Quote:
Originally Posted by Hellafo
Also aproximately 5 captains have resigned in one month, no pay raises in sight.
Don’t think we’ve lost anyone that made a detrimental impact. I expect more to go especially those in MIA probing that new relaunch of world airways. They can have it! We still have a very good amount of people who do a lot of good here and I am definitely proud to say we have a lot of young hungry blood in our ranks now going through training. You probably need to see the full story on why some of these people left, definitely more to it than pay. We have FOs making 70K a year. Some CAs making close to 200K. If you’re not making money here I don’t know what you’re doing wrong. My first year here even on salary back then with overtime made about $65K
We’re supposed to get some sort of bonus in the spring as a retention bonus for the cadre that’s been here. New hires have their 25K bonus.
In recruiting we’ve been trying to make waves on the pay side as competition around us evolves. I think the hardest part is trying to sell the company while you do pay increases, doubt that helps sell if you have a high over head especially for the new owners to be attracted. So I understand that from a business stand point.
I think before pay raises we need an increase in soft pay. That can raise pay quick. With basics like this when a pay increase happens you can make more than with a bonus.
-100% deadhead pay
-min day guarantee(those doing 1 Cuba can feel that one).
- credit push over a credit threshold to get add pay for the month after going over like 85hrs would be nice.
-per diem increase
-401K matching.
-min pay for a ready reserve day
We’ve had discussions with the COO about it. I don’t think we’ll see anything till after the spring. But I think this is where we have to start solidifying work rules for the future. What we have now is a vast improvement over our salary and block pay we used to have. Just needs some tweaking.