Very true...just at look at how many in the training department lost theirs....

 

I'm in.
But yeah looking at the numbers I think we could work a company wide selfinsure in the next pay package.
$50 / paycheck (or per month) with a company matching $50 would put $800,000 (or 400,000) in a fund per month. If 1/20 medical out I would wager that this would be mor than adequate.
Making the $50 mandatory would lead to butt hurt though.

 

Company match? HAHAHAHA good luck

 

1. This may be the only open enrollment ever offered for this program, otherwise it may only be available to new-hires. Think carefully before declining.

2. The benefit can be tailored to whatever amount you want to ensure, even way more than your current pay. So an FO who plans on staying at SKW could lock in CA pay while still an FO.

3. The payouts are non-taxable, so it will pretty much provide the same tak-home pay as the insured amount (unless you live in a zero-tax state).

4. For an FO, if you medical out, you're probably better off just getting a new career rather than trying to live on disability. However...

5. If something happens and you get stuck at SKW, you'll probably want something like this. Trying to replace a six-figure career after age 50 would be tough for many folks. May be best to lock it in now.

6. Keep in mind that most private disability programs which allow you to join after your initial opt-in will have VERY rigorous medical exam/screening requirements, essentially anything in your history will disqualify you. They really don't want people joining late at all, and will use any excuse not to take you, or worse, deny coverage after the medical history that you failed to disclose comes to light.

7. This is NOT just a SKW thing. Assume that any decent aviation job should have a program like this, and that you'll want to opt-in any time you change jobs. Unless you have a trust fund. Cost of doing business, unless you really like living on the edge.

8. Without pilot-specific disability, you'll always be at risk of taking a huge pay cut later in life to work at walmart. A 30 y/o FO with a degree can change careers, but it's a real biatch for older males with no other career experience. Unlike most professions, the risk is very real for pilots. White-collar folks can be seriously disabled and still do their jobs. Our employment is far more tenuous.

I'm not sure if there's a provision to raise your coverage without an exam, ie after you upgrade. I'd research that if you're an FO...might want to opt for CA pay initially, you'll only need to suck it up for a couple years.

 

Thought bonuses didn't kick in until after year 1 and profit share after year 2.

 

Performance after year 1, financial after year 2 and profit sharing is immediate I believe.

 

Family insurance costs are a killer; are any of you guys getting any government subsidies with your health insurance costs, e.g., CHIP or medicade for your kids, etc.?

 

Any first year skywest CRJ ORD fo's or anyone else out there willing to pm me or give me the real scoop on life there? I am hearing different stories from there's almost no reserve time with skywest in ORD to all you do is sit hot reserve for months. Looking for an accurate portrayal. If it's lousy I may as well go to Envoy. Thanks.

 

CRJ minimal reserve, erj is longer. I'd double check envoy thread about the future of ORD and their schedules, used and abused is the theme it seems.

 

Is Skywest doing anything to get its pay up? They seem to be losing their competitive edge by falling behind on the pay. How are they going to keep filling classes. They have added 160+ people the last 2 months and they are smaller than they were. Second year pay only goes up about .50 an hour from first year now. Envoy and Endeavor are paying 20/yr retention bonuses I believe?

Is anything in the works?