Congrats Otter1!
That's fantastic!

It will depend on how many DTW FOs take upgrade because it looks like most vacancies will be in DFW or LAS for the time being. Once they do it will cause secondary vacancies that will get filled with guys wanting to go to DTW. My guess is 6-12 months.

There are a few guys who already commute to DTW so commuting somewhere else for upgrade isn't a big deal. They should see upgrade within the year. I can think of 4 off the top of my head.

Thanks for the info dn.

Otter1, check your PMs

Congrats Otter!

I have an interview next week... Can't wait! I don't care where they base me as long as I get on. :)

Congrats on getting an interview!

I'm still hoping for one myself.

Same for me!
Except the interview part that is. Got the phone call Friday afternoon but missed it said she would call me Monday.

Best of luck Z06...can you give me a timeline of events? I finished the assessment tests Wednesday(1/23) evening. How long after you finished the tests before you received an interview invite? Thanks

The test results need to be reviewed by HR and the doc. If you pass the assessment and fit the Spirit profile you will called for an interview. The HR department has been busy this week because of the job fair. Assessments started this past week and some people have been called for interviews.

I had a person call me this week to do an interview prep. He attended the job fair in Vegas, got an email from Spirit for the assessment, passed, was called for an interview on Friday and has the interview scheduled for this week. The whole process can happen real fast or it could take some time. Please be patient, the HR department is working as fast as they can.

This is really good to hear. I got the long app, but haven't heard anything. I'm unfamiliar with the usual hiring process, so hearing the words "be patient, these things can take time" is always good to here.
Thanks!

I was wondering, do you give bowling lessons also? :D

Seems like the only people that have heard anything were in the first 70 or so at the job fair.

I was 199.

Check Pm's

We can cherry pick Amerijet's contract and find some 'industry leading' stuff - the overall package is what's important. If you want RAH's contract, they're hiring. You won't find me applying, b/c their contract is toilet paper.

We don't have PBS. No mainline carrier that hasn't been through bankruptcy has it - there's a reason for that. We can trip trade and drop down to 0 hours (not pay protected), provided that there's reserve coverage for the trip you're looking to get rid of. Reserve coverage is published on the internet, and is updated to the moment, so, you always know where the coverage is at - its all automated, no talking to scheduling. Just drop or pick up or trade anything you want, as long as there's coverage.

Each week of 'vacation' is worth 28 hours. We start with two 1 week bids of vacation and 48 hours of credit in your vacation bank, then @ year 5 you get three 1 week bids (and 84 credit hours), @ year 10 you get 14 more hours of vacation (but can only bid for 3 week periods, so you get 3.5 weeks of equivalent credit to use as you wish - partial weeks, single days, etc), @ year 15 you get four 1 week bids, @ year 20 you get an additional 14 hours (see year 10), and year 25+ you get five 1 week bids (and 140 credit hours). Essentially, you can easily turn 1 week of vacation into 2 weeks free of work without any problems, b/c we don't have PBS. Touch a trip with vacation, its dropped entirely. The issue is how much pay you want to sacrifice for it. With only 28 hours, if you bid a schedule with 4 days of work, then 4 days off, then 4 days of work, then 4 off (pretty typical here), that 16 day sequence is worth 38 hours (two 4 day trips each worth 18 hours). So, yeah, you can get both of those 4 days dropped by touching them with your 7 days of vacation, no problem, and get 16 days off in a row, while using only 1 week of vacation. However, your line, which was crediting 80 hours, now is only worth 70, b/c you only had 28 hours of credit in your vacation bank, but dropped 38 hours of credit on your line. Most guys will like having 23 days off, flying 36 hours over 8 days, and getting paid 70 hours - call it good QOL. None the less, some will complain, and need more $ - so, you can work on your vacation too, if you want.

You'd be competitive for an offer (I hope). Having an internal would help grease the skids for sure, though. Best advice - go to a job fair, get your face in front of the folks who hire pilots here.

