Life at Spirit
01-17-2022, 04:55 PM
#492
Gets Weekends Off
Joined APC: Jun 2019
Posts: 1,279
And why wouldn't they? Nobody starts this career saying, "oh I want to work for a ULCC, it's my DREAM"! To deny it is just ridiculous.
We all want to work for the best, but sometimes, often, "life" happens. Enjoy what you get stuck with, make the most of it and encourage others when they have opportunities to be better than you. Life is too short.
**I hope you all are ready to fight. Those of us stuck here will not only be fighting the company, but also those in our union trying to negotiate like it's 2001. We need some more new blood in our union leadership.
We all want to work for the best, but sometimes, often, "life" happens. Enjoy what you get stuck with, make the most of it and encourage others when they have opportunities to be better than you. Life is too short.
**I hope you all are ready to fight. Those of us stuck here will not only be fighting the company, but also those in our union trying to negotiate like it's 2001. We need some more new blood in our union leadership.
im here for the long haul and ready to fight.
Voted XJT “no” in 2014
01-17-2022, 05:10 PM
#493
Gets Weekends Off
Joined APC: Jan 2018
Posts: 1,796
I can see a scenario where they wait too long and the problem is not recoverable, but I view that as an outlier on the opposite end of the spectrum from an MOU increasing everyone’s pay $50 an hour. While it is a concern I suspect they will wait to see where the legacies set the new bar, and then bargain with that knowledge and some cost benefit analysis with junior pilot turnover in mind.
It’s going to get ugly, wild and interesting. And probably drive some decision making by C suites that not many see coming.
01-17-2022, 05:32 PM
#494
Perennial Reserve
Joined APC: Jan 2018
Posts: 12,203
They enjoy their paychecks too. And will endeavor to keep collecting them.
I can see a scenario where they wait too long and the problem is not recoverable, but I view that as an outlier on the opposite end of the spectrum from an MOU increasing everyone’s pay $50 an hour. While it is a concern I suspect they will wait to see where the legacies set the new bar, and then bargain with that knowledge and some cost benefit analysis with junior pilot turnover in mind.
It’s going to get ugly, wild and interesting. And probably drive some decision making by C suites that not many see coming.
I can see a scenario where they wait too long and the problem is not recoverable, but I view that as an outlier on the opposite end of the spectrum from an MOU increasing everyone’s pay $50 an hour. While it is a concern I suspect they will wait to see where the legacies set the new bar, and then bargain with that knowledge and some cost benefit analysis with junior pilot turnover in mind.
It’s going to get ugly, wild and interesting. And probably drive some decision making by C suites that not many see coming.
01-17-2022, 06:44 PM
#496
Gets Weekends Off
Joined APC: Feb 2011
Posts: 657
I’m tempted to apply myself, but don’t want to be in my 50’s before I break even, and with my luck there’d be a considerable economic correction just as I joined the bottom of someone list.
I only hope that the wild pilot market benefits us at the negotiating table, and that we find ways to take advantage of the regionals slowly cutting service to places as they fight their own staffing wars.
01-17-2022, 08:02 PM
#499
Line holder
Joined APC: Nov 2013
Position: On the bus,seat 0A
Posts: 3,345
01-17-2022, 08:27 PM
#500
Gets Weekends Off
Joined APC: Oct 2018
Posts: 300
Supply and Demand. The aircraft deliveries with continue and when they can’t find guys to fill the seats, or operation begins to get affected, they’ll take a page from the Sun Country or Atlas CBA. *no one pays more because they are nice*
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