Voting opened
12-31-2022 | 07:40 AM
#41
Gets Weekends Off
Joined: Nov 2017
Posts: 3,190
Likes: 160
Only carriers that don’t start at min guarantee is Republic, JB, and NK. Republic is $60/day for 30 days than MMG of 75 hours and 24/7 per diem. JB is $2k/month for the first 45 days (?), and than us. NK certainly has the weakest setup and that hinders recruiting.
12-31-2022 | 08:07 AM
#42
Line Holder
Joined: Feb 2019
Posts: 1,226
Likes: 29
From: baller, shot caller
Hey, that’s me! ✋
If you haven’t heard when it’s going to “happen,” I honestly don’t know what else to say. The path has literally been laid out.
This is a 2 year deal, wasting at least 25% of the duration for probably no increase, while opportunity costs of this contract, can’t do.
But sometimes you have to walk down the hill and screw all the cows vs running down to screw 1.
If you haven’t heard when it’s going to “happen,” I honestly don’t know what else to say. The path has literally been laid out.
This is a 2 year deal, wasting at least 25% of the duration for probably no increase, while opportunity costs of this contract, can’t do.
But sometimes you have to walk down the hill and screw all the cows vs running down to screw 1.
We'll get em next time with the TPA, where history repeats itself and we continue to settle for less.
Last edited by SSlow; 12-31-2022 at 08:21 AM.
12-31-2022 | 08:15 AM
#43
Gets Weekends Off
Joined: Apr 2022
Posts: 162
Likes: 0
See below for more on the topic.
This was all made clear during the road shows.
Union said they want 72 hours and first year pay for training.
Company said “fine, that’s on your side of the table, so it’s a cost the union incurs.”
NC said “child please”
Company said “we don’t have problems attracting pilots, regardless of APC lore, we have issues retaining pilots”
NC says “you do you, boo, but we are already getting hit with $90m over 2 years in just the first year pay increase, we are not subtracting from other areas to add”
The company said they believe this will get enough pilots to staff the 500 they need next year, the met their hiring needs this year and plan to hire over 1000 to meet their 500 for next year.
Why line pilots seem more concerned with the number of apps on file when we don’t even see the stack, and they do, I just still don’t get it.
But feel free to vote no if you think the company will come back and offer more for training while not sticking with the cost being carried by the pilot side of the deal. That’s a fools errand for me.
Something else to ponder;
Even IF the company comes back and wants to talk. And even IF we get a new deal and it’s approved for vote, road shows etc, you have to ask if you think the new TA2 rates
will be more than TA1 DOS+1 rates. Because that’s pretty much how the timeline would be close to ending up.
Union said they want 72 hours and first year pay for training.
Company said “fine, that’s on your side of the table, so it’s a cost the union incurs.”
NC said “child please”
Company said “we don’t have problems attracting pilots, regardless of APC lore, we have issues retaining pilots”
NC says “you do you, boo, but we are already getting hit with $90m over 2 years in just the first year pay increase, we are not subtracting from other areas to add”
The company said they believe this will get enough pilots to staff the 500 they need next year, the met their hiring needs this year and plan to hire over 1000 to meet their 500 for next year.
Why line pilots seem more concerned with the number of apps on file when we don’t even see the stack, and they do, I just still don’t get it.
But feel free to vote no if you think the company will come back and offer more for training while not sticking with the cost being carried by the pilot side of the deal. That’s a fools errand for me.
Something else to ponder;
Even IF the company comes back and wants to talk. And even IF we get a new deal and it’s approved for vote, road shows etc, you have to ask if you think the new TA2 rates
will be more than TA1 DOS+1 rates. Because that’s pretty much how the timeline would be close to ending up.
