national mediation board
09-04-2017, 05:19 PM
#121
Gets Weekends Off
Joined APC: Nov 2015
Posts: 1,542
You know what else doesn't help anyone? Going to work for a company that you openly admit pays half the prevailing wage since at least 2013. Under cutting your ALPA brothers and sisters. You were willing to work subpar wages when you took the job and now it's all of a sudden no no?
Hey, I guess ain't nothing wrong with going to work for Norwegian either making 10K/month as an 787 CA either as long as you complain about how you should be paid more.
Hey, I guess ain't nothing wrong with going to work for Norwegian either making 10K/month as an 787 CA either as long as you complain about how you should be paid more.
Try again
09-04-2017, 05:34 PM
#123
Gets Weekends Off
Joined APC: Aug 2013
Posts: 316
I mean, is that a gross exaggeration on my part?
09-04-2017, 10:12 PM
#124
Gets Weekends Off
Joined APC: Jan 2016
Posts: 222
Instead of dragging your feet for years it would've been a lot smarter to take the 30% raise with current book and make it a three year deal with a me too clause after that point to take the average of your peers if they have increased by then.
It's far better to negotiate incremental improvements then swinging for the fences which rarely ever results in a home run if history is any indicator.
It's also beyond laughable to include legacy pay in your calculations and it will be laughed at. You'll never get released with unrealistic expectations and actually you'll play right into management hands - the longer you hold out for a home run the longer they stockpile cheddar. As for not being able to staff that is also laughable as your classes are running nonstop and are full, so clearly compensation is not an issue attracting new hires.
It's far better to negotiate incremental improvements then swinging for the fences which rarely ever results in a home run if history is any indicator.
It's also beyond laughable to include legacy pay in your calculations and it will be laughed at. You'll never get released with unrealistic expectations and actually you'll play right into management hands - the longer you hold out for a home run the longer they stockpile cheddar. As for not being able to staff that is also laughable as your classes are running nonstop and are full, so clearly compensation is not an issue attracting new hires.
I'll leave this to my Reps at the table, advised by some of the smartest minds in the game.
09-05-2017, 04:59 AM
#125
Gets Weekends Off
Joined APC: Jan 2009
Position: A320 F.O.
Posts: 176
Oh well. I view him/her as a special kind of short bus rider anyhow. Most of the posts written have "I think....." or similar, meaning it's just an opinion and not an analysis with critical thinking backing up any claims. Even DB's are entitled to their own opinions, even if they offer a conjecture devoid of facts.
09-06-2017, 11:58 AM
#126
Banned
Joined APC: May 2017
Posts: 163
How about you try again. CALs first year pay was that but look at the rest of the annual pay scals in that contract. Look at all the soft money and retirement. I love how certain folks at Spirit compare one piece of a contract and say hey we were great at one time. That place was never great and will never be great thats just the facts of being at a ULCC especially one ran by Bendo. Will you get a raise? For sure. Will it be withen 35% of a legacy pay package as a whole? Absolutely Not. Every pilot in at least the last 5 years hired at Spirit has no room to talk. They knew the pay when they were hired and how it stacked up to others flying the same routes and equipment. I agree with what the other poster said above. You guys are willing to fly the same equipment for less and have undercut the rest of the industry in the process. You are doing the same thing in many ways as Norweigan just on a domestic scale. One of the biggest reasons Spirit is able to staff is bc of their willingness to hire folks that are not competive to be hired at a major. I see a tone of 2,800-3,200 hour pilots with no turbine PIC getting hired. These youngsters are trying to jump the line instead of staying and upgrading at a regional. I know many of them and going to Spirit has become a big mistake and they will tell you that. I also know a bunch went to Spirit bc their "gremlins in the closet" wont let them get hired at a major.
09-06-2017, 12:02 PM
#127
Banned
Joined APC: May 2017
Posts: 163
09-06-2017, 12:06 PM
#128
Gets Weekends Off
Joined APC: Nov 2006
Position: A320 CA
Posts: 765
How about you try again. CALs first year pay was that but look at the rest of the annual pay scals in that contract. Look at all the soft money and retirement. I love how certain folks at Spirit compare one piece of a contract and say hey we were great at one time. That place was never great and will never be great thats just the facts of being at a ULCC especially one ran by Bendo. Will you get a raise? For sure. Will it be withen 35% of a legacy pay package as a whole? Absolutely Not. Every pilot in at least the last 5 years hired at Spirit has no room to talk. They knew the pay when they were hired and how it stacked up to others flying the same routes and equipment. I agree with what the other poster said above. You guys are willing to fly the same equipment for less and have undercut the rest of the industry in the process. You are doing the same thing in many ways as Norweigan just on a domestic scale. One of the biggest reasons Spirit is able to staff is bc of their willingness to hire folks that are not competive to be hired at a major. I see a tone of 2,800-3,200 hour pilots with no turbine PIC getting hired. These youngsters are trying to jump the line instead of staying and upgrading at a regional. I know many of them and going to Spirit has become a big mistake and they will tell you that. I also know a bunch went to Spirit bc their "gremlins in the closet" wont let them get hired at a major.
09-06-2017, 12:39 PM
#130
Gets Weekends Off
Joined APC: Aug 2015
Posts: 195
Another brand new poster who has a grand total of 13 posts comes out of the woodwork to tell us that we are undercutting the industry. Trying to manage our expectations. Thx for your input beans, but if you knew this group, you would realize that we are not undercutting the industry. We are ready to walk, if released, in order to have that industry standard that you hold as above our status. What dig do you have in the fight? Or, are you just another troll?
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