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Originally Posted by BoilerUP
(Post 1743780)
I'm not sure you understand what "collective bargaining" entails.
I think I understand it just fine. I also understand that it refers to a specific company, not an entire industry. |
Originally Posted by Aksleddriver
(Post 1743783)
I am not talking about longevity. I AM talking about experience. Not sure what you are missing.
I am not being malicious with this question, but are you a pilot? More specifically, do you fly for an airline? Yes you are a pilot? Yes you are a pilot at an airline? |
Originally Posted by CBreezy
(Post 1743778)
Like I said, there is literally no way to fairly judge any pilot based on those metrics.
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Originally Posted by skypilot35
(Post 1743785)
Collective Bargaining: negotiation of wages and other conditions of employment by an organized body of employees.
Doctor Lawyer Accountant CEO CFO COO Any Manager / Supervisor Are represented by a collective bargaining agent? |
Originally Posted by Aksleddriver
(Post 1743787)
Don't get me wrong, as far as some business go the sinority system is a valid system, for all the things listed before, as mentioned in some businesses there is that disconnect from employees and management, sinority systems work well in non Union buinesses also :) but to make pay comparisons from us to doctors or lawyers, just doent make since
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Originally Posted by BoilerUP
(Post 1743796)
How many:
Doctor Lawyer Accountant CEO CFO COO Any Manager / Supervisor Are represented by a collective bargaining agent? I believe I understand your point. Correct me if I'm wrong. You are saying Airlines have unions. Unions represent the pilots. Pilots vote on CBA's and therefore decide their salary. If this is your point, I agree. However, I am not talking about a single company. I am talking about the industry. I understand that the industry is composed of the individual companies, thus the individual unions, but union votes at ExpressJet do not affect union votes at Envoy (at least not directly). My point is simply that we as pilots should not be penalized years of experience for moving to a better company or a company that offers a better QOL. |
Originally Posted by BoilerUP
(Post 1743735)
Why would any airline hire a pilot that would come in at, for example, 4th year longevity pay when they could just as easily hire someone who would come in at 1st year pay?
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Originally Posted by deltajuliet
(Post 1743715)
This will receive instant criticism, but I'm just thinking out loud. Suppose there was a metric that took into account individual pilot performance. Things like late shows, no-shows, pilot-induced delays, passenger feedback, coworker feedback (i.e. has every other pilot put you on their "do not fly with" list?), track record of careful or careless fuel consumption, etc. And combine that to some extent with the current seniority system.
If there was a fair way to quantifiably collate each pilot's performance, we could bring merit-based based progression to this profession instead of having Joe Pilot upgrade before you just because his date of birth was before yours. Just thinking out loud. |
Originally Posted by tom11011
(Post 1743858)
That's probably the way things ran before unions. Then companies probably would give out special favors to the pilot who makes sure the flight completes "no matter what" where the guy who won't fly into a thunderstorm is punished. I think unions are what put a stop to this in the beginning.
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Originally Posted by Aksleddriver
(Post 1743871)
When were airlines not ran by unions ? Web say alpa was formed in 1931 😃
I thought this was interesting: "1960: Southern Airlines pilots strike over equal pay for equal work. ALPA created and operated Superior Airlines to compete directly on Southern routes...." |
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