not having to wait so long for buddy passes.
-then living in base would be the icing on the cake

If those issues were addressed it is likely that it would be easier to find new-hires and the movement would accelerate which would in-turn bring in more new hires.

 

I would love to come to AA. I really wouldn't mind being back in DFW. But not sure if making a lateral move to Eagle is a good idea, when i can stick it out in JFK. Its a toughy. What are trips like out of DFW on AE? All out and backs or do you get all over the system ever?

 

We get around the system but we also have a lot of out and backs followed by an overnight at an outstation.

 

I'm a pilot with American. Occasionally we'll have an Eagle Pilot in the jumpseat. They say morale is bad.

But if you're starting out it's a good job.

I do remember from a long time ago how hard it is to get from 50 hours multi to hiring min's multi time.

Do whatever you can.

I flew for Horizon Air for a long time. I almost stayed there for my whole career.
Wherever you go, be prepared to stay, just in case the interview phone never rings.

 

As of today AA still has 2,570 pilots on furlough. We've been recalling 40 month the last couple months. Going to 50 a month in Sept or Oct.

Rumors based on the stock market affecting retirements...may see a small surge of early retirements Sept 1. Probably not more than 200.

On actual recalls...4 years till we start hiring.
Possibly/Probably sooner with early retirements.

That is a long long time from now. If looking to a major, if it were me...SWA, DAL,CAL or AS not in any order of preference.

If you guys only knew how disfunctional it is at AAL.
This is the Air Force. All of our rules and ops spec's are Air Force.
Everything.
I'm obviously civilian roots. So I struggle with it.

Just being honest.

 

If Eagle raised the year 2-pay and afterwards, up, to those with other comparable regional airlines (AWAC, Comair, Skywest, ASA), I think they would have a better applicant pool.....and they also might have to get off their all mighty high ego and lower their times, whether they go to 500/100 or 600/75 but 1000/100, at today's current hiring frenzy, thier minimums are too high for anyone with those times......just my .02

Heck most who have AE's minimum times now, are already at a 121 carrier.....and if they were first hired as a 250-hit wonder, that means they are at year 2-payscale (or close to it)......so going from year 2 pay at their current carrier (Asa-37/hr-700 34/hr-200 & Atr, AWAC-35/hr ,Xjet-34/hr, Comair 34/hr-Crj & 36/hr-700) where the upgrade is "in-sight", to Eagle's year 2-payscale (Atr-26/hr or Jet-32/hr) with 6-7+ years upgrade is not very attractable.

Also like another poster said, the non-rev travel needs to be re-evaluated...I use to fly for AE now I work for UAL (in a non-pilot position.....hopefully I'll be able to switch over in a few years)....however our managment has realized this issue, and just droped all our fees for all economy class on all airplanes to all destinations....now granted it use to be free in all class cabins, but this is a big "baby" step for our management of trying to make the employees happy (of course while still stealing the employee's money).

 

If they raised starting and consecutive yearly pay....the staffing problem would be reduced.

 

Second Year FO Hourly Wage should start where 2nd Year CA Hourly wage is today. Believe me, the airlines can make that happen.