AIP Rumor Mill
09-12-2020 | 05:23 AM
#12
Gets Weekends Off
Joined: Aug 2020
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I don't have any insider information but I look at this way, as of today we are flying about 1/3 of our schedule, hence we theoretically could cut 2/3 of the pilots tomorrow and still staff our operation. The top third has no risk of furlough (but they could face displacement), the bottom third face an immediate furlough and the second third is on deck should things not pick up. So, from a risk/reward standpoint, the buckets make sense. What will be interesting to find out is what exactly is the mechanism for restoring MPG? If 60% is the first gate, what happens? The second third would be safe from furlough at that point, so do they gain the most? Are the gains shared by all the groups equally?
09-12-2020 | 06:43 AM
#15
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Joined: Aug 2008
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From: 787 Captain
09-12-2020 | 07:14 AM
#16
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Joined: Sep 2006
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Making the trigger to restore mpg equal to the best year in airline history has risk. Attaching that to revenue would also be a huge risk. Fares are going to be low for a while as airlines compete for market share and try to build back customer confidence. We may haul just as many passengers, but wouldn’t meet a revenue trigger. If we have to lower the MPG, the trigger should be the level of revenue when we signed the contract, not the year that broke all of the records.
Yep. Again, not privy to the methodology. I would like to see something tied to crew utilization. We are already down about 600 pilots since the peek, so in order to operate where would were in 2019, we would need everyone working a full schedule PLUS hire more pilots. In other words, we could all be working 100% and still not meet the 2019 levels. If it's tied to crew utilization, it would simply adjust up based on how many pilots we need to staff the operation. And of course, the numbers need to move one direction: UP. Don't want to come up to 100% utilization and then the next month go down to 70% with a corresponding decrease in MPG. looking forward to what is in the deal.
Another, and even better option, would be to simply follow and enforce the contract that we have. It took years to get back what was given away before. This time is always different, we always give in, and the company always takes it anyway.
Yep. Again, not privy to the methodology. I would like to see something tied to crew utilization. We are already down about 600 pilots since the peek, so in order to operate where would were in 2019, we would need everyone working a full schedule PLUS hire more pilots. In other words, we could all be working 100% and still not meet the 2019 levels. If it's tied to crew utilization, it would simply adjust up based on how many pilots we need to staff the operation. And of course, the numbers need to move one direction: UP. Don't want to come up to 100% utilization and then the next month go down to 70% with a corresponding decrease in MPG. looking forward to what is in the deal.
09-12-2020 | 07:49 AM
#17
Line Holder
Joined: Jan 2006
Posts: 1,734
Likes: 12
The most popular rumor not quoted above is all displacements cancelled for the top X% of the list. There is absolutely no way that all the displacements will be cancelled for all those WB positions which have seen flying cut back the most.
Pay raises, DH in first, other improvements... No way.
09-12-2020 | 08:06 AM
#18
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Joined: Sep 2020
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MORE:
short term plan with a set end date
only postpones pilot furloughs.
AIP is to mitigate furloughs not prohibit them
Nothing to stop the company from furloughing at a later date
Now a “furlough delay program” vs furlough mitigation
short term plan with a set end date
only postpones pilot furloughs.
AIP is to mitigate furloughs not prohibit them
Nothing to stop the company from furloughing at a later date
Now a “furlough delay program” vs furlough mitigation
09-12-2020 | 08:08 AM
#19
On Reserve
Joined: Dec 2016
Posts: 15
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This. I'm 61 this month and want nothing more than to walk away. Since we had just about the worst EO program in the industry, my next choice was going to be VF. That would give me full furlough pay plus approximately 2 years medical, if it lasted that long. I would have no intention of returning. I'm just looking for a bit of a bridge to 65, not an entire ride. Now I'm afraid that will be gone. Almost any other airline, I would already be gone. I just learned a friend took a 2 year SRL (called "surfer leave") at Hawaiian. 50 hrs, full benefits. To me, that's an EO. At the end, I'd resign.
I'm still going to walk. It will take me a few months to strategize and at least my 5 months of SL will have the same hourly rate.
United is the only airline selling the "snapback" fantasy to their employees. It's not going to happen IMHO. With 4 years to go, I might have the same QOL by my last year that I had in Feb of this year. And it wasn't even that great, 23 years doesn't buy much here.
I'm still going to walk. It will take me a few months to strategize and at least my 5 months of SL will have the same hourly rate.
United is the only airline selling the "snapback" fantasy to their employees. It's not going to happen IMHO. With 4 years to go, I might have the same QOL by my last year that I had in Feb of this year. And it wasn't even that great, 23 years doesn't buy much here.
09-12-2020 | 08:22 AM
#20
Gets Weekends Off
Joined: Jun 2008
Posts: 201
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From: F-16
If anyone is expecting anything more than what I quoted above, be prepared to be disappointed.
The most popular rumor not quoted above is all displacements cancelled for the top X% of the list. There is absolutely no way that all the displacements will be cancelled for all those WB positions which have seen flying cut back the most.
Pay raises, DH in first, other improvements... No way.
The most popular rumor not quoted above is all displacements cancelled for the top X% of the list. There is absolutely no way that all the displacements will be cancelled for all those WB positions which have seen flying cut back the most.
Pay raises, DH in first, other improvements... No way.
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