This will make you mad!
10-10-2014 | 09:47 AM
#81
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From: It's hot out here.
Collective Bargaining: negotiation of wages and other conditions of employment by an organized body of employees.
I think I understand it just fine. I also understand that it refers to a specific company, not an entire industry.
I think I understand it just fine. I also understand that it refers to a specific company, not an entire industry.
10-10-2014 | 09:50 AM
#82
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From: It's hot out here.
Yes you are a pilot? Yes you are a pilot at an airline?
10-10-2014 | 09:50 AM
#83
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but to make pay comparisons from us to doctors or lawyers, just doent make since
10-10-2014 | 10:02 AM
#84
Doing One Pilot's Job
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10-10-2014 | 10:25 AM
#85
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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
but to make pay comparisons from us to doctors or lawyers, just doent make since
10-10-2014 | 10:32 AM
#86
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From: It's hot out here.
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.
10-10-2014 | 11:35 AM
#87
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Good point. But-- what if a pilot at airline A on the west coast could trade positions with a pilot at airline B on the east cost. Both have a "career" seniority number that puts them in the same date of hire range.
10-10-2014 | 11:36 AM
#88
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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.
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.
10-10-2014 | 12:01 PM
#89
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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.
10-10-2014 | 04:40 PM
#90
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From: FAA 'Flight Check'
That same timeline that you probably got your number from says that ALPA first represented American Airlines in 1939. 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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