This is where we need to step up and show our military brothers and sisters the ropes on this side of the fence. They think scope is a mouthwash, GK a Commanding General, AK a Wing Commander, their base chief a squadron CO, so on...

Recently, I’ve been seeing an uptick of new guys on assigned DH’s taking a jumpseat and without fail, all mil guys. I don’t fault them at all because they don’t know any better, and this is where we all need to step up and show them why they may want reconsider doing that. For example, because it potentially hoses a commuting brother or sister either our own or OAL. And without fail, all were super receptive and didn’t know or think about it from that perspective.

Bottom line, it’s on us to bring them up to speed and talk about this. 2020 is coming up fast.

Yeah......scope relief over my dead body. Same for PBS. Dream on. It’s a pilots’ market. We’re the ones in a great position to negotiate, not them and it’s only going to get better next decade with the intensifying shortage. Time to seize the opportunity. We may never have a better negotiating environment in our careers.

My time from door close to door open should not be worth less than others because I have the ability to work more! I have to earn over $1000 before taxes to pay for my parking and uniforms. But that’s ok, we did pretty good. Whose attitude do need to be careful of in the next negotiation cycle?

I get what you’re saying, but to complain about paying for parking and wanting to look like your peers while you just pocketed 25k in profit sharing is not a good argument for it. Your peers at American that are getting less than 2% profit sharing would likely gladly trade their paid parking for your profit sharing. United got 2.8% I think. Your friends at Delta would probably love a zero cost insurance option. Not to mention that a regional feeder/scope and pbs comes with their paid parking at every one of the big three.

My priorities for the next contract cycle are on making the company pay big time if they are going to treat us as online reserves, and to pay even more if they are going to cut one minute into my scheduled time off. That’s going to have a much bigger impact on my QOL and income than paid parking will (not that I don’t want that too). LTD a big must do as well.

This company is far from perfect, but can’t we just enjoy one thing it does well (profit sharing) without complaining?

Negative! :p

You have to know, this isn’t a bunch of our first..heck, even second airlines. I was furloughed from a legacy carrier. Spent the last 15 years hanging out in corporate aviation being a Chief, managing flight departments and other stuff. We aren’t just going to roll over for some kibble. ($20 a month parking. A few hundred for uniforms). I want scope, pay and quality of life.


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I agree.. as a military guy it’s blatantly obvious how much education still needs to be done.. one jump seat at a time is my motto

Yes I do know. I’m in that boat too, regionals for the lost decade and a decade in corporate as well.

We’ve hired over 2000 since 2016. I’m guessing half of those hires are in their first 121 gig.

Ever view the SWAPA forums? We’ve got senior guys still trying to sell TA1!

Education is key!

The Dallas captain pining for the days of Herb is more of a problem more than your new hires.

Your average new hire is much more invested in a great contract and work rules that will benefit us all in the long run than the 60 year old captain just wanting to get a couple extra bucks before retirement. Plus in today’s market that new hire can walk away to somewhere else and can afford to take a hard line. Give them credit for being smarter than you think (jumpseat issue aside).

Just walking somewhere else is not that easy. Been trying to improve myself and my families well being for years. Its all luck.