Voting yes or no?
 

I'm a first year FO barely getting by. I need the raise desperately. Therefore, I will be voting yes.

What do you all think?

Im a three year FO, doing well and hold a decent schedule. I'm also voting yes. I think its fair. Could be better or worse, but overall I like it. ^^^Best of luck ^^^

p.s. I voted no last time

Yeah, I think they fixed the major problems with the last one. I do think most FOs will vote yes, but I know there's a lot of senior captains that will probably vote no.

I would have voted no last time if I was able to vote.

I think if you are an FO, you should consider voting as if you are a new captain commuting to reserve. At least consider it. If you vote too short term, you may burn yourself in the near future. Food for thought.

P.S - I am a FO.

I'm a fairly new CA on the CRJ and this one will be getting a yes from me (the last one didn't). This one fixes the issues that I had with the last TA. You can really only vote based on your situation, there will always be someone who is unhappy with something that someone else is happy with, it's just the nature of the beast.

4 yr FO, pretty senior at my base. Will vote NO. No QOL issues addressed, BOB, commuter hotels, etc. 0% raise in 2019


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I feel like if this thing gets turned down, the company will tell us to screw off. Then offer nothing.

You can't be serious. It's a huge step forward but still a no from me. Industry leading or bust.

Aren’t you like brand new? Gotta research a little before coming up with stuff like that.


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The company needs this more than you. Never forget that.

Exactly, NO!

If you read what TT posted or what Sapa says. This isnt QOL. That’s negotiated separately. This is a “pay” proposal.. they fixed the major issues from last time. Im a yes.


Then yes. Lets get going on parking, hotels, ect...

Voting yes or no?
 

Well, considering TT and RJ say that iPads are QOL, we’re all going to die waiting for real QOL improvements. Easy fixes: “call first” should be for pairings, not RDY. Gimme a box that says you prefer OBR or not .

Also, TT said that with this TA we officially become uncompetitive to attract new business

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Exactly what REAL QOL gains have been gotten outside of a pay negotiation? MDG increases, changes to our rigs, MRS language, none of these will come outside of pay negotiations.

The TA will most likely pass. As far as pay is concerned, it’s a good, not great, but a good deal. With the company expanding as it is, the amount of commuters we have is growing exponentially. With that being said, the unofficial commuter policy has worked for most, but an official one would be beneficial. Anytime I “couldn’t” make it in, I just called in EMER and never heard a peep from anyone about it. I also stayed relatively close to the company average on days called off.

I voted NO on the last TA without batting an eye, but this go around it’ll be YUP.

Six year CRJ CA.

What research have you done to prove otherwise? I bet this is your first airline job.

You understand that most ALPA carriers don’t even let new hires vote until they are a year in, because there is a lot more to learn about the industry.

Side note, be careful with that username as it isn’t hard to figure out the real name behind it.

Spot on.

I beg the newer folks to please keep an open mind,
and consider what consequences a yes vote now could
potentially have on you a few years from now. The
possibility of being here for a lot longer than you think
is a very real one. I'm in my 20's, only 2 years here, and
this is something that wasn't apparent to me when I
first started.

This one is heavily favored more towards the recently
hired/soon-to-be hired folks. I know how some
of those SIM instructors and checkairman (some, not all)
will push the yes vote on you; I was guilty of caving to
this 2 TA's ago. Please don't let anyone do that to you, including
myself with this post. Establish your own vote based on
your own opinions, and personal situation.

I really feel like management needs this particular deal more than we do.
They HAVE to come back with more.

2 year FO
Voting No

Your a junior CA, the economy takes a hit. Majors are still hiring but not like now. You have no flow, DGI, or CPP. SO OTS hiring is competitive. You still took all that skunk flying and you are hustling like crazy. You are now at SW 2-3 years longer than anticipated. Now do you think you get paid enough? That is how you have to think.

Voting NO.

This amendment is not good enough.

Just saying it doesn't seem gaurenteed that the company would offer something a third time.

4 years here, another 4 at a terrible 3rd world country regional. I’ve done my research and been around OO enough to come up with our many shortcomings compared to our peers, specially since SGU praise we are then “employer of choice” .
BTW, reading your previous posts makes you sound like a little troll, posting on Envoy forums about bailing there to get the 45k bonus without knowing what’s required to be a DEC. Being on reserve and not knowing how it works (SADs) says a lot about how much research you put in this gig. If you even work here. Sound like a preteen full of pimples chatting from mama’s attic


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Leaning no. Junior FO. It would be good for me short to medium term but not good enough in the long term. Though a step in the right direction it doesn’t address inflation.