12-31-2022 | 08:54 AM
#45
Line Holder
Joined: Mar 2017
Posts: 1,053
Likes: 9
From: Student of the game
If this passes the company can raise first year pay to 98.5% of second year at will. If attrition continues, they’ll do so and offer signing bonuses if they need to and let it ride until jet blue takes over. There is no chance in hell they’ll be back to the table to renegotiate.
12-31-2022 | 08:55 AM
#46
Line Holder
Joined: Aug 2014
Posts: 449
Likes: 0
Vote it down now and they'll be back to the table in 3 months when they realize they will be scaling back our spring and summer schedules again to avoid meltdowns (wink, wink, short staffing issues). I know four guys, one a jr CA, who accepted their CJOs as a result of this TA.
Question,
If you're a prospective pilot for either Jblue or NK, why would you even come here? Right off the bat you'll get better pay and SLI when the merger happens if you go with JB. But hey, if you come here you'll get a snazzy new uniform paid for! 😆
12-31-2022 | 09:34 AM
#47
Gets Weekends Off
Joined: Aug 2022
Posts: 182
Likes: 0
But a lot of the goodies in the TA doesn't even take effect for another year. Flight pay, red eye over-ride, increased Direct contribution, etc.
Vote it down now and they'll be back to the table in 3 months when they realize they will be scaling back our spring and summer schedules again to avoid meltdowns (wink, wink, short staffing issues). I know four guys, one a jr CA, who accepted their CJOs as a result of this TA.
Question,
If you're a prospective pilot for either Jblue or NK, why would you even come here? Right off the bat you'll get better pay and SLI when the merger happens if you go with JB. But hey, if you come here you'll get a snazzy new uniform paid for! 😆
Vote it down now and they'll be back to the table in 3 months when they realize they will be scaling back our spring and summer schedules again to avoid meltdowns (wink, wink, short staffing issues). I know four guys, one a jr CA, who accepted their CJOs as a result of this TA.
Question,
If you're a prospective pilot for either Jblue or NK, why would you even come here? Right off the bat you'll get better pay and SLI when the merger happens if you go with JB. But hey, if you come here you'll get a snazzy new uniform paid for! 😆
12-31-2022 | 09:43 AM
#48
That/It/Thang
Joined: Aug 2020
Posts: 3,463
Likes: 275
But a lot of the goodies in the TA doesn't even take effect for another year. Flight pay, red eye over-ride, increased Direct contribution, etc.
Vote it down now and they'll be back to the table in 3 months when they realize they will be scaling back our spring and summer schedules again to avoid meltdowns (wink, wink, short staffing issues). I know four guys, one a jr CA, who accepted their CJOs as a result of this TA.
Question,
If you're a prospective pilot for either Jblue or NK, why would you even come here? Right off the bat you'll get better pay and SLI when the merger happens if you go with JB. But hey, if you come here you'll get a snazzy new uniform paid for! 😆
Vote it down now and they'll be back to the table in 3 months when they realize they will be scaling back our spring and summer schedules again to avoid meltdowns (wink, wink, short staffing issues). I know four guys, one a jr CA, who accepted their CJOs as a result of this TA.
Question,
If you're a prospective pilot for either Jblue or NK, why would you even come here? Right off the bat you'll get better pay and SLI when the merger happens if you go with JB. But hey, if you come here you'll get a snazzy new uniform paid for! 😆
SLI for anyone hired after the merger notice will be integrated DOH, as it always is done for those hired after constructive notice
12-31-2022 | 09:45 AM
#50
Line Holder
Joined: Sep 2022
Posts: 394
Likes: 0
I doubt raising first year pay that much will stop or slow attrition. While I know there is attrition at the first year level it’s not a majority of the attrition. Wasn’t it posted that a majority is coming from years 3-4?
Raising first year pay may slow down attrition from first year. But imo it’s about keeping classes full. Won’t do anything to stop people in years 2+ from leaving.
Raising first year pay may slow down attrition from first year. But imo it’s about keeping classes full. Won’t do anything to stop people in years 2+ from leaving.
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