Life at Spirit
01-29-2022, 07:55 AM
#621
Banned
Joined APC: Jul 2021
Posts: 551
I don’t think anyone disagrees this is a gaping hole in quality of life that needs to be remedied.
The point of contention is whether the pilot group should use its negotiating capital to improve it, or if the company should voluntarily take action since recruitment is vital to growth and expansion.
But I agree with you that this is far more difficult important than the vesting issue
01-29-2022, 08:07 AM
#622
Line holder
Joined APC: Nov 2013
Position: On the bus,seat 0A
Posts: 3,345
This is a well hashed out argument spanning dozens of pages on other threads.
I don’t think anyone disagrees this is a gaping hole in quality of life that needs to be remedied.
The point of contention is whether the pilot group should use its negotiating capital to improve it, or if the company should voluntarily take action since recruitment is vital to growth and expansion.
But I agree with you that this is far more difficult important than the vesting issue
I don’t think anyone disagrees this is a gaping hole in quality of life that needs to be remedied.
The point of contention is whether the pilot group should use its negotiating capital to improve it, or if the company should voluntarily take action since recruitment is vital to growth and expansion.
But I agree with you that this is far more difficult important than the vesting issue
That said, I personally don't think it matters who takes the initiative. If you look at our earnings releases, under operating expenses there is no line for recruiting cost, just a line for salaries wages and benefits. Anything we get, first year, or top of the scale is in there, and for the company to keep the investors happy, that number will be kept as low as possible. If the company decides to raise first year pay and do away with training pay, they will definitely try to make up for it in the rest of the pilot cost.
01-29-2022, 08:08 AM
#623
Gets Weekends Off
Joined APC: Jun 2019
Posts: 1,279
This is a well hashed out argument spanning dozens of pages on other threads.
I don’t think anyone disagrees this is a gaping hole in quality of life that needs to be remedied.
The point of contention is whether the pilot group should use its negotiating capital to improve it, or if the company should voluntarily take action since recruitment is vital to growth and expansion.
But I agree with you that this is far more difficult important than the vesting issue
I don’t think anyone disagrees this is a gaping hole in quality of life that needs to be remedied.
The point of contention is whether the pilot group should use its negotiating capital to improve it, or if the company should voluntarily take action since recruitment is vital to growth and expansion.
But I agree with you that this is far more difficult important than the vesting issue
01-29-2022, 08:20 AM
#624
Perennial Reserve
Joined APC: Jan 2018
Posts: 12,203
I pretty much agree with Symbian Simian. Pretending there are two pots of money, one for pilot pay and a totally different one for first year pilot pay is - at best - disingenuous. The money is fungible and the union’s job is to get QOL and pay for ALL the pilots.
ALPA needs to do better by the first year guys. So does management.
ALPA needs to do better by the first year guys. So does management.
01-29-2022, 08:42 AM
#626
Banned
Joined APC: Jul 2021
Posts: 551
I pretty much agree with Symbian Simian. Pretending there are two pots of money, one for pilot pay and a totally different one for first year pilot pay is - at best - disingenuous. The money is fungible and the union’s job is to get QOL and pay for ALL the pilots.
ALPA needs to do better by the first year guys. So does management.
ALPA needs to do better by the first year guys. So does management.
As I stated, we all agree the end result is the same, and will present many interesting topics for upcoming negotiations.
01-29-2022, 12:26 PM
#628
Gets Weekends Off
Joined APC: Nov 2015
Posts: 211
Take vacation if you have it that extends into your start date at a new carrier, then give your two weeks notice while still on your previous company’s benefits. You may just end up not being covered for a few weeks and you can possibly get a catastrophic policy if they have those anymore with the ACA.
01-29-2022, 01:24 PM
#629
Gets Weekends Off
Joined APC: Sep 2020
Posts: 407
I do believe, unless it has changed due to ACA, if you previously had insurance at say your regional or corporate job, once your former employer sends you the COBRA election paperwork, you then have 60 days to respond. if something happens between now and then, the coverage should be retroactive, you just need to pay the COBRA fees for that time. So at least that gives you 60 days of coverage. So basically you get 60 days for free if nothing happens.
Take vacation if you have it that extends into your start date at a new carrier, then give your two weeks notice while still on your previous company’s benefits. You may just end up not being covered for a few weeks and you can possibly get a catastrophic policy if they have those anymore with the ACA.
Take vacation if you have it that extends into your start date at a new carrier, then give your two weeks notice while still on your previous company’s benefits. You may just end up not being covered for a few weeks and you can possibly get a catastrophic policy if they have those anymore with the ACA.
01-29-2022, 01:32 PM
#630
Gets Weekends Off
Joined APC: Nov 2015
Posts: 211
Let me guess, Delta FO, or maybe failed NK new hire training and have a vendetta?
Last edited by Mtnbikemike; 01-29-2022 at 01:47 PM.
Thread
Thread Starter
Forum
Replies
Last Post
downinthegroove
Regional
2
06-03-2008 05:55 PM
