Nevjets

There is a bit of truth to that. But that's not what I was referring to in the misunderstanding. What I'm referring to is pilots' perception of a conflict of interest in ALPA representing both mainline and regional pilots. But I did concede that ALPA is far from perfect. I think that is probably true of any organization run by fallible humans. That has nothing to do with the structure of the organization though. And like I said, I feel that using the conflict of interest argument is just an excuse coming from a Skywest pilot as the IBT is just as much of a union as is ALPA. And coming from someone that is currently represented by a airline pilot organization that is directly funded by management, the epitome of conflict of interest, the whole argument is disingenuous.

Nevjets

You do understand that mainline ALPA unions are also independent of other mainline ALPA unions. Each mainline pilot group has a vested interest in THEIR employer making billions. Mainline pilot unions work against each other as much as regionals ones do. Again, this argument is just an excuse.

But getting back to your pay package, did you see the post I made earlier showing what xjt pilots have? XJT has lost money every single quarter skywest has owned them and they gave them pay raises and work rule improvements last year, given them retention and new hire bonuses, and are currently negotiating more pay raises and work rule improvements. This shows that pilots are worth more and more as time passes.

deadseal

What?.....

Squallrider

Yes mainline unions compete with each other but too a far lesser extent and you know it. Mainline pay negotiations start at who has the best and then go from there, it's also a completely different business model from fee for departure. Furthermore delta has 14000 pilots that's more than at a minimum three big regionals combined, with far fewer regionals. There's no way anyone can say unions at the regional model is anything similar to mainline, it's apples to oranges. I believe most Skywest people would have a union if they believed in what they are paying for.

They are getting those incentives rock stick around so Inc can complete contracts, shed the unprofitable ones and potentially compete for others.

I don't think Skywest is going to be able to recruit on this TA, I believe they are counting on Soft Landings 2.0 to attract people from places with high upgrades and or a flow program (I get the flow from MT that asked my opinion of flow to delta when he was on jump).

BrewCity

They're counting on the fact that ratification would allow them to change first-year pay to anything they'd like without asking permission.

RemoveB4Flight

That isn't true. Any change in pay will have to go to the pilot group for vote.

However, they will be using Soft Landing 2.0 to recruit.

DirkDiggler

I'm seeing a lot of words such as "vote" "ratification" "contract" in this thread. You guys do of course realize that by being at-will non-union employees, Skywest can just do whatever they want, just like any other employer. I know they make you feel all warm and fuzzy with have some 'policies' or 'handbook' and saying you guys get to vote, but ultimately if they want to raise first year pay to whatever amount they desire, they can do it. And there would be no legal recourse for the Skywest pilots whatsoever. It's nice to see management and the pilots play nice nice, but if that were nice relationship were to change in this shortage environment, people should be prepared for management to do whatever they desire to attract pilots. Including, flushing your 'handbook' or 'faux contract' down the toilet.

TogaParty

And then a union drive would start shortly after. There is definitely an incentive for the company to play along with giving SAPA some union type resemblance.

Bombardier Stev

The skywest agreement may actually give Skywest pilots more legal rights than the pilots of a union contract under the RLA. Under the scheme in the RLA there will be a system board of adjustment half company management and half pilots. The vote will be split and they pick a "neutral" arbitrator. The arbitrator makes money by getting picked for mediation. They often side somewhere in the middle meaning the pilot gets screwed. On the other hand a court will give the pilot what the agreement says.

Nevjets

Regional unions work the same way as well. Each, to the extent of their companies' finances allow, start at whose contract is better and go from there. It's only a couple of regionals who purposely don't try to raise the bar for fear of some unknown future consequence.

What I'm telling you is that for twenty six straight quarters xjt has lost millions, hundreds of millions on the aggregate. And yet, they gave the pilots raises and a few work rule improvements about a year ago. Just recently, they've thrown retention and new hire bonuses at the pilot group, completely free (no negotiations). And now they are negotiating to increase pay rates and improve work rules again. This is a company that has lost just as much, if not more, than Skywest has made in the last five years.

Here is the highlights of the xjt contract for you to compare to and figure out what you are worth, especially considering that you work for thee most consistently profitable regional airline, ever. If they can throw more money at the money losing company, they may be able to pay a little bitty more to the company that makes money.

Vacation Accrual Rate
• Year 1: 7 days
• Year 2-6: 14 days
• Year 7-10: 21 days
• Year 11+: 28 days
Pay is 3.75 hours per day

Sick Time Accrual Rate
5 hours per month starting from the month of ground school

401k Matching
1-4 yrs service 100% up to 4%
5-9 yrs service 100% up to 5%
10+ yrs service 100% up to 6%

Defined Contribution Plan
1-4 years 2.5%
5-9 years 4%
10-14 years 5%
15-19 years 5.5%
20+ years 6%

When combining both the match and DC Plan, total company contribution (doesn't include pilot contribution):
1-5 years 6.5%
5-9 years 9%
10-14 years 11%
15-19 years 11.5%
20+ years 12%

Health insurance premiums:
Company pays 75%
Employee pays 25%

Long Term Disability:
Monthly benefit of 55% of hourly rate times 1,026 divided by 12, paid until age 65. Company pays 65% of premiums.

On the Job Injury bank of 400 hours:
Hours in your bank are used to make up the difference between Worker's Comp insurance and minimum monthly guarantee.

Sick note policy:
Unlimited sick calls with note from doctor

Commuter policy:
Can use three times in rolling 12 months if you give yourself one flight;
Can use unlimited if you give yourself two flights

Fatigue policy
Operational - pay protected
Pilot induced - sick bank
No pay protection if you don't fill out fatigue report

Profit sharing:
6% of the net profit; and
50% of every dollar earned above $30 million annual pre-tax income

Bonuses:
2016 $1000
2017 $1500 + ($1500 for captains and $8500 for FOs)
$10k for new hires

Line building rules: maximum of 95 block hours but lines will not average more than 88 block hours.

Trading: after lines built and adjustments made for contractual, FAR, training, vacation, etc, everyday except for 4 will be set a a positive coverage of +4 for trading in the initial line improvement window. After relief and reserve lines built, bad day worse day trades allowed, including reserve days.

Reserve rules:
At least 10% of reserve lines are long call (12 hours) and the rest are short call (2 hours). Floating reserve lines are built to have an additional 2 days off.
Airport standby (4 hours) is credited at 4 hours, minimum.
Cannot assign more than 6 days of airport standby in a month.
Cannot assign airport standby on consecutive days.
Cannot assign airport standby on last day of reserve before days off.
Automatically released at block in.
Automatically released at 1700 local on last day of reserve.
No ACARS reassignment