What’s the latest?
11-05-2023, 04:43 AM
#1051
Gets Weekends Off
Joined APC: Dec 2019
Posts: 476
Originally Posted by HiFly5
Have we been keeping our fares up? Or have they been discounted lately?
11-07-2023, 04:32 PM
#1053
Gets Weekends Off
Joined APC: Feb 2008
Position: B-737
Posts: 697
Originally Posted by HiFly5
Very solid Q3 report.
https://ir.suncountry.com/static-fil...e-4b0388466141
11-08-2023, 05:19 PM
#1055
Gets Weekends Off
Joined APC: Feb 2008
Position: B-737
Posts: 697
Originally Posted by airchina981
$7 Million profit on $248M revenue is insane. I forgot how bad airline profit margins were.
Profit is profit I guess, at least we're not loosing money
Profit is profit I guess, at least we're not loosing money
11-10-2023, 05:30 PM
#1057
Gets Weekends Off
Joined APC: Jun 2019
Posts: 251
Uffda. I didn't know we leased back 2 -800s in addition the 5 -900s. 7 Airplanes that we could, and should be flying, yet we're not. All because of a captain shortage. Another terrible permanent position bulletin. And, oh, we probably could have made $10M more during summer flying if we had enough captains. The fact that we aren't operating 7 of our own airplanes feels like a slap in the face.
At what point does a savvy CEO say "I think I can use part of that $10M to fix the upgrade problem"? But here we are.
At what point does a savvy CEO say "I think I can use part of that $10M to fix the upgrade problem"? But here we are.
11-10-2023, 06:45 PM
#1058
Gets Weekends Off
Joined APC: Mar 2018
Posts: 174
Originally Posted by nibake
Uffda. I didn't know we leased back 2 -800s in addition the 5 -900s. 7 Airplanes that we could, and should be flying, yet we're not. All because of a captain shortage. Another terrible permanent position bulletin. And, oh, we probably could have made $10M more during summer flying if we had enough captains. The fact that we aren't operating 7 of our own airplanes feels like a slap in the face.
At what point does a savvy CEO say "I think I can use part of that $10M to fix the upgrade problem"? But here we are.
At what point does a savvy CEO say "I think I can use part of that $10M to fix the upgrade problem"? But here we are.
11-10-2023, 07:05 PM
#1059
On Reserve
Joined APC: Jun 2017
Posts: 24
10M is about $37k per captian, not including the ones that upgrade post-incentivization. Not only is $37k not nearly enough money, its only a small part of what people say is discouraging them from taking the upgrade in the first place.
Junior captains (assuming reserve) make $183,000 per year. Maximum. JB can run around bragging about how that one guy made so much blah blah blah, but people making the decision to upgrade aren't going to make one dollar more than $183k. In this environment? Absolutley shameful. No pickups on reserve. Low pay rate. Low guarantee. A line holding first officer is capable of making more. Easily. So what the hell is $37k going to do? I am REALLY curious to know what kind of money it would take to fix our upgrade problem overnight. (if money was the solution) Reserve rule changes? $100k/yr retention bonus? Top of scale pay for everybody, or more? When the decision is between be an severely underpaid captain here or go to United and upgrade year two @$350/hr....If pay is the problem the solution is clear.
But again, money doesnt seem to be what people ask for when they say they dont want to upgrade.
In my honest opinion? Our senior pilots are treated like kings, and our junior pilots like rats. From pay, to work rules, to the 10 guys that get turn lines, to getting a weekend off..I'm NOT going to sit here and disparage our senior pilots, what they've gone through to be senior here, or sugest that they're worth any less that being treated like kings. Our senior pilots are treated REALLY well. Its awesome, and they've earned every bit of what they have. But when a junior pilot looks around and KNOWS that the company is capable of treating pilots well, with respect, with pay, with decent QOL and work rules, but for some reason just doesnt want to treat YOU the same way... Better off just leaving. Not just for Legacies, but for LCCs too. I know too many people that work for Spirit, Delta, United and Southwest. I know damn well that despite being junior they dont get treated so dramatically different from how the senior guys get treated. You wear the uniform you get treated well. How it should be.
When the company breaks the rules with reseve assignments it's the junior pilots being screwed.
When the company limits vacation in certain months its the junior guys getting screwed.
Its professional airline pilots making $85/hr
Its zero schedule flexibility.
It's a long list.
High seniority means you should be treated well, but low seniority doesnt mean you should be treated poorly. Fix the disparity between what senior and junior pilots experience here and we'll fix our upgrade problem.
Junior captains (assuming reserve) make $183,000 per year. Maximum. JB can run around bragging about how that one guy made so much blah blah blah, but people making the decision to upgrade aren't going to make one dollar more than $183k. In this environment? Absolutley shameful. No pickups on reserve. Low pay rate. Low guarantee. A line holding first officer is capable of making more. Easily. So what the hell is $37k going to do? I am REALLY curious to know what kind of money it would take to fix our upgrade problem overnight. (if money was the solution) Reserve rule changes? $100k/yr retention bonus? Top of scale pay for everybody, or more? When the decision is between be an severely underpaid captain here or go to United and upgrade year two @$350/hr....If pay is the problem the solution is clear.
But again, money doesnt seem to be what people ask for when they say they dont want to upgrade.
In my honest opinion? Our senior pilots are treated like kings, and our junior pilots like rats. From pay, to work rules, to the 10 guys that get turn lines, to getting a weekend off..I'm NOT going to sit here and disparage our senior pilots, what they've gone through to be senior here, or sugest that they're worth any less that being treated like kings. Our senior pilots are treated REALLY well. Its awesome, and they've earned every bit of what they have. But when a junior pilot looks around and KNOWS that the company is capable of treating pilots well, with respect, with pay, with decent QOL and work rules, but for some reason just doesnt want to treat YOU the same way... Better off just leaving. Not just for Legacies, but for LCCs too. I know too many people that work for Spirit, Delta, United and Southwest. I know damn well that despite being junior they dont get treated so dramatically different from how the senior guys get treated. You wear the uniform you get treated well. How it should be.
When the company breaks the rules with reseve assignments it's the junior pilots being screwed.
When the company limits vacation in certain months its the junior guys getting screwed.
Its professional airline pilots making $85/hr
Its zero schedule flexibility.
It's a long list.
High seniority means you should be treated well, but low seniority doesnt mean you should be treated poorly. Fix the disparity between what senior and junior pilots experience here and we'll fix our upgrade problem.
11-10-2023, 07:16 PM
#1060
On Reserve
Joined APC: Jun 2017
Posts: 24
Originally Posted by YerOnGuard
At what point do we, as savvy airline pilots, say “I might not be the smartest in the room on this one, the people who know the numbers inside and out might be more knowledgeable than me, and the long term solution to an upgrade problem might cost more than the $7M-$10M we left on the table this quarter.”
Not to mention our stock price is tanking because shareholders have gotten wise to the fact that there are actions management can make that indicate a serious resolve to grow, and we aren't making them. Shrugging our shoulders on the upgrade problem and leasing out airplanes? That isnt what strong growth airlines do.
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