Spirit vs big 3
01-08-2023, 01:36 PM
#31
Gets Weekends Off
Joined APC: Sep 2022
Posts: 393
I think a first year FO could clear 150k if they bust their ass at the big 3. Not to mention better retirement benefits and profit sharing. I met a delta guy while jumpseating who was a second year and going to clear 200k with the profit sharing.
01-08-2023, 01:40 PM
#32
Gets Weekends Off
Joined APC: Nov 2017
Posts: 2,356
To clarify, the hourly rate is lacking, but doesn’t paint the whole picture. The W2s tell a different story. We’re not thaaat far behind. Still, work needs to be done for sure.
01-08-2023, 01:50 PM
#33
Gets Weekends Off
Joined APC: Apr 2018
Posts: 417
Looking at some of the numbers, it seems that legacy pilots work a bit harder than ULCC/LCC pilots. I know it has to do with pairing construction and such. I wonder the same thing, but legacies have a different operational philosophy than ULCC/LCCs.
To clarify, the hourly rate is lacking, but doesn’t paint the whole picture. The W2s tell a different story. We’re not thaaat far behind. Still, work needs to be done for sure.
To clarify, the hourly rate is lacking, but doesn’t paint the whole picture. The W2s tell a different story. We’re not thaaat far behind. Still, work needs to be done for sure.
01-08-2023, 02:28 PM
#34
Gets Weekends Off
Joined APC: Sep 2022
Posts: 393
Per hour if they’re making more they are either working less or their take homes are better year to year comparison. Then add in they get an additional 1-2% more in retirement and sizable bonus from profit sharing. I don’t see how just from a money perspective we compare. Just from some quick laying on the couch math I see any given person taking home 30-50k more per year same seniority seat and type.
01-08-2023, 03:07 PM
#35
Gets Weekends Off
Joined APC: Dec 2022
Posts: 896
Looking at some of the numbers, it seems that legacy pilots work a bit harder than ULCC/LCC pilots. I know it has to do with pairing construction and such. I wonder the same thing, but legacies have a different operational philosophy than ULCC/LCCs.
To clarify, the hourly rate is lacking, but doesn’t paint the whole picture. The W2s tell a different story. We’re not thaaat far behind. Still, work needs to be done for sure.
To clarify, the hourly rate is lacking, but doesn’t paint the whole picture. The W2s tell a different story. We’re not thaaat far behind. Still, work needs to be done for sure.
01-09-2023, 07:11 AM
#37
Line Holder
Joined APC: Nov 2021
Posts: 75
Well getting back on the topic of this thread.
Spirit vs……..
From my perspective, the one thing NK has going for it is QOL. It’s unique to NK. It all depends on your lifestyle and your commitment to your employer. At the moment, under our current work rules and compared to several other better paying airlines, a relatively junior pilot can enjoy the flexibility of how easy it is to modify your schedule to meet your personal life needs.
Long story short, if you’re like me and you don’t like the idea of being owned by your employer NK allows this at a much earlier point in seniority vs the big 3.
Of course the big 3 will compensate you far better for your sacrifice and commitment to the company. But you have less of a choice there. They need you to work and the contract allows them to enforce it more than a place like NK.
As a very junior guy, I barely fly (don’t get paid much either) and enjoy running my Family business with little to no compromise from my flight schedule.
From my understanding of talking to other friends that are at the big 3, it’s not quite as easy to have that lifestyle. It’s all in what you prefer.
Spirit vs……..
From my perspective, the one thing NK has going for it is QOL. It’s unique to NK. It all depends on your lifestyle and your commitment to your employer. At the moment, under our current work rules and compared to several other better paying airlines, a relatively junior pilot can enjoy the flexibility of how easy it is to modify your schedule to meet your personal life needs.
Long story short, if you’re like me and you don’t like the idea of being owned by your employer NK allows this at a much earlier point in seniority vs the big 3.
Of course the big 3 will compensate you far better for your sacrifice and commitment to the company. But you have less of a choice there. They need you to work and the contract allows them to enforce it more than a place like NK.
As a very junior guy, I barely fly (don’t get paid much either) and enjoy running my Family business with little to no compromise from my flight schedule.
From my understanding of talking to other friends that are at the big 3, it’s not quite as easy to have that lifestyle. It’s all in what you prefer.
01-09-2023, 08:01 AM
#38
Gets Weekends Off
Joined APC: Dec 2022
Posts: 896
Like Elon said, “go pretend to work somewhere else”
That said your seniority will move faster at a legacy allowing a quicker ROI on that seniority. After the merger seniority will move much slower unless JetBlue has huge growth plans post merger.
That said your seniority will move faster at a legacy allowing a quicker ROI on that seniority. After the merger seniority will move much slower unless JetBlue has huge growth plans post merger.
01-09-2023, 08:04 AM
#39
Gets Weekends Off
Joined APC: Sep 2022
Posts: 393
Upgrade times are likely to match southwest at upwards of 8-10 years or more post merger.
01-09-2023, 08:17 AM
#40
The REAL Bluedriver
Joined APC: Sep 2011
Position: Airbus Capt
Posts: 6,920
I think this is going to prove to be inaccurate. Upgrade at Blue is around the same as Spirit. Add the two companies together, you also add the two order books together, some additional staffing required for JCBA rules, staffing for transatlantic ops, and I don't see why the upgrade time changes dramatically from current. If both companies have 3 year upgrades separately, no reason putting them together suddenly means 8-10 year upgrades.
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