I tell ya hwat, when the Delta thread went off the rails, they were at least talking about cars.

 

True, but they had an asinine view of what a real sports car is...

 

We don’t measure our careers off first year but it sure affects who we get when you want 60+ a month with little attrition. Not giving people insurance is just dickish and says a lot about Spirit feels about employees.

Further I never said it’s all doom and gloom. I like working here for the most part and if I didn’t I would have tried harder to get hired elsewhere and tried harder to convince my wife to want to move. I got hired at a good time seniority wise as well. Folks hired today don’t really have that advantage so we have to attract them with better compensation through the pay scale and we don’t.

Most frustrating is that a lot of guys on the seniority list don’t even know our shortcomings in the CBA compared to others. Even some of our guys at the top of the pay scale don’t know they are $40+ under paid. The don’t give a shout attitude is a bit frustrating and sounding worse on the radio than Mesa is embarrassing.

 

We sound worse on the radio than Mesa? What does that even mean? Yes we are under paid, everyone here should know that but what are our shortcomings when compared to other CBA’s? Beyond pay and having to work towards our max of only 15% DC? Feel free to split hairs but I’m happy here even though we still have a lot of work to do in the future...

 

Have you heard Mesa on the radio? It’s like listening to a Chinese student pilot.

We are underpaid and not everyone does know that.

Shortcomings: no healthcare for new hires. Duty period instead of calendar day, no red eye override, no retirement on LTD, offset of other income while on LTD making it pointless to go get a new career. 5+++ year term, no profit sharing, SCOPE, rsv unstacking.

 

https://www.coffeeandpretzels.com/up...8/meh_orig.jpg

This weeks coffee and pretzels seemed appropriate.

 

True, maybe yes maybe no, and true, BUT ALL UNRELATED.

The question was: Do you think it is appropriate to decrease the quality and number of applicants by paying them substandard pay in an attempt to hold the management hostage to paying everyone else more?

For extra credit:

Do you believe such a policy will build unity within the pilot group?

Whether you like me or dislike me or prefer ‘endorse’ To ‘indorse’ or believe I’m a grammatical idiot isn’t the point and never was. The issue is - basically - the appropriateness of screwing over the newbies, the quality of the new hires, operational safety, the careers of under qualified rookies who may take a PRIA hit, and pilot group unity by holding them hostage for more money for you. Inquiring minds want to know.

Just a yes or no to those two questions. Certainly you are capable of telling everyone that.

 

Hey, maybe you should flip burgers instead of being a pilot. Doesn’t know how to spell but complains about someone else’s outfit.

FWIW, I agree about the outfit, and if not on first year pay, I will talk to them too.

 

Please ask all these questions again, this time in all caps. I don't understand them unless you're yelling at me.

Plane Coffee

 

Oh, I’m sure you understand. You aren’t that dumb. Merely trying to change the subject to grammar and punctuation rather than attempt to defend a policy that even you know is indefensible.

Avarice at the expense of your juniors is so tacky.