They were all supposed to be here by June except for one that is coming in December I think. No more confirmed deliveries at this point.

We are getting more 200s though. Sounds like they'll be based in DTW and flying there and ATL.

 

k. you're a bid king.

You'll see on a bad month or a short staffed month that it doesn't matter what you bid. you're working what they say, and when someone junior to you gets that 30 hr HLN or that 28 hour 4 day that you wanted with absolutely no reason why you didn't get it, you'll understand.

oh and for whoever mentioned usertime, we accrue at the same exact rate as any other company employee. Which sounds nice and fair you say yeah? Except we accrue based on credit hours, meanwhile CS and any other HQ person gets it for 40 hours a week, not 90 a month

 

No argument-we should tell our reps we want improvement in our next contract..........


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How many days off does a 40/week laborer get? Lets say they work M-F every week, its roughly 8 days a month. Crew support is also being paid less than a first officer to deal with a job that nobody really wants. So even accruing user time faster does not mean they are getting more time away from work.

Since you said bottom line holders get 11 days off in DTW, compared to a M-F 40 hour laborer, they still get 36 more days off per year. Over a month more time away from work over the course of a year.

Plus pilots have the option to drop trips. Sometimes that isn't going to work out, but I am pretty sure crew support can't say, yeah I will just try dropping these days. And I am pretty sure that crew support does not get displaced for IOE.

I have bad news for you. Life ain't fair.

 

That has been my argument since I started here, but no one seems to care. The accrual is crap and that goes for the retirement. I was given the same excuse when asked about the company match and getting someone besides the notorious Wells Fargo. They give me the "we are grouped with all other employees". That seems right

 

Lol ok. Schedulers and m-f'ers also have 16hours off every workday. Let's go by hours off per week shall we? Let's assume you do 4 on 3 off consistently (hint,won't happen with consistency), you're at work (away from home) 80 hours a week. Schedulers and regular people? Yeah... 40

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Have you considered applying to Allegiant Air. They only do day trips, so if your concern is time in your own bed, move to an Allegiant Air base. Problem solved. Then you won't have to be away from home for longer than your duty day.

 

No thanks. We already make 1/3 of mainline payrates. Is asking for the same amount of time off too much on top of it?

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Ask MAG how that's going........

 

Kind of. Like TheFly said about ask Mesa Air Group.You have got to negotiate base upon what your peers get. The best thing that could happen to the regional industry is Mesa going under. Even though SAPA gets called the student council, its hard to ask for more, even with ALPA or Teamsters, when there is someone doing the work for less. Which is why for the most part things are pretty even, a couple exceptions either side of the mean value line.

As for amount of time off, Southwest gets more guaranteed off days per month than any of the legacies. AA, DL and UA line holders can go down to 12/13 (might have changed in the last year or so but I know my friend at UA got 12 days off this month on reserve). Southwest is 15/16 days off per month with a line, and 14/15 on reserve based on the length of the bid period.

I will include a link to the JetBlue contract comparison from March 2015. There might be a more recent one with better data, but it is good for reference.

http://www3.alpa.org/portals/alpa/je...%20-%20web.pdf

For your benefit it even has a chart of what their pilot vacation/sick accrual is for a 5 year longevity pilot.

What you need to do is make the same comparisons JB did. Take the information from your friends at other regionals, and the PPM. Once you have done that you (through SAPA) will potentially be able to ask for more days off.

1/3 of mainline pay? Maybe, but this is your internship, think of it that way. Also the pay you have now at a regional is much better than anyone ever dreamed it would be in 2009.

In 2010 the industry was completely different, GLA first year pay was $16/hr. Legacy pay used to start at $27/hr, Hawaiian is still starting first year at $36/hr. Over time with us as pilots negotiating better contracts everyone will see the benefit.