Margaritaville

Sadly, I agree. This is a decent place to work an if you live in a base you want to live in its a great deal but it's starting to look like Allegiant will never be much more than it is right now. If you're at the top of the pyramid and you already have great money and great schedule living in your base you're doing great, but if you're middle to bottom in the pyramid you'll never see the top echelon.

It's probably time for everyone to make a serious evaluation of where they are and where they want to be because the hiring train is about to leave the station with the economy souring and it may not be back for a few years. If you get into AA/DL/UA now you'll still have a thousand or so pilots below you and you could make NB CA in 5 years or so, making way more money than here and get treated 10X better. Or you could stay and gamble that they won't fly this plane into the looming mountains. If that happens, even the most senior won't be safe. Even if they succeed it's still never going to be more than it is right now.

My recommendation is get out while you can. Tons of G4 guys have gone to AA and it's almost become a pipeline. None of them I know seem to have regrets.

FreshWater

^This. G4 doing what they do. Stalling. Sending back lined out passes. After AR’s video it should be crystal clear to everyone this will be a multi-year process, with NMB intervention. It was never going to be different.

Looking forward to managements leaked pay proposal, which should be coming soon. End running the union and bargaining directly to the pilot group. Totally against the NDA, they don’t care. Appealing to the most basic instinct of greed, I need it now. This will drive the super seniors crazy.

Make career decisions on the facts as they are today. Not Hope.

KC135

It’s nice to see the majority of the group finally agrees that it will take multiple years from today for a TA. DAL is upgrading captains on property for 11 months, UAL had unfilled CA vacancies on the last bid (need 1k hrs on property) and the AA upgrade is dropping to a few years. The year 2 CA pay for the 320/73 is over $300/hr on the new UAL AIP, others will follow by the time you upgrade in a year. We’re still at the beginning of the wave as far as legacy retirements. Anyone who leaves now could still be in the left seat at legacy making more than double what our junior CA’s make before we see a TA here.

Be Realistic

Not an AR worshiper by far. If fact I was disappointed in that he didn't just shoot the deal down when they came to him with it. In his own video he said he turned the deal down because they would not give reassurances not to screw us over in the deal. If you look at the response on FB, 100% of posters said they are glad the union told them to go pound sand, and that no stop gaps/MOU's/LOA's were acceptable.

But no, you cant have any extras right now. Anything that helps the company does nothing for 90% of this pilot group. If it doesn't benefit all then NO. Too many of us working that extra day this month and next, doing low credit trips etc. Many on reserve getting the constant shaft. This company needs to become a real airline or sink.

G4er

100 percent agree, do not know what AR was thinking when he helped the company out by agreeing to letting pilots get VFNs on their vacation… Do not entertain anything that helps out the company when you are the lowest paid operator and in contract negotiations. My guess is the final decision came down to AR couldn’t see where it benefited him personally.

Spdbrd

While I 100% agree that this was an awful offer and I am glad it was turned down by the union, I don’t think it’s as simple as them saying “no” immediately. AR has made it very clear (i.e. during the town hall meeting) that regardless of how the company behaves, we aren’t going to get anywhere without at least attempting to build bridges with the company. Regardless of the pilot group’s incredibly strong position right now, the RLA still affords the company immense power over negotiations. It is my impression that the EXCO entertained the company’s offer in good faith, maybe even as a test, and the company yet again showed that they could not be trusted. Beyond that, the company is now trying to weaponize the fact that the union turned down their offer, which seems simply to have unified the pilot group even more. In previous posts people have used the “3D chess game” analogy with reference to the company and their tactics, and I think the union is playing along pretty well at present.

9easy

If the company is willing to throw money at the pilot group, it should be up for consideration. Southwest pilots and SWAPA took double-time for their entire schedules the last several months, and they're in contract negotiations too. The EXCO determined it was not a good deal and that's all that matters.

JediCheese

The company could have offered to make the TA they offered permanent with no sunset clause. But instead they want us this summer and then will tell us to go pound sand until they need us again next summer.

Even better, they could have added some additional language on our arbitration clauses to speed them up (negligible cost to the company yet some help with the pilot group). You know, help everyone win.

Margaritaville

Southwest are not the lowest paid 737 pilots in the country. That difference between them and us is significant.

Exactly. This is just more of the company wants us when they need us, but when we need something the answer is always no. I think everyone saw through the smoke that as soon as we pitch in and get them through the summer, they will go back to having no use for us as the annual fall pulldown gives them time to recruit, regroup, and take a victory lap for their awesome management getting through the busy season, like they do every year. In fact, the EXCO helped them last year and got nothing to show for it except some senior people made a windfall.

No more favors.

KC135

Agreed, I almost spit out my coffee when I read someone comparing WN management to G4’s. One of the 2 has done the right thing for decades, negotiates in good faith, always raises the industry bar for soft pay, work rules/days off plus they have paid out 10-15% profit sharing with margins half of ours. I know it’s not what it used to be over there but there couldn’t be two more opposite examples of management and employee trust/culture