stillcantfly

We should not be required to sit rsv for other airlines we don't work for other said airlines.....if I wanted to work there I would have applied there...nice devils advocate though.... I am also not saying this place sucks. I actually enjoy working here and have for the last 8.5 years! But doesn't mean we shouldn't have better rsv rules or we should have our guys sitting rsv for other company's!

Mesabah

That's just the hourly rates, that doesn't factor in the increased retirement compensation, work rules, and further benefits. I sat down one day, and figured out mainline is approx 2.5-3.5 times the pay depending on where you sit just with their 900 pay. It balloons up to 6 times the pay when you reach the widebodies.

Mesabah

Yes, that is the worst part about it, you look on the reserve list, and see you will have the day off, then bam, a Skywest sick call, and you're flying.

WMUFlyboy1

Not disagreeing that it would be nice to see pay raises but you also have to think about long term viability. If we substantially increase our costs why would they send us airplanes if Skywest can do it at half price? We can't totally price ourselves into extinction.

Now in a few years if the pilot shortage is really starting to hurt then it won't matter.

KSCessnaDriver

It's a trade off between cost and value returned honestly. If we're going to cost more, we have to have a substantially better product than any other regional provides, and it appears we do that in NYC.

Mesabah

Endeavor is basically in house flying, and Delta has full control over everything. Delta is a bit particular about their image.

higney85

Mesabah is right, love the avatar btw. DL knows how this game works and is covering the bases with the small payroll cost. Is it right? Doesn't matter. DL is an airline and a bigger business. It makes sense, proven by performance, so they can and will do what is needed to ensure the product label. As a shareholder, it makes complete sense, as a passenger, it would show commitment (if they knew), as an employee, it can be frustrating but is at least understood. For another DCI, it's only an expense that may or may not be covered in the ASA/CPA agreement.

Until you look at the "big picture" nothing makes sense. DL owns endeavor and it's a very cheap insurance policy to cover anything falling through the cracks... in that scenario there will always be some who feel screwed, but that's business. DL is in the game to make money. As soon as that is forgotten everything will collapse on all 3 levels (business, shareholder, employee).

The only saving grace is movement, which has been happening rather quickly. A guy I trained earlier this year is bidding #1 in a NY base. That used to be many years on the job and I guarantee he isn't complaining, other than the fact that upgrade is still "just a couple" months away. Take a step back and look at the big picture. Our contract could be amazing for QOL on reserve, and all aspects of the seniority range, but it would take out the last minute coverage of a number of issues impacting DL's performance. We are the end options if/when things go south. Cheap to insure.

I could say "pay your dues" but someone will always be able to claim a hardship... and here we are full circle. I can affirmatively say that it could always be worse.

jethikoki

But not to particular to honor agreements, have integrity, allow a flow or staple. I am sure all the SSP rejects were all imbeciles not worthy to be working at DAL or any airline.

madeinUSA

They want full control of who they hire. End of story. If you are waiting for a flow then you are wasting your career. If anything go to Spirit, JB, Allegiant etc, you'll have a better shot at a Legacy and if you get stuck, at least you aren't flying an RJ complaining on a forum at 50+ years old about regional reserve rules and crap contracts not being upheld.

jethikoki

Go ahead fire away. Everything you said is correct according to mainline and or management. System is broken for regionals and regardless of how offended or wrong don't complain just move on and accept in equities. This way the system will never change and the next time a management moves in on another regional and scr**s everyone it's all OK as long as it never happens at or to any mainline pilots. I doubt they had full control over NWA pilots because of ALPA's merger policy. Thanks for your sound quality advice.