A new hire won't get based in DTW. You could get it after 6 months, probably. The movement of current DTW FO's to Captain is the major factor here (as discussed in this forum already). About 30% of current DTW FO's can hold CA elsewhere, but only will take DTW (our most senior base for CA's, by far). 50% of those guys won't ever upgrade - they'd rather be top 10 in base as an FO, keep that great QOL they have, bid reserve, and get paid to sit at home with the family, hopefully. Our #1 guy on the entire list is a DTW FO. There's also the rumor that DTW is on its way out - we closed our MX base there, and have a skeleton staff. DTW represents 8% of our passengers currently, and is our #4 market according to the DOT's latest data (anyone interested in Spirit better click on that link, there). We're not growing in DTW, and DTW, as a market, is not growing either. Even though that's current data, its still old. DFW is our #3 market now, if not our #2 market, behind FLL. We've gone from not serving it to 4-5 gates in the last year. We're not Delta, United, or Southwest (we're 1/10th their size) - 5 gates of growth at one airport is the equivalent of one of those goliaths adding 50 gates at one airport, in one year. Its HUGE growth.

You guys are all paranoid. Spirit isn't hiring guys based on what # you pulled at some job fair, ok? We're hiring guys who are qualified for the position (I hope!). If you go to a job fair, it shows you made the extra effort. HR likes that. So do the management pilots. These two groups hire pilots. You figure it out.

If you're qualified, you stand a fair chance of getting a call to fill out the long application, which will show you are indeed qualified. Then you get to run the gauntlet with the psych test, and, if you fit some silly doctor's version of 'sane', you roll into the interview in your only suit and power tie and there's a fair chance you'll get an offer. Go to a job fair and wow the recruiters in that suit and power tie - get noticed. Don't sweat your # in line. Just be there.

If you don't have 1000 hours turbine PIC (or any turbine PIC) or less than 4000 TT (or both) - I'm sure you're a great guy, and a great stick - probably better than me. Your resume doesn't show it, though. You need everything going for you. If it makes you feel more confident to be one of the first 70 guys to pull the # at the deli, then you need to do that. You might get lucky and get hired. If you want to think it was because of the # you pulled at the deli - more power to you.

Thank you, that's just like what I have now, until PBS comes online. Frequently turn one week of vacation into 21 days off or so. Very important to me to have a system like this, far more important than the max vacation pay, so that's good to hear.

APC states contractual raises in 2013/2014? How much are they?

Is the 401K currently just an (up to) 8% match? No direct contribution without putting your own money into the 401K ? Any talk of this ever changing? Profit sharing?

What is your contract duration?

Thanks-

pay audited?
 

Is that still true? I flew with a guy today who said that the last time he picked up a day trip over a TX2 on his schedule that he wasn't paid for it above guarantee.

I don't see the conflicts often enough to know any better. Maybe there's another reason why he didn't get paid?

I wish, but recent experience says not. I recently finished my vacation trip (ran out of dollars) a couple of days before my vacation block ended. I used FLiCa for a trip add on the last day of the block and was denied because I was still on vacation.

I can't find a contractual prohibition, but it's been locked out for some reason.

Can I get based on one of these as a new hire? ;)

http://cdn-www.airliners.net/aviatio.../0/1670038.jpg

If you work during your transition drop period you are to be paid on top of the awarded guarantee.

I just called scheduling last year and they slid my vacation to show I started 2 days earlier than I actually did.

Any chance somebody could pm me the spirit contract?
Iam headed to the las job fair and wanted to be up on all the
stuff.
Thanks!!

Dan,

Intimate knowledge of the Spirit CBA is not going to help you at the Job Fair. I would suggest you spend your time researching the corporate structure, financials, fleet composition and growth plans, along with pilot domiciles, and route structure just to name a few.
At the Job Fair you will have 2-3 minutes to impress the NK folks. You will probably be asked Why do you want to work here? If you respond with contractual details, they will probably not be impressed.
If you have a specific question about our contract, I am sure someone will be happy to respond.
Good luck at the Job Fair and hopefully you score an interview.

Yes sir that's the plan. I've been going over the details for a week or so learning everything I can!
I was just trying to see what the contract was like that's all. Thanks!

