Attrition
12-02-2022 | 02:30 PM
#2811
On Reserve
Joined: Feb 2020
Posts: 59
Likes: 1
From: Airbus
Thank you for the response. While I might be willing to swallow first-year pay, it seems to me that just giving min guarantee to pilots in training could be a simple step in helping make Spirit attractive to new hires. Is that even on the table prior to reaching an AIP?
Whether the company wants to or not they can't just decide to change the agreed-upon rules. And no union is just going to give the company something they need without getting what they want in return.
12-02-2022 | 02:45 PM
#2812
Gets Weekends Off
Joined: Aug 2022
Posts: 123
Likes: 0
I'm going to assume you are coming from somewhere that doesn't have a union, otherwise, you'd already know the answer to this question.'
Whether the company wants to or not they can't just decide to change the agreed-upon rules. And no union is just going to give the company something they need without getting what they want in return.
Whether the company wants to or not they can't just decide to change the agreed-upon rules. And no union is just going to give the company something they need without getting what they want in return.
12-02-2022 | 02:57 PM
#2813
Line Holder
Joined: Jan 2015
Posts: 467
Likes: 70
Except that many airlines can offer bonuses to new hires without union input or agreement. How would I know whether first year training pay is specifically spelled out in Spirit’s CBA? I know of two airlines where it’s not and the company might be able to do what they want in that regard.
12-02-2022 | 03:00 PM
#2814
Gets Weekends Off
Joined: Aug 2022
Posts: 123
Likes: 0
Management has made it known that they would like to raise 1st year pay. The union won’t allow it unless they agree to raise the pay for all pilots. That’s where we are at, so yes your original question has been brought up and it has been beat to death here in the past. As far as bonuses are concerned it’s unknown, the NC claiming it’s not allowed, but whether that can be enforced prior to ground school, I don’t know?
12-02-2022 | 03:30 PM
#2815
Banned
Joined: Jul 2021
Posts: 551
Likes: 0
Anyone actually willing to answer my question or are these responses indicative of the personalities of the pilot group at Spirit? If so I can’t imagine why the FOs are leaving in droves. I’m sorry if it’s been discussed on here before and I hadn’t read a thousand posts to find it.
That information is readily available all over these forums. Read the Mesa forums. Read the Skywest forums. Read the APC profiles. Use the search tool (advanced search). Everyone’s circumstances are different. Figure out the pros and cons based on your own personal situation. One man’s trash is another man’s treasure. You’d be better served researching all this for yourself rather than asking to be hand fed this information; which may or may not be accurate from poster to poster.
12-02-2022 | 04:28 PM
#2816
Line Holder
Joined: Sep 2022
Posts: 394
Likes: 0
As of now there’s no reason to raise training pay. Classes are full at 30 people per class weekly. If that can continue remains to be seen. I’m sure there’s less regional applicants but they have shown they are willing to take cfis off the street. Classes also have probably on average 85-90% show rate with at most only a couple people deciding not to show. They are easily pumping 100 people through training each month right now. So they don’t have as big of a problem attracting people. If you can’t stomach taking a pay cut to get further ahead it’ll be nightly tough to leave your regional as a captain making $250k per year just to drop down to to 90k per year at a legacy. In the industry rarely if ever can you get ahead financially without taking a temporary cut.
12-02-2022 | 07:54 PM
#2817
Gets Weekends Off
Joined: Nov 2017
Posts: 3,235
Likes: 210
As of now there’s no reason to raise training pay. Classes are full at 30 people per class weekly. If that can continue remains to be seen. I’m sure there’s less regional applicants but they have shown they are willing to take cfis off the street. Classes also have probably on average 85-90% show rate with at most only a couple people deciding not to show. They are easily pumping 100 people through training each month right now. So they don’t have as big of a problem attracting people. If you can’t stomach taking a pay cut to get further ahead it’ll be nightly tough to leave your regional as a captain making $250k per year just to drop down to to 90k per year at a legacy. In the industry rarely if ever can you get ahead financially without taking a temporary cut.
In this climate, Spirit seems to be a placeholder for new hires until something better comes along. Management needs to think about retaining NHs in the classes and the ones on property. NHs dipping to another company that would be considered a lateral move while in indoc seems to be a Spirit specific problem (though I could be wrong on this one).
If this is your outlook on how the company is doing during the current climate, please don’t be part of negotiations in the distant future.
12-02-2022 | 08:40 PM
#2819
Line Holder
Joined: Apr 2014
Posts: 94
Likes: 0
From: Always right
12-02-2022 | 08:56 PM
#2820
Max Days Off
Joined: Mar 2022
Posts: 142
Likes: 13
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