JoeyMeatballs

I personally don't give a rats ass if the airplane is dirty, that's managements job and if they don't care, it must not be important. Look how filthy subways are, does that stop anyone? I've flown every airline except Alaska and they are all filthy, AA makes us look like we do a good job. As far as clean cockpits? The majority of that filth is from our slobbery ways, we just need to clean up after ourselves is all.

Jett i son

Spirit has enormous untapped potential, which attracts new hires.
This needs to be translated into an industry leading contract, with benefits beyond QOL, stability, or the elusive upgrade.
While currently excited with our seniority gains, will we be at a good place when it eventually and surely slows down to attrition?
HR knows that, and they look at older applicants very seriously. Many new hires are in their 50s.
Having been through a bankruptcy and furlough, I am glad to see folks be given a second chance at a career.

The argument that NK comparables are Allegiant, Frontier, or JetBlue, does not agree with their financials or current growth.
The board is selling our product to investors according to present and predicted gains/performance, and so should we, come negotiation time.
Best industry contracts I remember, were achieved during periods of healthy financial forecasts.

I have learned that compensation is far easier to negotiate than lost work rules.
On the flip side, one should not have to chase the upgrade, depend on transition conflict or 100hr months to be able to join the middle class.
Our FO rates may be a "living salary" for a single 30something, but not the average family of four.
Having said that, our reserve rules are one of the weakest parts of our contract, that is when they are enforced.
Regardless of which method you choose, with the current orders it would not be pessimistic to predict
that anyone hired past this summer may not benefit from the "quick upgrade program".
The most optimistic version, is the statement I heard from recent new hires, that we are planning to match JetBlue in size.

Without intending to get too political, our middle class is shrinking.
The poor are getting poorer, while the rich are getting richer, by "controlling" the politicians.
The best defence we have as employees is a strong union, which will lobby for our interests.
While this degradation of our "American Dream" is devastatingly sad, it creates a larger market for the ULC business model.

While I strongly believe our financial future is solid, forecasts and plans, as well intended and sincere as they may be, they are not written in stone, they can, and will change.
Only what is in the contract counts, not stability, growth or quick upgrade.
Great companies, including historic airlines, have gone out, leaving thousands unemployed, while the Executive Officers bailed with their "golden parachutes".
Past performance does not guarantee future results...

I am happy at NK, and look forward to an even greater future.
A future which I am ready and willing to negotiate long and hard for.
We have quality people and a strong demand for our product.
We need and deserve a contract which matches that.

Judge Smails

Normann....why do you or anyone here believe SWA pay is not realistic?

The Juice

Agree 100%. If it doesn't make us more money, I don't sweat it. People need to remind themselves that we are a ULCC and everything we do it based on "will this make us more money" and not "will this make our customers happier."

Also, the JBLU rates for us is a horrible idea and we would be selling ourselves short. Something about a union airlines accepting rates that were implemented at a non union airline, that helped push them to vote in a union, just doesnt sit right with me.

Union airline will accept rates based on our union peers, nothing else.

putzin

D**n straight Joey!

putzin

Also spot on!

StinkyFinger

Alaska's contract is current, ratified in 2013. 2nd yr CA at 170, 12th yr @ 200. JetBlue (they just got 3.5% raises on 1/1/15 btw) are about the exact same.
FO pay at each is about the same.

IF the company approached us and offered that pay, without us having to give up anything, and added some sweetener to the retirement, and offered it within a month or two of our amenable date, are you seriously saying you don't think that's a good deal for us?

What sort of justification can you offer to support the idea that we deserve significantly more than what our two closest competitors have? And yes, I realize we're only talking about a silly rumor (hadn't actually heard that one myself yet). I'll believe it when I have a TA to vote on.

Anyway, I'm a long time lurker and this seemed like a good time to join the fun!

Et tu Bluto

I read and re-read Normann's post and I don't get at all where he believes that. My takeaway is that even given SWA pay rates, the productivity advantages our company realizes from high density seating and high aircraft utilization and other factors would still leave us short.

Having said that, if one even did believed that, why say it out loud? Like telling your wife that her butt looks fat or that her sister is hot, its the kind of thing that could come back and cause you all kinds of grief later.

Qotsaautopilot

All customer service agents except FLL officially notified that they will be outsourced some time in 2015. I really feel for those in ACY, DTW, and MYR. Many of them helped build this airline and this is their thank you.

If there was any question of how employees are viewed as a number and a line item cost, here is your answer.

How much louder do I have to yell SCOPE!!!!!

bohicagain

Wife used to work reservations back in 04-05 and did the same thing to them back then . Surprised they took this long to pull the trigger. They will probably give them the same job at $8 an hour...pathetic