Since this is a Spirit QOL thread: Contract highlights in no particular order.

3. Pay, see the pay section of APC - new hires receive $1750 per month.

4. Min Guarantees, 72 hours per month line holder and reserve - 4.5 hrs per duty period (multi day trips) - 4 hrs per duty pd (single duty period trips) - 4.2/1 duty rig - $2.15 or so per diem

8. 100% Dead head pay

12. Hours of service: the usual - no schedules built with less than ten hours off in base, 9 actual - 9 hours out of base - a full calender day in domicile vs 24/7 anywhere - no scheduled days over 14 hrs, extendable to 16 - no scheduled duty over 11.5hrs for duty periods that include any of the time between 0100 to 0400 domicile time, extendable to a max of 12.5 hours - min of 13 days off per monthly bid period - no circadian rhythm protections, i.e. finish day one at midnight get 24 hours off and start the next day at midnight.

14. Sick leave. 4 hours per month accrual

25. Scheduling. Line bidding, No pref bid - all lines built with all day off blocks of four or more (no one on one off three on three off etc) -
month to month conflict can not be more than six days total, all else is dropped - No junior manning, [(they have to call you on your designated contact number vs jetway or ACARS junior manning you) (except 200% pay exists for being junior manned which creates huge intra pilot group conflicts)] - industry leading commuter clause (non jeopardy)

26. General. pilots don't do anything but pilot (and monitor fueling :rolleyes: )

27. Insurance. up in the air due to Affordable Healthcare Act, but generally a great deal compared to say, JetBlue.

28. Retirement. None other than a 8% 401K match.

+1 Good general summary (with quips of course...i.e. fueling)

How can you say insurance is up in the air due to obamacare when its part of our contract?

Because all insurance is up in the air because of the Affordable Healthcare Act. BTW, it is the Affordable Healthcare Act, not Obamacare. Calling it Democratcare or Pelosicare might be more appropriate.

Whatever. If you've not been paying attention, leading conservative commentators have stated that the Affordable Healtcare Act is incompatible with private healthcare. I made that statement based on numerous pundit reports that under the Affordable Healthcare Act, private insurance as we know it will eventually (sooner than later) cease to exist. Regardless of the contract language, if insurance that fits our contract is not available, I predict that the NMB and or other courts will allow our language to die. Finally, the contract is amendable in two years, I doubt that we will be able to maintain the current policy language without making serious concessions in other areas. As Doug always says, what are you willing to give up to get this (good insurance)?

He asked for contract highlights, not operational lowlights

:D :D :D

Thanks!

I would gladly watch the paint dry errr monitor fuel lol

Don't come here if your willing to monitor fueling on your time. I didn't go on strike and walk away from my job for the company to break the agreement we came to. Read what the contract states about fueling. Sorry if that sounds harsh, until you go on strike and are treated how we were treated before the strike you won't understand. My point is don't come here giving mgmt free labor, because it won't end with the fueling. That I can promise you.

+1000 thanks for saving me typing it

How ya being treated now?

Like sh!t. Thanks for asking

I'm not sure if it was mentioned but the crews (so far anyway) are great to work with, really good people. It's nice to not want to jump out the window on a trip :), and if your going to be away from home, might as well spend it with good guys/gals

Gate agents are really friendly, not something I'm used to either, lol

Would you be glad to miss your commute because you had to stay after a flight to monitor fueling?

This. After my 4 year sentence in EWR as unental express I came to view work as an exercise in disrespect and demoralization! Even on commuting reserve and a 60% paycut this year it's way more fun than my last job ever was in this regard

How's the QOL while on reserve at Spirit? Is there a long call reserve?

I've done some searching on here, not really coming up with a whole lot of info

There is no long call reserve here. You have 3 hours from initial call to pushback. Reserve schedules typically have anywhere from 12-15 days off with a minimum of 4 days off between each RSV sequence. If you're asking based on a new hire question, I wouldn't expect to be on reserve long depending on the base. I've been here 8 months and RSV goes senior in the base I'm in. I've never been on RSV during my time here, mostly because I couldn't even hold it!