yes…I would

 

Absolutely! "Don't **** your buddies over because they got one perk when you already have a built in QOL perk" isn't hard to understand. Yes I'd 100% support a stipend for a base where safe, affordable housing isn't available 60-90 mins from the airport. Take the same relative cost to the company and get it in the form of PS vouchers for the family or in cash. Hell even if it's company housing would that probably be a good deal for a lot of folks. Hiring 2000 pilots a year means a ton of new hires commuting to coastal bases which are likely far away from their home, or moving to said expensive coastal bases which is pretty damn tough on 90k. A QOL increase to enable living in base or getting to a base is going to positively impact a massive proportion of the pilots, and that group is only getting larger if the company is serious about hiring 10,000+ pilots in the next few years. So why not advocate for them?

I suppose it's easy for someone like PNW to say screw those FL guys, but guess what that means? Those pilots (and from the selfish perspective those seniority numbers) are walking over to AA or Delta or SWA and now youre seniority movement slows down. Now you're flying with tired pilots. Now you're getting brought in off reserve because folks missed connections. That doesn't sound like a net QOL increase to me.

Not to mention, just because you're living in base now doesn't mean that base will be busy forever or a ton of senior pilots won't jump ahead of you, and it would allow for a sooner upgrade instead of waiting for your number to hit in your desired airframe in your base. I think this is a clear win for a massive chunk of the company. Will some groups be 20% happier with this deal while some are 19% happier or 21% happier? Yeah. But this "what's in it for me?" foolishness is just sad.

 

That very well could be true under DL current agreement? If PS language is in the AIP I would expect to see some protections on the company side. I don’t work for either company but there could be value on the companies side depending on the language (protections). That’s one reason why it’s hard to quantify without knowing language details.

 

Just a point of reference: UA’s max C2000 737-200 CA pay rate was $203. Adjusted for inflation, that works out to be $340 in today’s dollars. So, to return to that level from the current UA 737-700 CA pay rate would require a 25% rate increase.

 

Excellent…!!

 

I did not say “screw the FL guys.” Don’t put words in my mouth. If you choose to commute, be an adult about it and be a prudent commuter. Sorry if my opinion doesn’t work for your situation. You seem to have it all figured out.

 

You’ll get it when you have thirty-five years seniority and you and wifey get bumped off your flight home (which, coincidentally is where you’re based) by a couple of junior commuters with two years on the property between them.

 

Sorry, but C2000 was unsustainable and the Company used the excuse of 9/11 to gut it. If we get another unsustainable contract, history will repeat itself…

 

The UAL 744 CA rate of $312/hour from contract 2000 would equal $524/hour today adjusted for inflation.

 

😳………….🤦‍♂️