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Originally Posted by Fly4FunAA
(Post 3545772)
This is very true. As a SWA new hire who’s actually considering this now. Recently got a CJO with Delta and now just evaluating what I want to do. I’m strongly leaning on leaving SWA unless we can come up with a contract that would be worthwhile to stay and not go to DAL. By time I have my DAL class date I’d be looking at leaving at a year worth of seniority and 2nd year pay at SWA. But that’s the risk I’m willing to take unless things change.
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Originally Posted by Rseat
(Post 3545205)
I do not care to rely on any potential POT for compensation calculations or sell jobs. That is mostly a pipe dream for most, especially the junior and new comers. Only the savvy and often well connected can take advantage of these perks. There’s always the probability that we can at times be over staffed and thus, preventing Premium pick up by mere mortals.
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Originally Posted by Smooth at FL450
(Post 3545816)
let your chief know of your dilemma at your 9 month review. They need to know these things…
Unless you have a previous personal relationship with that particular chief, and can trust them, I would not trust a chief. I consider talking to a chief like talking to the police. Anything you say or do can be used against you. If you feel the need to communicate your concerns to the company, I'd relay via my SWAPA rep. |
Originally Posted by Teamroper
(Post 3543887)
Where is your line in the sand, and how did you choose it? Maybe my line would be further than yours if we had the math to back it up. Why would I not want that??? so long as I knew the company wouldn’t be WARNing me next year because I took too much candy.
(Also, I tried to quietly walk away when asked yesterday… for the record. I’ll be happy to do that again. No dog in this fight, yet, although you’ve been very welcoming so far) https://m.youtube.com/watch?v=9xiLsDLXvwY |
Originally Posted by Grumpyaviator
(Post 3546007)
You’re either a company shill, turn-coat or slimy FH operative.
https://m.youtube.com/watch?v=9xiLsDLXvwY |
I encourage all SWA employees to search union busting on YouTube. It’s an invaluable education. If you don’t think SWA is up to dirty tactics research FH labor relations (union busting) symposium in 2017. SWA was a key presenter.
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Originally Posted by Smooth at FL450
(Post 3545816)
let your chief know of your dilemma at your 9 month review. They need to know these things…
Yeah no, this would not be good form. Most of our Chiefs are standup dudes, but they’re still management and may not take kindly to hearing of such dilemma coming from a probationary pilot. We’re still a very proud company at the core. We don’t like seeing people leave after all the vetting and investment made on each new hire. I personally don’t like seeing them leave either! Especially the ones that show all the characters that make them a good fit. But, as a pilot group and as a company we have to come to terms with the new reality. The big outfits are all competing for the same pool of candidates. Those who do it right, win. |
Originally Posted by Smooth at FL450
(Post 3545816)
let your chief know of your dilemma at your 9 month review. They need to know these things…
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Originally Posted by Mozam
(Post 3546032)
Why do the CPs need to know ? It is no secret pilots are leaving.
Honestly the best thing for us is IF people leave... not that I was to lose seniority but damn, people leave, things get done. |
Originally Posted by Lewbronski
(Post 3546004)
I would NOT do this, especially not until you're off probation. Probation still lasts for a year, right? I'm sure some of the chiefs are "cool," but some definitely are not.
Unless you have a previous personal relationship with that particular chief, and can trust them, I would not trust a chief. I consider talking to a chief like talking to the police. Anything you say or do can be used against you. If you feel the need to communicate your concerns to the company, I'd relay via my SWAPA rep. what is that chief going to do? Fire him on the spot? I doubt it. Just because he’s on probation doesn’t mean the contract doesn’t apply. |
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