Originally Posted by alaskadrifter

In the words of Archer, WORDING!

Originally Posted by fosters

Quote:





Originally Posted by Paid2fly


Seriously? There are no pilots at any regional in this country whose pay "needs to come down"! There is no such thing as an overpaid regional airline pilot.... Please stop trying to sell this profession out, thanks.




Now that you've vented let's look at an example. My commuter is around $100/hr for senior CA, but FO pay is capped at $45-ish an hour.

The latest contract voted on at RAH had senior CA's getting fairly large raises, something like $130/hr top out. At 60% pay (a BS differential IMO, should be 80% if not more) the FO's should be making roughly $70/hr. Yet the top out was the same, $45-ish an hour.

Now, I would agree, if you can raise FO pay $30/hr without impacting CA pay go for it, but quite frankly that is unreasonable and doubtful any pilot group would get released for demands like that. Just not realistic. Not only that, but highly doubtful a negotiating committee run by CA's 90% of the time will ever vote for a pay schedule like that unless they aren't effected, ie the track system.

The solution is to cap CA pay, bring it down, and raise FO pay, to make it more in line with what a professional should be getting paid. Also reduce the ridiculous 18 year longevity scale and bring it down to a 5 year scale.

UPS was the only company in recent past that did this. Come contract time the CA's got minimal raises because the FO's were going to be FO's for a long time, and they knew that, so they gave the lions share of the gains to the FOs. It was admirable.

Originally Posted by willflyforcash

Quote:





Originally Posted by fosters


Now that you've vented let's look at an example. My commuter is around $100/hr for senior CA, but FO pay is capped at $45-ish an hour.

The latest contract voted on at RAH had senior CA's getting fairly large raises, something like $130/hr top out. At 60% pay (a BS differential IMO, should be 80% if not more) the FO's should be making roughly $70/hr. Yet the top out was the same, $45-ish an hour.

Now, I would agree, if you can raise FO pay $30/hr without impacting CA pay go for it, but quite frankly that is unreasonable and doubtful any pilot group would get released for demands like that. Just not realistic. Not only that, but highly doubtful a negotiating committee run by CA's 90% of the time will ever vote for a pay schedule like that unless they aren't effected, ie the track system.

The solution is to cap CA pay, bring it down, and raise FO pay, to make it more in line with what a professional should be getting paid. Also reduce the ridiculous 18 year longevity scale and bring it down to a 5 year scale.

UPS was the only company in recent past that did this. Come contract time the CA's got minimal raises because the FO's were going to be FO's for a long time, and they knew that, so they gave the lions share of the gains to the FOs. It was admirable.




You're an idiot.

Originally Posted by fosters

Now that you've vented let's look at an example. My commuter is around $100/hr for senior CA, but FO pay is capped at $45-ish an hour.

The latest contract voted on at RAH had senior CA's getting fairly large raises, something like $130/hr top out. At 60% pay (a BS differential IMO, should be 80% if not more) the FO's should be making roughly $70/hr. Yet the top out was the same, $45-ish an hour.

Now, I would agree, if you can raise FO pay $30/hr without impacting CA pay go for it, but quite frankly that is unreasonable and doubtful any pilot group would get released for demands like that. Just not realistic. Not only that, but highly doubtful a negotiating committee run by CA's 90% of the time will ever vote for a pay schedule like that unless they aren't effected, ie the track system.

The solution is to cap CA pay, bring it down, and raise FO pay, to make it more in line with what a professional should be getting paid. Also reduce the ridiculous 18 year longevity scale and bring it down to a 5 year scale.

UPS was the only company in recent past that did this. Come contract time the CA's got minimal raises because the FO's were going to be FO's for a long time, and they knew that, so they gave the lions share of the gains to the FOs. It was admirable.

Originally Posted by gold

I'm on track to gross around 36K(including perdiem) for the initial 12 month period since DOH at PSA. It's certainly not great by no means but not as bad as some make it out to be. Breaking guarantee while on reserve and spending very little time on reserve certainly has helped. I average about $650/month in perdiem which includes initial training(paid 24/7 perdiem). My friends that started when I did are averaging about the same or better. It's reasonable for a line holder to credit 90-100 plus hours a month, even for someone junior. If you have any questions, feel free to PM me.

Originally Posted by gold

I'm on track to gross around 36K(including perdiem) for the initial 12 month period since DOH at PSA. It's certainly not great by no means but not as bad as some make it out to be. Breaking guarantee while on reserve and spending very little time on reserve certainly has helped. I average about $650/month in perdiem which includes initial training(paid 24/7 perdiem). My friends that started when I did are averaging about the same or better. It's reasonable for a line holder to credit 90-100 plus hours a month, even for someone junior. If you have any questions, feel free to PM me.

Originally Posted by AlaskaBound

I don't like justifying the low pay. $36k is still not sufficient and too low. We shouldn't have to credit 100 hours just to pay the bills. 100 hours is probably getting you to about 9-11 days off max unless you're getting a lot of "Soft pay" which would still mean you're working your butt off every single month. Not just that, but you eventually depend on that 100 hours a month and the second your airline needs to start cutting back, you get displaced, etc, and your 100 hours is in danger of going down to min guarantee then you're screwed.
$36k your first year IS good for the regional environment today. However, we should not settle OR get into the habit of saying "$36k isn't too bad"...we can't get complacent!

Originally Posted by Paid2fly

Once again, NO regional pilot in this country is overpaid period! You're saying that professional pilots with years of experience and many lives in their hands don't deserve to make a six figure salary, even at the top out at your regional? Your stated $100 an hour(at your regional) is actually low. There is plenty of room for pay for captains and fo's at all regionals to increase! Management has managed to cut pay and benefits continually for the last decade plus, and are now having a hard time finding suckers to work for the pathetic wages and benefits they have managed to shove down our throats. They have cut pay so much that the only direction that will allow them to continue to operate is for all of our pay to start rising again. Silver, Great Lakes, Republic, and Bendover are all having staffing issues, and until pay starts to rise those issues will only get worse.
Pleas stop supporting managements greedy attempt to continue trying to get concessions from us(captain or f.o.)!