Skywest as first regional choice
04-27-2018, 01:43 AM
#72
Gets Weekends Off
Joined APC: Jul 2016
Position: FO
Posts: 793
As the only non-union carrier (major carrier, +$1bil rev) remaining. A premium was on OO for better QOL and Pay etc.
I think you guys will get your pay & QOL. Ignore & latch out against those who are negotiation against you in public. You all achieve gains, if not mainline carriers should expect SkyWest pilot Group to vote in ALPA. They don’t want that.
Your group is the whipsaw for the entire FFD industry. They don’t want you to unionize.
04-27-2018, 09:22 AM
#73
Gets Weekends Off
Joined APC: May 2015
Posts: 229
Skywest: FO 37, 39, 41, Ca 63, 66, 69
Horizon: FO 40, 46, 47, Ca 70, 72, 74
Compass : FO 41, 42, 45, Ca 73, 76, 78
Endeavor FO 50, 56, 60, Ca 84, 86, 88
Envoy. FO 38, 40, 41, Ca 65, 67, 69
Republic FO. 45, 50, 51. Ca. 77, 79, 81
And these don't count retention bonuses
Horizon: FO 40, 46, 47, Ca 70, 72, 74
Compass : FO 41, 42, 45, Ca 73, 76, 78
Endeavor FO 50, 56, 60, Ca 84, 86, 88
Envoy. FO 38, 40, 41, Ca 65, 67, 69
Republic FO. 45, 50, 51. Ca. 77, 79, 81
And these don't count retention bonuses
Let's not leave out our friends at Mesa
Mesa : FO 36, 38, 38 CA 62, 64, 65
Things could be worse.
The above scales don't include retention bonuses and things like that, but the OO scales don't include pilot profit sharing, soft landings (for those with previous 121 time), or the type rating bonus. I'm not trying to come to the "rescue" of the company, but if we are going to talk about total compensation, it needs to be across the board, not total comp for the other carriers and flat scales for OO. I have only been here a few years, but all in all my life has been pretty decent here compared to my last carrier. Do I wish I made more, sure, who doesn't? As I said before, things could be worse.
04-27-2018, 10:25 AM
#74
Banned
Joined APC: Apr 2010
Posts: 802
Let's not leave out our friends at Mesa
Mesa : FO 36, 38, 38 CA 62, 64, 65
Things could be worse.
I have only been here a few years, but all in all my life has been pretty decent here compared to my last carrier. Do I wish I made more, sure, who doesn't? As I said before, things could be worse.
Mesa : FO 36, 38, 38 CA 62, 64, 65
Things could be worse.
I have only been here a few years, but all in all my life has been pretty decent here compared to my last carrier. Do I wish I made more, sure, who doesn't? As I said before, things could be worse.
I've been here many years, and things are getting worse. It never ceases to amaze me at the efforts management makes to "CHIP AWAY" at employee compensation and QOL in maximizing profit. It's like a drug to them, and when management has their compensation packages tied to corporate profits it's no wonder because it's an easy target. Victim: Pilots.
An example is the announcement to stop CRJ flying at the SEA domicile. The company is not calling it a closure, they are calling it a reduction. They have told all the CRJ crews they have to bid around the system to find a position. If they can't hold SEA as a 175 pilot, well they get to move or commute, but there will be NO relocation pay. Nice!
Death by a thousand cuts!
04-27-2018, 12:04 PM
#75
Perennial Reserve
Joined APC: Jan 2018
Posts: 12,203
$50,000 bonus with $22,500 paid out at the completion of IOE and $20,000 paid at the end of year three if a pilot has not upgraded to captain. Additional $2,500 sign on bonus for CL-65 rated pilots who choose the CRJ. $5,000 additional for pilots who are type rated on the CRJ, E175 or E145 and have a minimum of 500 hours of part 121 flying in type.
Seriously, it costs your junior people virtually nothing to jump ship for bonuses, even at Mesa. So what if they lose nine months seniority, if they go to a place they can upgrade to Captain and get that TPIC sooner? They are going to lose that seniority when they go to a major anyway.
04-27-2018, 01:06 PM
#77
Perennial Reserve
Joined APC: Jan 2018
Posts: 12,203
I suppose you feel their flow program really sucks too.
And yeah, if you are a lifer I could see you turning down that upgrade until you could hold it in your base, but if you are just looking for 1000 TPIC?
Last edited by Excargodog; 04-27-2018 at 01:31 PM.
04-27-2018, 01:46 PM
#79
Perennial Reserve
Joined APC: Jan 2018
Posts: 12,203
I agree with what you have said, but.......
An example is the announcement to stop CRJ flying at the SEA domicile. The company is not calling it a closure, they are calling it a reduction. They have told all the CRJ crews they have to bid around the system to find a position. If they can't hold SEA as a 175 pilot, well they get to move or commute, but there will be NO relocation pay. Nice!
Death by a thousand cuts!
An example is the announcement to stop CRJ flying at the SEA domicile. The company is not calling it a closure, they are calling it a reduction. They have told all the CRJ crews they have to bid around the system to find a position. If they can't hold SEA as a 175 pilot, well they get to move or commute, but there will be NO relocation pay. Nice!
Death by a thousand cuts!
So many of the policies of the company seem so chintzy. It ought to embarrass the management and employees alike. Examples:
Double occupancy while in training
$37.23/hr with 65hr guarantee in Training
On CRJ fleet, all soft time (vacation, sick, deadhead, min day credit, training, etc) are paid at CBR (CRJ Base Rate, aka. CRJ 200).
04-27-2018, 01:51 PM
#80
Gets Weekends Off
Joined APC: Oct 2015
Posts: 472
So many of the policies of the company seem so chintzy. It ought to embarrass the management and employees alike. Examples:
Double occupancy while in training
$37.23/hr with 65hr guarantee in Training
On CRJ fleet, all soft time (vacation, sick, deadhead, min day credit, training, etc) are paid at CBR (CRJ Base Rate, aka. CRJ 200).
Double occupancy while in training
$37.23/hr with 65hr guarantee in Training
On CRJ fleet, all soft time (vacation, sick, deadhead, min day credit, training, etc) are paid at CBR (CRJ Base Rate, aka. CRJ 200).
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