Makes a little more sense then. I average 125-135 a month so I can’t really afford to just work guarantee for a month. Still think I’d rather have PBS and get the days off I want. It’s frustrating needing 2 specific days off and there only being 2 lines that had both of them off. Think I’d rather roll the dice on PBS.

That being said, if I was senior with more than one primary vacation and sitting on a nice chunk of cash I would think differently.

I frequently do 120-130 as well so guarantee pay is a big hit. But, having 3 weeks off in a row after working your a@@ off can be nice. I know the benefits to PBS but also how a company can use it against the pilot group. If there is a way they have it setup to benefit both sides then I'd be open to the idea. I am skeptical it's even in the TA though.

Agreed. The devil is in the details as far as implementation. You’re right, most of the union communication has emphasized not to expect any radical changes.

But ... even without PBS you can trade/swap for trips that get you the days you want ... remember the final bid awards show everyone’s pairings (even folks who hide from CSS) which let’s you start looking to change into the days you want!

Plus with line bidding conflict bidding for training and even over integration every month can be very valuable. That would be lost with PBS.

Denied, lack of reserve coverage.

The only thing this should be called is the Third Atrocity.

The only highlights from the email are that we keep current book plus an undetermined raise and the fact they don’t tell us what it is, don’t expect much. Probably 3% in 2021.

You realize this mentality hurts you in the long run right? Sure, you’re single and don’t “need” the medical now, until you need some crazy unexpected surgery, or you knock up your girlfriend and complain because you didn’t have the awesome $15 baby plan from Big Cheddar. It’s not about what you want now, it’s about protecting it and not giving away bargaining capital for future negotiations.

Not saying get rid of it, but rather convert the cost of plan into hourly rates. Those that want it can exchange the hourly rate into insurance and those that want the money can keep the money. I don’t take the insurance and get nothing in return for saving the company $750 a month. That is compensation that I am entitled to but have zero need for. Compensation should be fair across the board regardless of what electives one makes. Right now year 2 captain pay is $71, 71x75x12=$63,900. This is what someone makes without insurance at the min guarantee. The insurance cost the company roughly $9000 per year bringing the compensation of someone who takes the insurance to 72,900. Why can’t I as the employee have the choice of what I want to do with that extra compensation. A compensation package should benefit all employees equally. I would rather have that money go into my 401k or savings but I’m not given That option. If there was a straight across the board $10 pay raise those that want the insurance can give that $10hr back for insurance and those that wish to use their compensation for something else have that option. It’s all about being fair and ensuring everyone has the same earning potential as others in the same seat/longevity.

There is a reason 50-75% of every new hire class is over 45, they see value in the insurance. It’s also the reason we have a 50% failure rate for new hires. I have nothing against career changers but this airline won’t survive with a close to 50% failure rate. It’s a fact that younger pilots get through the training faster than older ones and with a higher pass rate. If the company doesn’t do something to attract younger pilots who pass training there won’t be anyone to upgrade and the junior mans and extensions will continue.

We do not have a 50% failure rate for new hires.

45%?? My class was 45% class before was 60% class after was just over 50, one after that was 40%. We have a very high failure rate. When I talk to friends that went to other regionals they have whole classes finish ioe before we get our trainees into the sim.