United v. Spirit
07-18-2021 | 05:00 PM
#261
Line Holder
Joined: Sep 2014
Posts: 1,691
Likes: 21
From: 60’s Tech, Right
Are you an idiot or just ignorant?? Anybody who knows our business model knows what all encompasses our costs vs. theirs…. I’ll give you the benefit of the doubt, but I will not educate you if you ask. It’s up to yourself to educate yourself on our business model….
07-18-2021 | 05:00 PM
#262
Line Holder
Joined: Jan 2018
Posts: 1,839
Likes: 3
There are also other economies of scale that kick in as NKS gets larger, and Spirit does some thing like airframe usage, contract ramp crews and low paid, high turnover cabin crews that legacies can’t do for a variety of reasons.
Also, some simple math that may or may not mean anything...
To generate an extra $1500 a day in revenue ( $50 dollars an hour more for both seats x 5 hours min guarantee x 3 crews) on a single 182 seat plane requires an extra $8.24 per ticket for a single flight. But, let’s be generous and say each tail is flying an average of 6 legs a day. So really it’s an extra $1.37 per seat. Let’s be further generous and say we’re only operating at 85% capacity. That raises it to a whopping $1.61 a ticket.
Thats big, round number math, but basically one flight a day of WiFi sales covers the cost. Yes, some things like OT, and higher DC 401k costs go up as well, but the larger point is that a significant raise is a rounding error in the greater scheme. Especially as everyone starts tripping over themselves to attract talent.
Thus endeth the lesson.
07-18-2021 | 05:09 PM
#263
Gets Weekends Off
Joined: Jan 2018
Posts: 2,838
Likes: 278
Also from the 2019 financial statement:
The bolded parts were actually bolded by the company. There's no reason why we can't have both great QOL and great pay. The company knows we need personnel and we know that the package we offer has to be better. Both sides have incentives to make this a better place to work.
We have been able to accommodate local noise restrictions imposed to date, but our operations could be adversely affected if locally-imposed regulations become more restrictive or widespread.
If we are unable to attract and retain qualified personnel or fail to maintain our company culture, our business, results of operations and financial condition could be harmed.
Our business is labor intensive. We require large numbers of pilots, flight attendants, maintenance technicians and other personnel. The airline industry has from time to time experienced a shortage of qualified personnel, particularly with respect to pilots and maintenance technicians. In addition, we may face high employee turnover. We may be required to increase wages and/or benefits in order to attract and retain qualified personnel. If we are unable to hire, train and retain qualified employees, our business could be harmed and we may be unable to implement our growth plans.
In addition, as we hire more people and grow, we believe it may be increasingly challenging to continue to hire people who will maintain our company culture. Our company culture, which we believe is one of our competitive strengths, is important to providing high-quality customer service and having a productive, accountable workforce that helps keep our costs low. As we continue to grow, we may be unable to identify, hire or retain enough people who meet the above criteria, including those in management or other key positions. Our company culture could otherwise be adversely affected by our growing operations and geographic diversity. If we fail to maintain the strength of our company culture, our competitive ability and our business, results of operations and financial condition could be harmed.
Our business, results of operations and financial condition could be materially adversely affected if we lose the services of our key personnel
If we are unable to attract and retain qualified personnel or fail to maintain our company culture, our business, results of operations and financial condition could be harmed.
Our business is labor intensive. We require large numbers of pilots, flight attendants, maintenance technicians and other personnel. The airline industry has from time to time experienced a shortage of qualified personnel, particularly with respect to pilots and maintenance technicians. In addition, we may face high employee turnover. We may be required to increase wages and/or benefits in order to attract and retain qualified personnel. If we are unable to hire, train and retain qualified employees, our business could be harmed and we may be unable to implement our growth plans.
In addition, as we hire more people and grow, we believe it may be increasingly challenging to continue to hire people who will maintain our company culture. Our company culture, which we believe is one of our competitive strengths, is important to providing high-quality customer service and having a productive, accountable workforce that helps keep our costs low. As we continue to grow, we may be unable to identify, hire or retain enough people who meet the above criteria, including those in management or other key positions. Our company culture could otherwise be adversely affected by our growing operations and geographic diversity. If we fail to maintain the strength of our company culture, our competitive ability and our business, results of operations and financial condition could be harmed.
Our business, results of operations and financial condition could be materially adversely affected if we lose the services of our key personnel
The bolded parts were actually bolded by the company. There's no reason why we can't have both great QOL and great pay. The company knows we need personnel and we know that the package we offer has to be better. Both sides have incentives to make this a better place to work.
07-18-2021 | 05:13 PM
#264
Line Holder
Joined: May 2021
Posts: 97
Likes: 0
Maybe you should switch names with grumpy captain lol. You mad bro?
07-18-2021 | 05:25 PM
#265
Line Holder
Joined: Sep 2014
Posts: 1,691
Likes: 21
From: 60’s Tech, Right
Not at all…. Content, however I recognize our deficiencies. I’m not hell bent on this, that or the other. Unfortunately, I think many of our own don’t understand their own company and that reflects poorly on the whole pilot group. Lots of my FOs sing praise to our management, and lots rip on them…. I’m not even senior, and I chuckle at a lot of it…. They weren’t here during the Baldanza days, let alone the strike (I was not for the latter). Many don’t have a clue what happened last time around and want to arm-chair quarterback it, and subsequently want to call the plays on this round of negotiations…. HA!
EDIT: And, you still don’t acknowledge our real cost benefits…. So…. You are ignorant or???
EDIT: And, you still don’t acknowledge our real cost benefits…. So…. You are ignorant or???
Last edited by Tranquility; 07-18-2021 at 05:37 PM.
07-18-2021 | 05:58 PM
#266
Line Holder
Joined: Mar 2018
Posts: 383
Likes: 30
07-18-2021 | 06:13 PM
#268
Moderator
Joined: Jul 2018
Posts: 666
Likes: 3
From: Lineholder
Ultimately it’s all about education. Unfortunately I find a lot of fellow colleagues and friends of mine, know extremely little about the industry. They know their company, but beyond that they have little understanding of competitors, changes in the industry, hiring standards, etc. Although I’m new here, most of my captains have been really sharp on industry and CBA shortfalls and issues, and spend less time on “our pay rates are too low!”. The company can certainly afford higher pay rates, but focusing on improving our “qol greatness” is hopefully a strong priority.
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07-18-2021 | 06:17 PM
#269
Gets Weekends Off
Joined: Jul 2021
Posts: 1,035
Likes: 0
Not at all…. Content, however I recognize our deficiencies. I’m not hell bent on this, that or the other. Unfortunately, I think many of our own don’t understand their own company and that reflects poorly on the whole pilot group. Lots of my FOs sing praise to our management, and lots rip on them…. I’m not even senior, and I chuckle at a lot of it…. They weren’t here during the Baldanza days, let alone the strike (I was not for the latter). Many don’t have a clue what happened last time around and want to arm-chair quarterback it, and subsequently want to call the plays on this round of negotiations…. HA!
EDIT: And, you still don’t acknowledge our real cost benefits…. So…. You are ignorant or???
EDIT: And, you still don’t acknowledge our real cost benefits…. So…. You are ignorant or???
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