wmupilot85

Or $38/$76 for the highest paid rate....

Grumpyaviator

There is a good chance DAL will finally reject a TA. The rates are below c2000 with $6b in profit, PS is cut in half, there is relief on wide body scope and the sick policy falls under a company medical "czar".

Grumpyaviator

This really isn't all that new, just the criteria has changed. In the past they were digging to find 2500 hour pilots, then 1500 and 1000 hour pilots, etc down to 300 hour pilots. There were always companies hanging out at other Airline's training centers offering incentives to make a lateral move. The industry had plenty of opportunities to address the situation wisely and now it's caught up with them.

This also isn't the first time airlines have been canceling flights due to staffing. Around 2006-8 we were doing the same. Again, the industry saw this situation coming for a long time.

EFBs aren't a last second rush to keep pilots. It a project that's been in the works for years, partly due to some negotiating, mostly due to milking it out so people involved can keep earning adm pay and, not to mention the dragged-out FAA approval.

But the fact is, efbs and a potential bone from Delta won't keep pilots here, even a dream contract won't retain enough pilots to fill the future staffing needs. Most of us want to move up and on and nothing will change that.

wmupilot85

The company knows that, and isn't about retention of senior people; its about attracting new talent and keeping them on the books for a few years.

Grumpyaviator

Dual-qual with DAL -900 rates with under-rides for the -700 and -200. That way the company gets dual-qual and lower rates for fewer seats and we get the higher rate for sick/vaca/training.

Grumpyaviator

New talent is smart. They're not coming to an airline with 8 year upgrades, a history of closing bases and a shrinking fleet. Regionals are a stepping stone and they're going to the ones with the quickest opportunities to move up and on. I came to this stepping stone 15 years ago and am finally close to leaving as well as many others, because of various economic and industry delays. The company has a two-fold problem; attract new pilots and stop the bleeding. I don't think it has the resources available to do either, because EFBs, TRYD propaganda and anything it's willing to offer isnt enough for pilots to give up their dreams of a major.

On a side note, prepping us to keep our expectations low with the new JCBA and telling us we need to be competitive (read give concessions while having a better contract that the other regionals) shows the company is mis-guided concerning our priorities, aspirations and needs. As a result, no one will be swayed to stay or come here that isn't already committed. And the company will have to resolve itself to death by staffing.

I'd like to see it survive whether I'm here or not; it's a great place to work, but the industry has sustained itself by attracting and turning over pilots. Now they need retention but they don't have the ability to match the career aspirations of the majors.

deltajuliet

I should have considered that this is an XJT thread, but 76 is the new 50. Maybe make that the lower limit. And like I said, 1st year. Anyway, it's just the basic idea, tweak it as needed.

PeezDog

Agree 100%. They have never been that open about what is happening with negotiations or what goes on over there daily. I thought that Tony said he was going to be more open about communication? Nothing has changed there. If farting out email out a few times a month or less is they're idea of better communication, then they've a different definition of what communication is then I do. I will say though that anytime I have called Tony or my reps with a question or concerns, they've always been more then happy to talk to me. I just feel like it's a mysterious place over there, and I don't like that.

Opelmanta

This is exactly what they are doing. My bet is most of the guys know exactly what is in that crap, they won't let it out in fear of what happened last vote go around. I remember the guys in the ATL crew lounge selling that hunk of junk, same folks doing the new contract. Rinse and repeat. This time this booger is going to stick no matter how crummy this contract is. He Tony why step down? You going to write books or just take some time to reflect? Looks like they wanted you out to not spill any beans.

wmupilot85

I tend to disagree....but also agree as well. Yes, no one wants to come here due to the upgrade time, but having no PIC time doesn't mean not moving on. I just saw a 6 yr DTW FO who had his last day 2 days ago, and it moving onto Delta Air Lines.

I'm just being hypothetical here now, but lets say that we can show Delta and United that we can staff additional flying, while providing a great, reliable service. Lets just say that we get those additional 25 CRJ-900's that Delta still has yet to award. Lets also assume that we can get a contract, that has higher pay, better work rules, and over all better compensation than what we have now. Those 25 planes equates to an additional assumption of 125-130 captains. With this years attrition, that drops upgrade time down to maybe 3-4 years instead of 8 years.

So we get additional flying, which brings upgrade time down, and an industry leading contract, and then we're able to attract new hires who will stay for a few years instead of leaving right away. The pilots, and the company both know that the current method isn't working - because we're not attracting many new hires. We will have a few people on here that will say it will NEVER happen, as in a better contract, and additional flying, and a lower upgrade time, but that's also part of the problem. The negativity doesn't attract new hires, thus making our companies situation much more grim than it could be. ****ed because you can't upgrade because there are no FO's to back fill? Why not try to get pilots to come here, to create more movement, and thus move you up in the sonority list.