Here is something to ponder. Imagine you work at McDonalds. The hourly pay is 9.00/hr. Burger King employees (BKE) are making 10.00/hr doing the equivalent job. Mc Donalds decides to offer their employees more money. However, BKE are telling Mc Donalds employees (MCDE) to turn it down. Yet at the same time, BKE are mad that MCDE are doing the same job for an hourly rate that is less than theirs. McDonalds doesn't have to give there employees anything because their current rates were already agreed upon thru the next three years. Yet, out of good faith and demand for more employees, Mc Donalds decides to offer them more money. If MCDE turn down the raise, do you think Mc Donalds will come back and offer them more later? The only bargaining power MCDE have is that if the extra employees are needed, rates will need to increase. It's the nature of the business.
Now, to throw more into the pot to ponder. Taco Bell is closing their doors where their employees were making less than MCDE. Since job opportunities will be opening at Mc Donalds and MCDE empathize with Taco Bell employees and want to help them as they know they too have family members to feed. MCDE has two choices. Welcome them at a $9.00/hr rate, or agree on the raise that management is offering them and welcome Taco Bell employees with a better chance of making a new start. Wouldn't it be a double slap in the face if MCDE turn down the raise and continue to (per BKE definition) "undercut" other jobs. Instead, they are agreeing on better rates that are more equivalent to other fast food joints instead of staying at a lower rate where they will suffer more ridicule from BKE and other establishments.
Something else to ponder. Hourly rates are not everything. BKE employees are making $10/hr, yet by the end of the year, their W2s are slightly less than MCDE. I know, this has been argued in the past, but I'll give you numbers to justify it. These numbers are only for argument and educational purposes. I know I'll get flamed for this, but I'm just trying to prove a point and educate those that don't fully understand MCDE/SKYW work rules.
I was hired at SKYW in July 2005. From July 2005 thru July 15, 2006 my W2 was $25436.76. This is 12 months pay with no pay in training (technically only 10 months pay).
From July 15, 2006 thru July 15, 2007, my W2 was $63,613.78. The details are as followed for that year.
3 weeks off FMLA in February for surgery (no pay) Captain upgrade in April.
Training pay (FO rates) for 2 months.
Captain pay started May 2007.
Total of 2.5 months Captain pay.
From July 15, 2007 thru 12-31-07, my W2 was $37,622.78.
That would be an equivalent of $82086.06 per year as a 3rd year Captain at SkyWest.
Math = $37,622.78/5.5 months = 6840.50/month
6840.50 X 12 = $82086.06
Also, for what it's worth
781:10 block July 15, 2006 thru July 15, 2007.
Equals $81.40/block hr
(hrly pay was $34.54 (FO) and $60.14(CA))
433:35 block July 16, 2007 thru December 31, 2007.
Equals $86.70/block hr (hrly pay is $60.14)
I am not a checkairman or mgmt. Just an ordinary line pilot who wants to help educate and help those that want to pursue SkyWest as an employment opportunity.
Let me say for the first time that I do sympathize with SkyWay pilots. I'm a CA in MKE and if there is anything I can do to help you get on with us, PM me. I hope these numbers will help you realize that although first year pay is less than descent, it's not as bad as it may seem with our work rules considered. My first year pay was based on $19.02/hr. It's now higher and if we do vote in the new rate, will be 12% higher than that. Upgrade times for MKE dropped as low as 11 months for a while. I upgraded in 1 yr 9 months. If you have any questions or want more info, please don't hesitate to PM me. Good luck guys.
USC328