What’s the latest?
10-17-2021, 03:19 AM
#274
Gets Weekends Off
Joined APC: Jul 2021
Posts: 156
10-17-2021, 06:35 AM
#275
On Reserve
Joined APC: Aug 2018
Posts: 18
The current trend will lead to some of the new aircraft being delivered to be used as mobile billboards rather than traditionally used aircraft. The exit wave hasn’t peaked yet, it’s just beginning. The company proposal is too little too late, morale is gone and apps are out. A skinny deal with industry lacking sections won’t make sunny a career airline, which ultimately won’t lead people to passing on their interviews / class dates at career airlines. Everyone still onboard is in a tough spot because unless the deal is good enough to actually attract people (realistically better than industry standard, not industry standard) it’s just kicking the can down the road. It’s not like there’s an end to the hiring waves at career airlines on the horizon. With the pace of the actual negotiations that have occurred it’s pretty apparent that doing a full deal will take a significant amount of time and during that time net growth will be near zero to negative. When you weigh the options for most of the list staying at sunny is a poor choice. How would they possibly attract and retain enough pilots to even meet their growth target over the next 16 months? An allegiant/spirit/frontier contract probably won’t do that with the hiring going on at legacies.
10-17-2021, 07:00 AM
#276
Gets Weekends Off
Joined APC: Jul 2021
Posts: 156
481 with significant targeted net growth needed for A/C deliveries on the way. I believe the plan was roughly ~15-20 a month going forward compared to the actual growth on the last monthly award of 2 pilots due to resignations and new hire no shows.
The current trend will lead to some of the new aircraft being delivered to be used as mobile billboards rather than traditionally used aircraft. The exit wave hasn’t peaked yet, it’s just beginning. The company proposal is too little too late, morale is gone and apps are out. A skinny deal with industry lacking sections won’t make sunny a career airline, which ultimately won’t lead people to passing on their interviews / class dates at career airlines. Everyone still onboard is in a tough spot because unless the deal is good enough to actually attract people (realistically better than industry standard, not industry standard) it’s just kicking the can down the road. It’s not like there’s an end to the hiring waves at career airlines on the horizon. With the pace of the actual negotiations that have occurred it’s pretty apparent that doing a full deal will take a significant amount of time and during that time net growth will be near zero to negative. When you weigh the options for most of the list staying at sunny is a poor choice. How would they possibly attract and retain enough pilots to even meet their growth target over the next 16 months? An allegiant/spirit/frontier contract probably won’t do that with the hiring going on at legacies.
The current trend will lead to some of the new aircraft being delivered to be used as mobile billboards rather than traditionally used aircraft. The exit wave hasn’t peaked yet, it’s just beginning. The company proposal is too little too late, morale is gone and apps are out. A skinny deal with industry lacking sections won’t make sunny a career airline, which ultimately won’t lead people to passing on their interviews / class dates at career airlines. Everyone still onboard is in a tough spot because unless the deal is good enough to actually attract people (realistically better than industry standard, not industry standard) it’s just kicking the can down the road. It’s not like there’s an end to the hiring waves at career airlines on the horizon. With the pace of the actual negotiations that have occurred it’s pretty apparent that doing a full deal will take a significant amount of time and during that time net growth will be near zero to negative. When you weigh the options for most of the list staying at sunny is a poor choice. How would they possibly attract and retain enough pilots to even meet their growth target over the next 16 months? An allegiant/spirit/frontier contract probably won’t do that with the hiring going on at legacies.
Also, why aren't F/Os upgrading to Captain?
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10-17-2021, 08:21 AM
#278
Gets Weekends Off
Joined APC: Oct 2017
Position: CRJ FO
Posts: 130
I know several of the pilots leaving, and not one of them is because of a mask mandate. In fact, I bet pretty much every single one has an offer at a better airline, airlines WITH mask mandates.
10-17-2021, 08:29 AM
#279
Gets Weekends Off
Joined APC: Dec 2017
Posts: 100
best commuter policy in the industry if you ask me, you just say you will be late and get there as soon as you can, that could be 3 hours late or 3 days..
10-17-2021, 09:44 AM
#280
On Reserve
Joined APC: Aug 2018
Posts: 18
It's the QoL hit. Sunny survived for a long time as a niche airline where you held a glimmer of hope of one day holding day trips out of MSP. Those days are obviously long and so is the appeal. As it stands now an FO upgrading would be throwing away any semblance of QoL they have for little to possibly no financial reward. Recently (as a stop gap due to attrition) planning has been forced to build reserve lines with slightly more than the minimum off days (Minimum here being 10 days off) as an attempt to improve morale. Scheduling continues to willfully violate the contract because they're in a staffing crunch. You could still just go to SWA for example and have more days off on reserve than even the temporary measure here aimed at improving morale, and with a far better contract in literally every section to boot. You'd also have about the same amount of MSP day trip flying. For FO's there's really no carrot at sunny right now to upgrade rather than building PIC time.
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