Spirit of NKS
01-03-2015 | 01:35 PM
#9301
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Joined: Oct 2010
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Spirit of NKS
With our current contract one would be nutz to come here absent a quick upgrade. Spread the word. We could use the leverage
01-03-2015 | 02:29 PM
#9302
Gets Weekends Off
Joined: Dec 2009
Posts: 2,385
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From: Airplane
Why will someone choose Spirit, or to remain at Spirit without a quick upgrade? It's really what's leveling the playing field in a way between Spirit and the legacies.
01-03-2015 | 04:16 PM
#9303
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Joined: Oct 2010
Posts: 1,499
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With FO rates like united's why would you come here even with a quick upgrade. By the time the pay difference amounted to anything you would be within spitting distance of an narrow body upgrade at a legacy
01-03-2015 | 04:19 PM
#9304
Gets Weekends Off
Joined: Feb 2008
Posts: 1,065
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From: Switch, Lever & Light Specialist
And once you upgrade at (enter Legacy), the pay dramatically diverges once again.
01-03-2015 | 04:24 PM
#9305
Banned
Joined: Jan 2006
Posts: 6,929
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From: A-320
We are going into negotiations, our current pay scale is gone once we sign a new one. Our pay needs to come up dramatically, more so on the F/O side.
Everyone needs to calm the F down. These United rates are relatively new, ours are relatively old. If it doesn't get fixed, we are all free to uolodats our resume and leave.
Everyone needs to calm the F down. These United rates are relatively new, ours are relatively old. If it doesn't get fixed, we are all free to uolodats our resume and leave.
01-03-2015 | 04:40 PM
#9306
Gets Weekends Off
Joined: Dec 2009
Posts: 2,385
Likes: 0
From: Airplane
Hmmm, are these not the correct United pay rates? Higher FO pay rates for United, yes, but how about the QOL?
My QOL is pretty darned good at Spirit, pay isn't everything, but how can one justify staying at Spirit vs. going to United without the upgrade? Does anyone think our amended contract will have A320 rates comparable to these?
My QOL is pretty darned good at Spirit, pay isn't everything, but how can one justify staying at Spirit vs. going to United without the upgrade? Does anyone think our amended contract will have A320 rates comparable to these?
01-03-2015 | 04:49 PM
#9307
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Joined: Jan 2015
Posts: 272
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Here is my take.
147 airplanes by the end of 2021.
8 captains per plane roughly
147x8 = 1176 total Captains by end of 2021, we have 1066 listed in flica currently. I'm to lazy to add the total captains we have currently, but we are supposed to be at 80 planes by the end of 2015 so roughly 640 captains. They may staff heavy due to the large number of planes coming but it doesn't seem to me they will need large upgrade classes.
The reason I brought this up initially is because there is so much talk about quick upgrades (both good and bad)
I had a guy telling me a couple of days ago he really wanted to work here because of the quick upgrades. This is being fed to new hires and people at job fairs as well and it is unlikely to be the case for guys getting on now.
Feel free to correct me if I am missing something. I would hate to see guys coming here expecting to see 2.5 yr upgrades and a new contract then being in the right seat for 5 years under our current contract.
147 airplanes by the end of 2021.
8 captains per plane roughly
147x8 = 1176 total Captains by end of 2021, we have 1066 listed in flica currently. I'm to lazy to add the total captains we have currently, but we are supposed to be at 80 planes by the end of 2015 so roughly 640 captains. They may staff heavy due to the large number of planes coming but it doesn't seem to me they will need large upgrade classes.
The reason I brought this up initially is because there is so much talk about quick upgrades (both good and bad)
I had a guy telling me a couple of days ago he really wanted to work here because of the quick upgrades. This is being fed to new hires and people at job fairs as well and it is unlikely to be the case for guys getting on now.
Feel free to correct me if I am missing something. I would hate to see guys coming here expecting to see 2.5 yr upgrades and a new contract then being in the right seat for 5 years under our current contract.
If somebody gets hired today, he/she would be #1066. Latest Captain award went to #620. 1066-620= 446/8= 56 Aircraft from the 65 we already have. So #1066 would upgrade when we have 121 airplanes. According to delivery schedule, the 121th aircraft is supposed to be delivered in early 2019. So that would be a 4 year upgrade.
Another point to note is that a fair amount of people are bypassing. If that remains the case it would go even faster.
If nobody was bypassing, the latest award should have gone to # 1066/2= 533. (620-533)/620= 14% bypass rate. 1066-620=446-14%= 384 . 384/8= 48 aircraft. 48+65= 113th aircraft. so that would be a 3.5 yr upgrade.
And by the way, those UAL rates are ridiculous. Makes me sick.
01-03-2015 | 05:05 PM
#9309
Gets Weekends Off
Joined: Jan 2015
Posts: 272
Likes: 0
Hmmm, are these not the correct United pay rates? Higher FO pay rates for United, yes, but how about the QOL?
My QOL is pretty darned good at Spirit, pay isn't everything, but how can one justify staying at Spirit vs. going to United without the upgrade? Does anyone think our amended contract will have A320 rates comparable to these?
My QOL is pretty darned good at Spirit, pay isn't everything, but how can one justify staying at Spirit vs. going to United without the upgrade? Does anyone think our amended contract will have A320 rates comparable to these?
01-03-2015 | 05:33 PM
#9310
Line Holder
Joined: Oct 2010
Posts: 1,499
Likes: 0
Spirit of NKS
We are going into negotiations, our current pay scale is gone once we sign a new one. Our pay needs to come up dramatically, more so on the F/O side.
Everyone needs to calm the F down. These United rates are relatively new, ours are relatively old. If it doesn't get fixed, we are all free to uolodats our resume and leave.
Everyone needs to calm the F down. These United rates are relatively new, ours are relatively old. If it doesn't get fixed, we are all free to uolodats our resume and leave.
I think it is advantageous for us to trumpet the financial windfall of holding out for a legacies and try to put the squeeze on the hiring pipeline.
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