US Airways Calls
06-06-2014, 05:47 AM
#4151
Line Holder
Joined APC: Oct 2011
Position: A320 FO
Posts: 73
Agreed,
It definitely would have been a factor for me. If I'd had multiple offers, it would have weighed heavily. Yes, Delta doesn't pay for your hotel, and some others don't pay 85 hours a month and per diem in training like Airways, but that is more than made up for by the 60% higher pay the over the first year. And right now second and third etc beat us as well.
It definitely would have been a factor for me. If I'd had multiple offers, it would have weighed heavily. Yes, Delta doesn't pay for your hotel, and some others don't pay 85 hours a month and per diem in training like Airways, but that is more than made up for by the 60% higher pay the over the first year. And right now second and third etc beat us as well.
06-06-2014, 06:03 AM
#4152
Gets Weekends Off
Joined APC: Jul 2008
Position: B767
Posts: 814
First year pay would have been the lowest thing on my list of this to look at. I looked at the next 29 years here not the first one. If first year pay drives you to another airline you could be making a huge mistake. Were else can you hold group 4 aircraft in less than two years. If hired today and this holds you will be making 154 an hour third year. At delta if you are stuck on the 717 up to the 767 you would make between 110 to 126. Movement can more than makeup for lower first year pay.
06-06-2014, 06:14 AM
#4153
Gets Weekends Off
Joined APC: Jun 2008
Position: CA
Posts: 483
Reasonable? You think all the guys at APA and USAPA that lost untold millions over the years are going to use a part of the allotted amount to attract higher quality new hires!? I too can hope for the best but I'm guessing the same group that wants to do away with the best jump seat policy in the industry doesn't give two sh!ts about new hire starting pay! Say it ain't so!
06-06-2014, 06:37 AM
#4154
Gets Weekends Off
Joined APC: Oct 2011
Posts: 201
Reasonable? You think all the guys at APA and USAPA that lost untold millions over the years are going to use a part of the allotted amount to attract higher quality new hires!? I too can hope for the best but I'm guessing the same group that wants to do away with the best jump seat policy in the industry doesn't give two sh!ts about new hire starting pay! Say it ain't so!
Remember those of us hired recently will be the future Captains flying with the new hires in the coming years.
06-06-2014, 05:55 PM
#4158
Gets Weekends Off
Joined APC: Nov 2005
Posts: 1,425
First year pay at UPS is $25 IIRC, wonder if they are having trouble finding qualified candidates
IMO, but use the $$ spent on raises for QOL improvements and work rule improvements in future contracts/negotiations. My commuter had way more soft time credit than this contract has IMO. The reserve rules were implemented at AA apparently but not US?!? It's fun to get a hard-on saying stuff like "I make $xxx per hour" but in reality you are making under half of that and even worse if stuff cancels.
Personally I'd prefer a contract/place of work that allows you the ability to make a comfortable living maximizing days off and if you want to make more, let's get 150% open time pay.
IMO, but use the $$ spent on raises for QOL improvements and work rule improvements in future contracts/negotiations. My commuter had way more soft time credit than this contract has IMO. The reserve rules were implemented at AA apparently but not US?!? It's fun to get a hard-on saying stuff like "I make $xxx per hour" but in reality you are making under half of that and even worse if stuff cancels.
Personally I'd prefer a contract/place of work that allows you the ability to make a comfortable living maximizing days off and if you want to make more, let's get 150% open time pay.
06-07-2014, 01:50 PM
#4159
Banned
Joined APC: Apr 2008
Posts: 3,240
First year pay at UPS is $25 IIRC, wonder if they are having trouble finding qualified candidates
IMO, but use the $$ spent on raises for QOL improvements and work rule improvements in future contracts/negotiations. My commuter had way more soft time credit than this contract has IMO. The reserve rules were implemented at AA apparently but not US?!? It's fun to get a hard-on saying stuff like "I make $xxx per hour" but in reality you are making under half of that and even worse if stuff cancels.
Personally I'd prefer a contract/place of work that allows you the ability to make a comfortable living maximizing days off and if you want to make more, let's get 150% open time pay.
IMO, but use the $$ spent on raises for QOL improvements and work rule improvements in future contracts/negotiations. My commuter had way more soft time credit than this contract has IMO. The reserve rules were implemented at AA apparently but not US?!? It's fun to get a hard-on saying stuff like "I make $xxx per hour" but in reality you are making under half of that and even worse if stuff cancels.
Personally I'd prefer a contract/place of work that allows you the ability to make a comfortable living maximizing days off and if you want to make more, let's get 150% open time pay.
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