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  #2131  
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MatchPoint , 08-27-2014 05:42 AM
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Quote:
Originally Posted by Skubajet
I hear you and agree with your points as well as many others do as well. APA has approached mngmt on DAL pay parity starting Jan 2015 instead of 2016 now AND this will get starting pay to $68/hour. I am optimistic it will pass. But yes, starting pay HAS to increase from the current $40 or we will lose a lot of the most qualified potential candidates to our competition. Be patient, change is coming. Pair up DALDAL pay, and some better soft work rules , and our incredible attrition and we with be among (if not the) the most desired carrier to work at. We are just a little behind right now (due to our late merger compared to the others) but the gap is closing.
I agree and I too am hopeful but I also understand Parker doesn't have to do anything when it comes to the already agreed upon MOU pay rates. Also I highly DOUBT we get profit sharing, Parker does not want to give that up. I do think he'll agree to the rates but even at Delta +1% we'll end up being far being Delta in total compensation.
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  #2132  
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aapilotguy , 08-27-2014 07:00 AM
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Quote:
Originally Posted by Sliceback
Indoc. 5

Fleet. 26-31

Intl. 5


IOE 4-7


Breaks between each assignment from
a couple of days to a couple of weeks. Once you start fleet training the breaks are 2-7 ish days.
Make that 10 days for indoc, and also 1 additional day for base orientation
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  #2133  
inline five , 08-27-2014 09:32 AM
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Quote:
Originally Posted by MatchPoint
I agree and I too am hopeful but I also understand Parker doesn't have to do anything when it comes to the already agreed upon MOU pay rates. Also I highly DOUBT we get profit sharing, Parker does not want to give that up. I do think he'll agree to the rates but even at Delta +1% we'll end up being far being Delta in total compensation.
It's frustrating that the union is focusing so much on pay and less on regaining scope and soft pay/work rules. Go read some of those DAL threads, they are able to credit 150-230 hours a month. Even with pay parity they will still blow us out of the water. I'd much rather have more airplanes on property and better QOL/soft pay/work rules than getting another $10 or $20/hr.
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  #2134  
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MatchPoint , 08-27-2014 09:36 AM
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Quote:
Originally Posted by inline five
It's frustrating that the union is focusing so much on pay and less on regaining scope and soft pay/work rules. Go read some of those DAL threads, they are able to credit 150-230 hours a month. Even with pay parity they will still blow us out of the water. I'd much rather have more airplanes on property and better QOL/soft pay/work rules than getting another $10 or $20/hr.
I agree but with as profitable as we are we should be able to do both. I'd take straight Delta with NO profit sharing, more aircraft, better QOL/Soft Pay/Rules and less outsourcing. I think we could sell that since profit sharing is worth what, $300M/yr?
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  #2135  
Surprise , 08-27-2014 09:37 AM
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Quote:
Originally Posted by inline five
It's frustrating that the union is focusing so much on pay and less on regaining scope and soft pay/work rules. Go read some of those DAL threads, they are able to credit 150-230 hours a month. Even with pay parity they will still blow us out of the water. I'd much rather have more airplanes on property and better QOL/soft pay/work rules than getting another $10 or $20/hr.
Agreed. I hear great things about "rolling thunder".
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  #2136  
Subliminal , 08-27-2014 10:37 AM
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Today's class drop:

AA

DFW S80 - 18
MIA 767 D - 8

US

E190 PHL - 5
A320 PHL - 3
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  #2137  
MIACapt , 08-27-2014 10:54 AM
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Really good interview gouge added here: American Airlines Pilot Interview Profiles
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  #2138  
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lear700pilot , 08-27-2014 11:52 AM
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Quote:
Originally Posted by Skubajet
I hear you and agree with your points as well as many others do as well. APA has approached mngmt on DAL pay parity starting Jan 2015 instead of 2016 now AND this will get starting pay to $68/hour. I am optimistic it will pass. But yes, starting pay HAS to increase from the current $40 or we will lose a lot of the most qualified potential candidates to our competition. Be patient, change is coming. Pair up DALDAL pay, and some better soft work rules , and our incredible attrition and we with be among (if not the) the most desired carrier to work at. We are just a little behind right now (due to our late merger compared to the others) but the gap is closing.
I'm glad to see you guys commenting on this. I'm a regional guy (non AA regional) and would love to work for AA, but the first year concerns me how I would take care of my family. All our 4+ year fo's would take a pay hit to go to AA, but not much of a hit For me as a captain it would be huge and I'm on reserve at guarantee each month. I see AA being one of the best majors to be a part of especially with seniority movement, growth, and opportunity. If pay is brought up to DL people could leave DL for AA.

Let's hope for new hires it's a Merry Christmas this year.
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  #2139  
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Saabs , 08-27-2014 12:32 PM
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I highly doubt doug will give anything early out of the kindness in his heart or due to good profits. Heck half the people say a jcba has to be within the MOU total costs and half the people say a jcba isn't tied to MOU costs. Nobody knows whats going on here :/
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  #2140  
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lear700pilot , 08-27-2014 01:19 PM
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Quote:
Originally Posted by Saabs
I highly doubt doug will give anything early out of the kindness in his heart or due to good profits. Heck half the people say a jcba has to be within the MOU total costs and half the people say a jcba isn't tied to MOU costs. Nobody knows whats going on here :/
Yeah, unfortunately most management types don't do anything like that out of the goodness of their hearts.

When it hits their performance goals and flights are cx'd because people are leaving then they will do something about it - maybe.
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