Watch open time and you will see. Been watching here and there and it is covering the first flight while kicking the can down the road for an hour or two while they scramble to find someone willing to answer their phone. I still say let them staff a tracking crew. The fact that they are even threatening that says a lot about our relationship with management. Good to see RJ saying that our loss of faith in the company is justified with their recent track record.

Now that we need to create a reflow policy, my hope is the first thing we do is define reflow. Reflow should be for flight cancels or IROPS. IROPS do not include you not staffing the company properly. In fact, let's shoot for time and a half for any schedule change if reserve staffing is below 10%. There has to be a severe financial penalty for messing with our schedules to cover their lack of foresight.

And everyone that thinks the company owns you from the time you check in to the time your footprint ends, bid reserve. For those that had to suffer years with that schedule, we are happy to have a line and know what our day and month will look like.

 

They get around that by stating the note can only have the date and when you are fit to fly again, no HIPPA protected information.



You guys need to have this written down on your policy. Leaving it up to several different people deciding what constitutes and emergency is asking for trouble.

 

We have something similar in our contract. If the company doesn't have at least 10% reserve staffing for each base, seat, and domicile, not only do pilots get 150/200% pay and the day(s) off restored, but also one vacation day for each day rolled off.

 

After a little more research, I found that in my base there are over 10 pilots still listed as GRN not bidding that were transitions from the Bro. I am assuming that some are waiting for IOE and will be put on reserve as soon as they are available. So there will be enough coverage for SS, but not enough for us to drop or improve our QOL at all.

It sounds like it would be cool to have one of those.

 

I think that, for us, the reserve coverage has to be there by the beginning of the bid month. So people going through OE and being put on reserve afterward won't count. Because like you said, it wouldn't be enough anyway to cover IROPs, let alone life.

 

Sounds like the qol at skywest is not as the picture that recruitment is painting.

 

Looks like Skywest and ExpressJet are at the bottom of the customer satisfaction report that came out today. Envoy was the worst apparently.

 

QOL depends on where you're based, what equipment, seniority, commuting etc etc. Pay wise were about on par with the higher earning regionals. People on forums are generally people that complain, and your life is going to be crappy anywhere on reserve regardless of regional.
I think Skywest has a great corporate culture, a proven track record as a company and a multitude of bases. Upgrade time is 4 years right now and dropping, attrition right now Is about 30 at my seniority (4 years in) and rumors I've heard at the school house point to a further drop coming.

 

I don't agree about the great corporate culture. We are talking about a company that owns two airlines and pits each airline's employees against each other just to suppress their wages so they make a little more profit. Also, when including work rules, retirement, and insurance, I'm not convinced that Skywest isn't anything other than average in total compensation.

 

Sigh...