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Attrition

Old 09-11-2022, 10:51 AM
  #2001  
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Originally Posted by Excargodog View Post
Where did you pull these numbers from? Certainly not my posting. And yes, Iíd rather have a steep slope upwards because the rate of increase ACCELERATES with time. A 5% per year per year seniority increase over the course of even the first 12 years gives a 1.8 TIMES first year CA or FO salary PLUS all the annual increases because of compound interest. Obviously, you donít understand compound interest, but you might be able to find a Middle schooler who could explain it to you.



Itís why we have 401ks and IRAs for crying out loud.
I made up numbers adding up to a solid 100 to make the math and tot be numbers easier for you, since you cannot understand how a steep slope is detrimental.


Obviously you don't get easy math either.

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Old 09-11-2022, 11:19 AM
  #2002  
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Originally Posted by FahQ2 View Post
The numbers from a union rep were more like 8 CA and 44 FO.

600-something hired YTD
350 ish attrition
Some retirements/deaths/training failures
250 ish net gain.
So for people here more experienced than I am in contract negotiations is losing like 58% of your new hire FOs enough leverage to increase first year pay?
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Old 09-11-2022, 12:00 PM
  #2003  
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Originally Posted by AR1978 View Post
So for people here more experienced than I am in contract negotiations is losing like 58% of your new hire FOs enough leverage to increase first year pay?
Forgetting the merger for a moment, the current contract is up for review. If Spirit were to continue as a stand alone company, there are many sections of the contract we would want to review or negotiate changes and that can take months of back and forth following well documented procedures. If the company recognizes at this moment pay shortfalls are driving excessive attrition, the NC could work a temporary agreement to raise pay, but we would not just sign off on a first year increase to stem their retention issues and then drag out further negotiations. Instead they would seek an across the board increase, and then some type of language that says if the merger doesnít happen we go back and reevaluate pay and any other sections for a stand alone NK contract.
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Old 09-11-2022, 12:25 PM
  #2004  
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Originally Posted by elmetal View Post
I made up numbers Ö

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obviously.
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Old 09-11-2022, 01:08 PM
  #2005  
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Originally Posted by AR1978 View Post
So for people here more experienced than I am in contract negotiations is losing like 58% of your new hire FOs enough leverage to increase first year pay?
This scenario has never happened, but logically, you would assume that the company would want to engage in bargaining that helps retain pilots.
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Old 09-11-2022, 01:55 PM
  #2006  
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No news on Friday equals good news tomorrow letís go Spirit
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Old 09-11-2022, 02:39 PM
  #2007  
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Originally Posted by newyellobusp27 View Post
No news on Friday equals good news tomorrow letís go Spirit
loving the positive vibes!
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Old 09-11-2022, 03:16 PM
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Originally Posted by newyellobusp27 View Post
No news on Friday equals good news tomorrow letís go Spirit
This is what I am hoping for as well.
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Old 09-11-2022, 04:28 PM
  #2009  
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Originally Posted by JulesWinfield View Post
This scenario has never happened, but logically, you would assume that the company would want to engage in bargaining that helps retain pilots.

Why are Spirit new hires not getting a proper union dinner anymore????

we went from white table cloth steak dinners to take-out from SchlotzskyísÖ
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Old 09-11-2022, 04:32 PM
  #2010  
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Originally Posted by Swarley View Post
Its quite amazing that yíall ***** and moan about all the junior FOs leaving and then mock the reason theyíre leaving. Like how dare they not accept crap pay and benefits right?
You made quite the leap there. i donít care if they leave or donít.

What I DO care about is how many people are forced to accept the job without being told up front what they pay and benefits areÖÖ
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