When I upgrade I’ll be commuting to reserve, and though I don’t plan for it, could be at SkyWest for many years to come. I’m old enough to the have watched what happened after 2008.

The company will come back with a better offer and soon if it doesn’t pass. They will need to.

I like how people make life choices that decreases their own quality of life then expect SkyWest to correct their poor choices.

Nyet, I will not be responsible for making this company unable to compete. The 40k is irresponsible, swing and a miss.

TT, is that you?
You win the internet today sir!


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Yeah, I know a ton of skywest guys rolling around in their Porsche...…

What are you talking about? I'm talking about people complaining about "QOL" concessions, not their hourly rate.

APC forums at it's best right here.

You're looking at it the right way.

The best advice I ever got was: "I came here because Eastern shut down and I lost my job. I thought I'd be here for a year, maybe two. Now I'm 64 and about to retire. My advice is treat every flying job like it will be your last."

I had Jon Graff as a new-hire too.

DD had one!

I'm so sick of hearing the "0% raise in 2019" BS. You're essentially getting your 2019 raise several months early and it's significant.

With 2018 basically over you should be comparing the new rate to the 2019 rate under the current agreement. It's still a good increase for most. If you are topped out on the scale not so much.

The 1.5% for 2020, and 1% for 2021 and 2022, will lag behind inflation. Combine that with increasing health care cost and it's an even bigger loss. Not that a lot of you give a **** about that.

Agreed, under this new TA doesn't a 4 year FO go up like $12/hr. or more? I would rather have that starting in November and not get an increase in 2019 over the 50 cents an hour a 4 year FO will get in 2019. One of those options makes A LOT more money than the other. The math is quite simple.

In other words, screw new hires, it’s all about me. Sounds pretty greedy to me.

I’m happy for my friends at Skywest. This seems like a good deal and I’m glad it sounds like it will pass.

Anyone that believes any pay agreement we make these days goes the full length is delusional.

And vice versa, in other words, new folks today say screw the old guys and gals today, its all about me. That also sounds pretty greedy to me. New folks better get to leave so follow on new folks in a few years don't say screw them as the old hires.
Funny how that chapter plays forward repeatedly.
And this is how any union won't make it on Skywest property. Management is thrilled. All about me is management win. Zero strategic discipline.

No, it's screw people who have not been hired yet. No pilot group is a charity chartered to enhance industry opportunities for wannabees. If you want to do that, volunteer at young eagles or CAP on your days off.

Recruiting is the company's problem and expense, and the wannabees can vote with their feet.

Now with all that said it might actually be in the best interest of the lifers to help incentivize recruiting, since hiring is about to REALLY get going if the economy keeps humming along, and they haven't yet authorized single-pilot RJ ops. Given that I would be OK with a hefty bonus option for noobs as long as I got something tooo.

Absolute NO vote.

Why?

This entire package is postured to bringing people here at the true expense of those here longer than 6 or so years. First of all is the signing bonus of 40 Grand and the potential of the same person getting an additional 20 Grand reimbursement for their flight training. Every dollar given to people not even here has to come from somewhere, as a result your bonuses will be reduced. (another reason they will not hard fix the hourly scales) I seem to recall all the years where all they could spend was 1 percent, that's it! Now all of a sudden we are flush with cash but still will not spend it on those here, especially the ones with 15 or more years. Don't kid yourself, this package doesn't even keep up with the Cost Of Living projected increases.

So there's one NO reason.

The 87 hours for 130% garbage, this is entangled with so many hoops to get through it is amazing! And you know the company didn't see right through this to build lines with less hours. Remember this 87 hour value has to be in PBS, it's the only way you'll get it. You can't trade up or pick up and get it. And as soon as the lines start getting close to 87 hours they will just turn reserves into line holders and dilute the value to less. The company isn't stupid and now there will be less reserves if you want a day off (ha). If you are not aware how easily the company can manipulate and sway PBS, wake up. Ask the No. 1 in your domicile how they don't get what they bid for: Company Need, in this case lines with less than 87 hours.

Another NO.

Strategic planning. For the pilots, should we finally get our act together and unionize, the company could sit on this TA for years before they decided to talk. With this package, the company has all they need for at least 5 years, maybe 10. If we vote this down and then vote in a union the company will need to get a contract out quickly. Now we would have an opportunity to get industry leading pay scales AND livable work rules! The company didn't come back to the table early because of good will (those days are long gone), they came back because they had too. They have to have what the other airlines offer to new hires.

Why shouldn't those already here get the same thing? I understand it would quickly help some new FO's but think past today or even tomorrow, think 2 or 3 or 4 years from now.

Another big NO.

Now don't get me started on the Credit or better vs. Block or better garbage.

We deserve more, we deserve better.