Oh Phleeeze,
Pilots at the regional and major levels are just "the help" If a company wants to hire a baboon they can do it whenever want. Pilots don't decide who gets hired, HR does, no one gets an interview without getting by HR. Pilots may be on an interview panel, which section of the CBA gives them that right again?

 

How's that reach-around going? Instead of taking it up for him, why not let him answer for himself? He's an RJ basher. If you can't see that in his words, and in fact his name; well, that's your prerogative.

 

Morale booster. Lots of companys do it. That you would view that as an egotistical and moral assault on your worth by others is shockingly sophomoric of you and I can't believe you'd ever fall for that.

Did you use the computer in the lobby and forget to log out or something?

 

That's exactly my point. The company owns hiring, and the company wants their interviews if at all possible. To any extent they utilize pilots to participate in the process, which they happen to seem to want very much to do, they do it at their own liesure. I'm glad you came to that conclusion finally.

You want to get on, except for a very few specific alternate pathways, you will have to interview. Even most of those alternative pathways involve the company participating in or controlling the interview at some point.

 

Reach around?

So now we're going from playing the Hitler card to autoerotic homophobia and class warfare victim politics.

There are people at every company that, while they may be fine at that company, wouldn't be the best fit at another company, even one within the same over all brand.

That hardly makes it 1933 all over again.

 

Happy employees = more productive employees = more profits. That's the point of morale boosters. For instance, JetBlue was unable to keep its pilots happy, and they unionized.

Management has determined that 9E, and that investment, which a flow could save, is better off without it. A flow being a no cost item, which management has determined is too expensive to be applied to solve the issues 9E has. Why?

I don't see how you could draw any other conclusion that a flow would cheapen the hiring process, causing negative feedback from the mainline pilot group, thus degrading employee relations, ultimately costing Delta money. That's where a no cost item would cost too much. If you have another idea why they would let 9E go to the wayside, I'm all ears.

It wouldn't surprise me though, if management started up a new regional from scratch. That way they could provide a flow like the other airlines, without the negatives I mentioned above with Endeavor.

 

That seems like a lot of work just so you don't have to hire 100 people. Look at all the pilots on their list currently that haven't been hired. At the end of the day the people that ultimately make the decisions don't care who operates their airplanes. I don't see them sinking millions into a new operation to get around hiring a few people they don't deem worthy.

 

And this is where you are wrong. The pilots are the front line employees with the most liability for an airline. To think that the upper management folks don't care who operates the planes you are vastly mistaken.

 

If they cared they wouldn't subcontract out 50% of their domestic feed to airplanes that have their name painted on the side and then fill those planes with paying customers that have no clue that buying a ticket on United meant that non-United pilots would be flying them around. They may say they care but their actions say otherwise.

 

Again you are wrong...... It's to bad you can't attend one of the captain leadership symposiums or new hire dinners at Delta your take might be different with a little exposure. Another thing to remember is that the liability that regionals have in the event of an accident doesn't necessarily convey to the major airline it is flying for.