2018 Tentative Agreement
01-29-2018, 05:49 PM
#482
Gets Weekends Off
Joined APC: Mar 2017
Posts: 367
If I came across as disrespectful in any way, I didn't mean to. As I said, these changes would be wonderful for someone in my position. By the time I can come on board, I'd be done with IOE in 2019, and throughout most of my time at Republic, it would be under the new great changes.
Also, for what it's worth, I've had nothing but pleasant experiences interacting with everyone at Republic thus far.
As I said, I just wish that sign-on bonuses were rolled into base pay. It's going to feel weird going from ~45$/hr year 1 + 15k sign-on bonus (if that stays), to 46$/hr the following year.
I suppose a fair compromise would be to allow for FO retention bonuses for all pilots on property to stay competitive with other regionals? But if that's the case, why not just raise the base pay?
I know nothing about running an airline, and granted my input is heavily tainted (for better or worse) from lurking on this forum.
Take that for what it's worth.
Last edited by blindfayth; 01-29-2018 at 06:05 PM.
01-29-2018, 07:03 PM
#483
Gets Weekends Off
Joined APC: Apr 2012
Position: Left Seat
Posts: 505
Not a troll. I'm a republic cadet. Still CFII'ing my way to 1500.
If I came across as disrespectful in any way, I didn't mean to. As I said, these changes would be wonderful for someone in my position. By the time I can come on board, I'd be done with IOE in 2019, and throughout most of my time at Republic, it would be under the new great changes.
Also, for what it's worth, I've had nothing but pleasant experiences interacting with everyone at Republic thus far.
As I said, I just wish that sign-on bonuses were rolled into base pay. It's going to feel weird going from ~45$/hr year 1 + 15k sign-on bonus (if that stays), to 46$/hr the following year.
I suppose a fair compromise would be to allow for FO retention bonuses for all pilots on property to stay competitive with other regionals? But if that's the case, why not just raise the base pay?
I know nothing about running an airline, and granted my input is heavily tainted (for better or worse) from lurking on this forum.
Take that for what it's worth.
If I came across as disrespectful in any way, I didn't mean to. As I said, these changes would be wonderful for someone in my position. By the time I can come on board, I'd be done with IOE in 2019, and throughout most of my time at Republic, it would be under the new great changes.
Also, for what it's worth, I've had nothing but pleasant experiences interacting with everyone at Republic thus far.
As I said, I just wish that sign-on bonuses were rolled into base pay. It's going to feel weird going from ~45$/hr year 1 + 15k sign-on bonus (if that stays), to 46$/hr the following year.
I suppose a fair compromise would be to allow for FO retention bonuses for all pilots on property to stay competitive with other regionals? But if that's the case, why not just raise the base pay?
I know nothing about running an airline, and granted my input is heavily tainted (for better or worse) from lurking on this forum.
Take that for what it's worth.
01-29-2018, 07:47 PM
#486
Line Holder
Joined APC: Oct 2016
Posts: 66
As a Republic Cadet, it's good news for me. However, if I was on property as an FO, i'd be less thrilled. I'm not a huge fan of sign-on bonuses. I'd much prefer to have a higher pay rate, even as an FO. I realize many would-be FOs are starving CFIs that are trying to pay down a huge amount of student loan debt, so I can see the argument for that. Still, it's not fair to those on property to front-load bonuses like that.
I prefer the way Endeavor did their retention bonuses of 20k to *everyone* on property. From the outside, it made it look like they cared equally about all of their pilots.
As someone who's still a year out from their hours target, this market is giving me a headache in deciding where to go. Things are changing so fast, I have no idea what things will look like a year from now.
I prefer the way Endeavor did their retention bonuses of 20k to *everyone* on property. From the outside, it made it look like they cared equally about all of their pilots.
As someone who's still a year out from their hours target, this market is giving me a headache in deciding where to go. Things are changing so fast, I have no idea what things will look like a year from now.
Don’t worry. It will be better in a year.
01-29-2018, 08:16 PM
#487
Gets Weekends Off
Joined APC: Aug 2014
Posts: 845
Not a troll. I'm a republic cadet. Still CFII'ing my way to 1500.
If I came across as disrespectful in any way, I didn't mean to. As I said, these changes would be wonderful for someone in my position. By the time I can come on board, I'd be done with IOE in 2019, and throughout most of my time at Republic, it would be under the new great changes.
Also, for what it's worth, I've had nothing but pleasant experiences interacting with everyone at Republic thus far.
As I said, I just wish that sign-on bonuses were rolled into base pay. It's going to feel weird going from ~45$/hr year 1 + 15k sign-on bonus (if that stays), to 46$/hr the following year.
I suppose a fair compromise would be to allow for FO retention bonuses for all pilots on property to stay competitive with other regionals? But if that's the case, why not just raise the base pay?
