CincoDeMayo

So many special cases here.

$95/hr first year, people on here saying “that won’t help attrition, they are screwed”

So the company has the ability to raise first year to $137/hr, and people are flipping out, calling it a “concession”

But… if the company negotiated $137 flat for first year pay during these talks, people would be saying “ok, that might help attrition,” and suddenly it’s not a concession but a gain for first year pilots.

Most of you just get lost in your own logic.

Tx Paratroopr

I find it funny you assumed I was senior. I actually fall into the group that gains the largest raise by percent. So by wanting and advocating for people to vote no I'm fight against my best short term interest. As someone who wants to spend the rest of their career here I can regonize by making a short sacrifice we can gain much more long term and I personally would take take the hit for the long game.

Window_Seat

Thanks. Now you can respond to the content.

(Or just ignore it and continue to be the bottom feeders and discounted laber that you are).

Avro85

It's always been that way up until the last ten years or so.

UPS, I don't believe, ever had an issue with FO's leaving after 9 months because first year was $29. They were committed to being in for the long haul and enjoying the 12 year rate for every year. Kids these days want it all up front for one year and then have a diluted next 25. The times we live in.

Edit.....what TX said above.

dualinput

I say we send it back and have them come back with something better which I suspect would be within a month of the no vote.

The entire industry changed while this was being negotiated. United had a mutiny, AA sent back an AIP that never even went to a vote and was higher than this, Alaska signed a deal with legacy parity snap up. Delta has an AIP that blows everyone away. JetBlue on the cusp of a deal that will blow us away I suspect. Southwest is a wild card. Frontier won’t have a contract for years bc the company raised first year on its own, added bonuses and is implementing cadet programs modeled after their other portfolio airlines.

Things change and so should our expectations. This isn’t going to be some long drawn out process like usual. Spirit needs this so much more than we do or they wouldn’t offer anything. They are just trying to see what they can get away with.

Lakeaffect

If we are gonna have the highest first year pay in the industry, then I want to have the highest top year pay too.

Give spirit the ability to slide 1st year pay, but make it slide everyone else too.

Tranquility

So you prefer to give the company options for compensation to address their staffing issues…. That’s fine. I, personally, don’t want to give the company anything.

CincoDeMayo

Haha. You said “laber,” after responding to a post where you said “payed,” while trying to distinguish yourself as superior to “discounted laber”

onedolla

Since you talk like the smartest one in the room, would a 100%+ (straight to 137) raise for one group have gone over as well as the 52% they got in this? It seems like that might have been harder to swing which is why it ended up being a 2 step deal to get the pay up.

Tx Paratroopr

What part of once we give them the ability to freely raise first year rates if this ta goes through aren't you getting? Maybe several of us are interpreting the TA wrong but the way it reads is If the TA passes they can just raise first year pay as needed without giving anyone else a pay raise. They could turn around in two months and the company could raise only first year to $110 and everyone else gets nothing.