Each pilot group and company are different with different work rules. I expect our company being part of a lcc model rather than whatever model the legacies follow to be in line with other lcc contract. We won’t get delta or united or American pay. But we have more lenient work rules and a lot more flexibility than they do. You want their pay play by their rules, if spirit doesn’t want to play their rules be act like a legacies you have to be realistic in this is the company you work for. Spirit doesn’t have nearly the market share or capital that delta does. If you want delta pay work for delta. If you don’t wanna work for delta because you don’t like their bases or their work rules that’s your choice. You choose to work for a lcc and you’re giving up pay to have the qol you want. I didn’t come to spirit because they had the best pay I came because they offered a livable wage that can support the life I want to live and gave me the best qol at the time. You can’t have your cake and eat it too. Delta pilot even with “new industry leading pay” certainly give up a lot to get that pay and they work for it.

 

There’s no reason why Spirit pilots can’t have both scheduling flexibility and legacy standard pay.

 

https://www.youtube.com/watch?v=gXDSxgDUv-c

 

Please stop while you're behind...................

 

dumber THAN…

 

oh really? Watch and see what happens… deal will be for 2 years and rates will be a little above jetBlue. Will likely pass ratification. I’ll also double down saying no ULCC will ever match Delta pay. This goes for spirit, frontier, Allegiant, avelo, etc.

 

There is **SOME** truth to what you're saying. People stay at Allegiant because they like not being on the road for 4 days, and they give up the pay in return. BUT I don't think that the B6 work rules are good enough to justify a disparity in pay. When we start negotiating the JCBA, we need to go for excellent work rules and pay. And frankly, if the combined carrier wants to attract and retain pilots, they need to understand that the pay rates attract candidates and the work rules keeps them. It takes both. I get that we aren't Delta, but we should be pay commensurate with their fleets that are common with ours.

 

I’m not advocating for a huge pay gap like a select few on here seem to insinuate those who are trying to approach this with an open mind are. I can approach this an accept less given our work rules if it’s a couple dollars each year.

Each contact is unique and has its own value and merits. Some people act like we need delta + 1 but allow us to drop to 0 and only pick up when company pays double. End of the day I’m willing to bet spirit pilots work less than delta pilots but want to get up in arms when we don’t make as much as them.

 

There’s definitely a middle ground. We shouldn’t be comparing ourselves to legacies. We aren’t a legacy. We can use their lay to figure out what the marker calls for at the high end but we aren’t at the high end. We are a notch or two below and that’s ok as long as we have better work rules and qol items that support that reduction.

 

You must be new here.

And by "here" I mean the airline industry.