Try harder. You wouldn't want some worthless **** to tell you that youve been at a regional too long in 2.5 years.

No one...like absolutely without a doubt no freaking way?

I have been here 24 years. College degree (With Honors) no negative marks on resume. Captain for 22 years. But the thing is Life happens and we all have different needs/wants.

Since I make more than 90% of humanity and enjoy my life it works for me.

Be careful what you assume will be perfect for you.

Your mileage may vary

Nothing wrong with being comfortable where you are until something better comes along. And the definition of something better may be quite varied depending on who you talk to and their own circumstance.
You really never know how long your stay might be. I am sure a lot of "lifers" never thought they would be. Many of them may be quite happy and have no desire to go anywhere else. They have families, side businesses etc that keep them well occupied and the luxury of a great QOL and income that might meet or exceed any legacy career. Just saying.

False, both proposals will be cost equivalent to the company. All you are doing with the union proposal is shifting the bottom 50% of a given position, to the top 50% of that position.

Since you are the expert on making career decisions for others maybe you should be a high school counselor?

What are you talking about? Under the pay rate conversion scheme, the concession is defined. The pay cut can't be any larger than roughly two thousand dollars. That is for someone crediting the 900 hour minimum per year, which was something like 1 pilot last year. When you factor in training and vacation, it is very very difficult to only credit 900 hours in a year, even for a reserve. Again, this ignores increases in vacation and sick time accrual, as well as increases in 401K and per diem. Not to mention improvements to QOL through items like long call reserve. For someone crediting an average of 100 hours a month, the salary is a seven thousand dollar concession. For someone crediting 150 hours a month, it's a twenty thousand dollar concession. The salary is an open ended concession for anyone on our list crediting over 83 hours per month, which is a majority of the list. If the average pilot here is crediting 89 hours a month (according to the union email), a rate increase at 83 hours a month is not cost neutral compared to the salary option. Again, this ignores improvements to sick time, vacation, 401K, and per diem.

You are so wrong it's not even funny.

Let's do some basic math, assuming 1700 flying pilots on the list, average of 89 hours a month (which is fact), and $50 an hour average pay pre bonus

Proposal 1, the salary:

89 x $50 x 12 months = $53,400 + $23,000 = $76,400 x 1700 pilots = $129,880,000 payroll

Proposal 2, the rate (at 83 hours, $23 an hour):

89 x $73 x 12 months = $77,964 x 1700 pilots = $132,538,800


By doing the salary payment, you are giving the company nearly $3 million that should be going to the pilots instead.

Clearly you, Mesabah, want to give our pilot's money to the company, but I don't. Let's get the MAJORITY of our pilots a significant raise.

BTW, I credited well more than 75 hours on reserve without giving up any days off so it has nothing to do with senior vs junior.

I wish people would know the history better. It was ALPA National and mainlines pilots that created this mess. Rather than having everyone start at the true bottom your union allowed people to get hired ahead of people that already spent years with the union flying 121 against others with no 121 experience and paid no union dues. The trickel of regional pilots that did get hired wasn't enough to stop stagnation. Why do you think mainline gave up scope and allow regionals to expand? Who's subsidizing who? I can assure you senior guys at any regional are not the problem.

Seeing that the company is being so generous, how about proposal 3?
89 x $50 x 12 months = $53,400 + $26,000 = $79,400 x 1700 = $134,980,000
It's clearly you who wants to give the company money.

Blend bonus with pay rates = new pay rate. Why is the union backtracking on this?