Neither did NW, UPS or CAL and I'm sure others that didnt have very high standards back in the day. Plus your premises that lifers are there because of their situation. I don't know any. My situation is nothing that you speak of. I just enjoy my 120k, 18 days off a month and never being an an A/C for more then three hours. Oh yeah, plus my four weeks vacation, 401K and my short drive to work.

My history, went to ERAU was a legacy intern, no DUI's that you speak of, so who are all these criminals you know that choose to stay at the regional level. You guys love to spread this spew because of your own short comings in life. A legacy job isn't what it used to be and if your at UAL its not gonna be what you have today when in about three years they go BK again.

I could careless about others getting a job anywhere. I do what's good for me and my family. Plus my wife makes more the a senior 74 captain so not everyone's situation is the same as your son!

 

Sorry, I couldn't help that last dig!

 

If not, why was this flying outsourced to begin with?
I am sure there could be other advantages as well but doesn't it usually come down to cost...

 

Major airlines, by keepimg thousands of apps on file from regional pilots, lower the cost of mainline salaries. That way they don't have to pattern bargain to get pilots in the door, i.e. Airways doesn't have to pay Delta rates to attract pilots.

 

Does this help or hurt a model in which the major airline acquires a regional. Would having an rj group (and it's many applicants hypothetically) camped out at the bottom of the seniority list change this dynamic?

 

Endeavor is already operating at the mainline, we have zero assets, so why would they change the model we have?

 

In anticipation of a possible future shortage at the regional level. Many endeavor pilots could leave to any number of majors, not only delta and endeavor could also struggle to hire from a shrinking pool coupled with the fact that regional pay is low across the board. Beyond getting people on property to these regionals, how do you keep them there?
Delta, and other majors could possibly benefit from a stable feed with many applicants and direct entry point to the respective major- this could minimize how many endeavor pilots, for example, go anywhere else but delta.

 

We'll said XJT Pilot, .......!,

 

Dog,
You miss the point that this would create a de facto B scale at the bottom of the list. Some other things to think about: how do you reconcile 401K contribution %? Sick time and vacation accrual, scheduling rules? All these have a cost associated with them to the company. If they have a seniority number, then they should be operating under the same contract, yes? By paying a regional pilot what a mainline pilot gets would negate any operating cost premium the regional pilot generates.

 

Right now, Delta and Endeavor are building a program for dealing with the shortage issue. They formed a group that intends to go around the FAA 1500 hour rule, and they meet for the first time this month to discuss strategy. They would not be going this route if they intended on a staple job for the 9E pilots.

I suggested an unrestricted flow between 9E and Delta, but flow candidates must have at least three letters of recommendation from current Delta pilots. This would be a better vetting process than the interview/SSP, and get pilots rushing in the door here at 9E. We'll see what happens.