pay rates?

 

Determined by "industry average" with a MAX 3% increase and a min 1% increase each year. So it's not lowering the bar, it's nailing it in place. :-(

50 Seat FO
23.11
32.15
35.06
36.83
37.84
38.69
39.47
40.05

76 Seat FO
25.73
34.48
36.81
38.33
39.30
40.26
41.25
42.03
42.06
42.08

50 Seat Captain
57.38
59.68
61.96
64.01
65.94
67.93
69.98
72.10
74.33
76.62
78.83
81.37
83.76
86.24
88.25
89.98
91.68
93.29

76 Seat Captain
61.27
63.10
65.73
67.70
69.39
71.52
73.72
75.91
78.57
81.31
83.78
86.48
89.02
91.77
94.52
97.07
99.55
102.09

 

1. Hourly rates of pay on the Date of Signing (DOS) shall be as set forth in Appendix “B” (no match)

2. Hourly rates of pay set forth in Appendix “B” shall be increased annually on each DOS anniversary up to and including the amendable date.

a. Except as provided in paragraph e and f below, pay rates for applicable aircraft categories and seat ranges will be made equal to the industry average annually.

b. The applicable pay rates will be calculated utilizing the pay scale for the appropriate aircraft category falling within appropriate seat range established in this agreement. If the carrier has more than one pay scale operating within the established aircraft category and seat range the higher rate will be utilized provided the airline still operates the comparable aircraft.

c. The following airlines will be utilized for establishing the 44-59 seat turbojet pay rate.
Air Wisconsin Airlines
American Eagle Airlines
Atlantic Southeast Airlines
Comair Airlines
ExpressJet Airlines
Mesa Airlines
Mesaba Airlines
Pacific Southwest Airlines
Republic Airways Holdings (Chautauqua Airlines, etc.)
SkyWest Airlines
Trans States Airlines

d. The following airlines will be utilized for establishing the 60-76 seat turbojet pay rate.
Atlantic Southeast Airlines
SkyWest Airlines
Comair Airlines
Compass Airlines
Mesaba Airlines
Republic Airways Holdings (Chautauqua Airlines, etc.)

e. In no case shall the average increase in pay rates exceed three percent (3%) for each status and longevity position.

f. In no case shall the annual pay rate increases be less than one percent (1%) for each status and longevity position.

 

I'm betting there's LOTS of people senior to you that are gonna have those 10 am and 5 pm slots.....
I'd rather be able to turn 3 weeks of vacation a year into 6-8 weeks with a good slide rather than bid on 2 PC's a year and MAYBE get what I want.

 

Eagle already has most of these provisions (or better) and we get criticized for our "16-year contract" which hasn't done much worse then most everyone else, yet here (with the ability to strike) the bar remains at or below our current CBA..............with both ALPA nationals blessing and apparently this airlines MEC.

It's abundantly clear that if any regional is going to truly change anything an actual strike will have to occur (with its risks). As it stands now, especially with another carrier embracing the dreaded PBS, it looks like the regional industries pilots can expect .50 cents here or there on rates and an hour here or there on scheduling.

In other words, dickering over peanuts.

Not intended as a criticism of Pinnacle in and of itself, as Eagle (and other carriers) will likely repeat this, but I see neither any real compensation package improvements in the regional industry nor any strikes. The best it can hope for (I guess) is more and larger airplanes so pilots can get their improvements that way. This will be bad for mainline pilots as it makes placing larger numbers of larger RJ's at these regional carriers desirable, because there is more profit made. By agreeing to contracts like this, it only strengthens what many pilots here are complaining about, be it mainline pilots losing jobs and expansion/advancement or young regional pilots hoping to one day go to a major that will have less growth because of this.

The Pinnacle MEC did a terrible disservice to its pilots by kicking this rusty can over to the pilot group for consideration and sends a message of spinelessness. Hopefully the pilot group will kick this can right back, but since the current MEC has already shown its lack of courage and fortitude, they'll be picked over by management again unless a new team is then put in place.

This is what occured at Eagle in 1997 when our MEC at that time failed in its responsibility and handed our pilots an inferior contract. The pilots voted it down, but failed to place new leadership at the helm and then that MEC agreed to a few minor improvements and most importantly CHANGED THE REQUIREMENTS for ratification to virtually insure its success. The "new" ratification requirements on the second TA were met with the first rejection, so it was a shoo-in. This made ALPA national happy. In fact, they sent one of their reps to our roadshows for the first TA, touting it as the best thing since sliced bread thus solidifing their lack of concern for many of us.........and that was the FIRST piece of garbage.

DON'T make this same mistake. After you vote this down (hopefully)...........MAKE negotiation team changes as the original team who would agree to this has no credibility left and will be looked at by your management as manipulateable lackeys.

Best of luck.

 

This is not the only time ALPA dropped the ball and aided in the passage of a substandard CBA rather than to spend the resources on a meaningful negotiation effort.
Why would anyone opt for ALPA ?

 

It certainly isn't..........just an indication that it's business as usual.

There are 3 players in this game, whenever it is played;

1. The airlines and their interests.

2. ALPA national.

3. Individual pilot groups.

Recalling the press release by our MEC chairman after our 1997 agreement, it said somthing to the effect of, "this agreement is good for both the company and the association".

I noted no mention of pilots anywhere in the statement I read at the time and it told me then everything I need to know.

Nothing has changed.

 

That looks like a whale of a turd... Especially for the reserves.

 

The regionals will never pay any money. That is why it's important to keep as many aircraft at mainline as possible. We need the regionals to shrink back down to the stepping stones they used to be. Unfortunately, there are way more pilots than there are jobs so our pay will keep going downhill. If you are a regional captain right now, your buying power is probably the highest it will be in your entire career.

 

usTrue about "buying power". But as long as the regionals DON'T pay any more money and maintain a increasingly stronger financial incentive to increase their flying, then mainline carriers (and their pilots) will suffer more.

The more expensive regional operators are, the less flying is likely to be shifted to them from mainline. It's an unfortunately inverse relationship that appears is becoming stronger.

Regional pilots are between a rock and a hard place because of it. If they agree to these weaker contracts, they're likely to improve their regional growth, stability and their own advancement within. The problem is that by doing that, they limit their liklyhood of ever making it to a major as the majors shrink to move flying over to regionals for greater profit.

The ultimate aviation Catch-22.