I’m not saying recent regional percentage gains are necessarily the new standard for all. I do think they are very relevant to the conversations we’re having at the majors.

“Massive” is a relative term. A month ago, there were many here who were saying that merely keeping our rates in step with inflation was “massive”, & not a “serious” pilot expectation. Today, I believe anything short of exceeding inflation (i.e., 15%-20%) on DOS w/ long-term retro pay would not be seen as a serious offer from management.

I'm not one who would perpetually reject “good enough” in favor of an ever distant ideal, but I think we do ourselves a disservice today if we downplay the reality of the presently changing industry.

 

Sounds like we are in agreement.

 

Along these lines, the company just released revised Q3 guidance. Despite persistently high fuel prices and other challenges, they expect margins to be better than forecast on higher traffic and revenue.

https://ir.united.com/node/29831/html

 

Boom! The longer this goes on the more embarrassing TA 1 was...

 

Seriously! Honestly makes you wonder....

 

Well, I didn’t know that the market had progressed to the point of them contacting former pilots and offering them 2X the current pay rate. The only one I see whining is you about him. Not sure why that is.

 

Even with 20% raises your junior narrowbody Captains will be making less than regional Captains. Your widebody Captains will be making less than regional LCAs. And inflation makes a 20% raise DOS a less than 7% raise DOS based on inflation. There is obviously money to go around. Delta and United have a lot more leverage than American to make big gains because we simply aren’t as reliant on regionals. Time to use that leverage. Nothing less than 30% DOS.

 

Do you expect to see a 30% increase in rates plus all of the other stuff that people are demanding, or just TA1 but with more money? If you think that even in this market that we’re going to get 30% DOS + cost of living increases, eliminate the concessions in TA1, and significantly improve our current rules, just skip reading the next deal and vote no. 10% will probably get voted down, 20 would be better, but I’m expecting to see TA1 rolled back out with 15% DOS +5% increases, LCA’s paid by the trip, no scope gives, current book on reassignments, current book on reserve, and possibly a few other tweaks. More would obviously be better, but I highly doubt that the majority would vote to take over a year to start over. If TA2 has the changes that I listed, it wouldn’t be a landslide, but it would easily pass. I just hope it has a me too clause because once the training department is staffed, the company has little reason to return to the table.

 

The regional pay rates look great in 2025, but no regional will exist in 2025. They're done, and we can make them done faster by accepting a modest 5% raise in order to remain cost competitive with our regional brethren. Look, I worked for 11 years at the regionals for **** pay and no job security. I came here to retire. And in order to make that happen I'm prepared to remain cost competitive with Skywest labor until age 67 if it takes that long. So what if I don't own a boat. So what if I live in a trailer park and commute. The lost decade trained me to live within my means and that's a huge advantage. Skywest to $300k/yr. ??? Great. I can live on $180k easily. That's huge money in my book. If it gets me to age 67 without strikes and furloughs that's fine. You watch. Those $300k regional wonders are a flash in the pan. Slow and steady wins the race.

 

Huh??
What numbers are you looking at??