I know nothing about running an airline, and granted my input is heavily tainted (for better or worse) from lurking on this forum.
Take that for what it's worth.
If I came across as disrespectful in any way, I didn't mean to. As I said, these changes would be wonderful for someone in my position. By the time I can come on board, I'd be done with IOE in 2019, and throughout most of my time at Republic, it would be under the new great changes.
Also, for what it's worth, I've had nothing but pleasant experiences interacting with everyone at Republic thus far.
As I said, I just wish that sign-on bonuses were rolled into base pay. It's going to feel weird going from ~45$/hr year 1 + 15k sign-on bonus (if that stays), to 46$/hr the following year.
I suppose a fair compromise would be to allow for FO retention bonuses for all pilots on property to stay competitive with other regionals? But if that's the case, why not just raise the base pay?
I know nothing about running an airline, and granted my input is heavily tainted (for better or worse) from lurking on this forum.
Take that for what it's worth.
When it comes to airline pay scales, you have two timelines instead of just one. The first is your longevity with the company which goes off of your date of hire (DOH). The second is the contract year based off of the date of signing (or implementation) of the contract itself (DOS/ DOS+ 1/2/3/etc). To properly read it, you start at the current year for DOS and your longevity year and then move diagonally. As long as the Date of signing is not your hire date, you technically get two pay raises every year, once for your longevity at the company and the second when the yearly increase happens for the base rates of the contract.
I was a 1/17/17 hire. When I started, I came in at DOS+1 which was 40.40/hr. In Nov of '17, everyone moved to DOS+2 rates and I went to 40.82/hr all while still on first year pay. Now with this LOA passing, as of jan 1st, '18 I will be paid at 45/hr while still on first year pay. On 1/17/18, I moved into second year pay, which per this LOA is 50/hr. Had this LOA not passed, I would have moved from 40.82/hr to 42/hr for year 2 pay. (They back paid this LOA to 1/1/18, which is why I will get the new rates for January).
Come jan 1,2019, we will move to DOS+1 and I will get a dollar raise for one pay check before moving onto year 3 pay scales, which is 52.02/hr. This is assuming I'm still here lol.
01-30-2018, 01:34 AM
#488
Line Holder
Joined APC: Jan 2017
Posts: 89
Your not reading the pay scales right.
When it comes to airline pay scales, you have two timelines instead of just one. The first is your longevity with the company which goes off of your date of hire (DOH). The second is the contract year based off of the date of signing (or implementation) of the contract itself (DOS/ DOS+ 1/2/3/etc). To properly read it, you start at the current year for DOS and your longevity year and then move diagonally. As long as the Date of signing is not your hire date, you technically get two pay raises every year, once for your longevity at the company and the second when the yearly increase happens for the base rates of the contract.
I was a 1/17/17 hire. When I started, I came in at DOS+1 which was 40.40/hr. In Nov of '17, everyone moved to DOS+2 rates and I went to 40.82/hr all while still on first year pay. Now with this LOA passing, as of jan 1st, '18 I will be paid at 45/hr while still on first year pay. On 1/17/18, I moved into second year pay, which per this LOA is 50/hr. Had this LOA not passed, I would have moved from 40.82/hr to 42/hr for year 2 pay. (They back paid this LOA to 1/1/18, which is why I will get the new rates for January).
Come jan 1,2019, we will move to DOS+1 and I will get a dollar raise for one pay check before moving onto year 3 pay scales, which is 52.02/hr. This is assuming I'm still here lol.
When it comes to airline pay scales, you have two timelines instead of just one. The first is your longevity with the company which goes off of your date of hire (DOH). The second is the contract year based off of the date of signing (or implementation) of the contract itself (DOS/ DOS+ 1/2/3/etc). To properly read it, you start at the current year for DOS and your longevity year and then move diagonally. As long as the Date of signing is not your hire date, you technically get two pay raises every year, once for your longevity at the company and the second when the yearly increase happens for the base rates of the contract.
I was a 1/17/17 hire. When I started, I came in at DOS+1 which was 40.40/hr. In Nov of '17, everyone moved to DOS+2 rates and I went to 40.82/hr all while still on first year pay. Now with this LOA passing, as of jan 1st, '18 I will be paid at 45/hr while still on first year pay. On 1/17/18, I moved into second year pay, which per this LOA is 50/hr. Had this LOA not passed, I would have moved from 40.82/hr to 42/hr for year 2 pay. (They back paid this LOA to 1/1/18, which is why I will get the new rates for January).
Come jan 1,2019, we will move to DOS+1 and I will get a dollar raise for one pay check before moving onto year 3 pay scales, which is 52.02/hr. This is assuming I'm still here lol.
Either way, thank you for that explanation. We are all on the same page now
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