You guys are so sensitive. What I'm saying is in the 80s and early 90s guys who got hired at a legacy would sit in the right seat for 8 or 9 years before they could upgrade.
In the 80's and early 90's, Legacy F/O's were making $30k 1st year, but then $75-80k 2nd year, $85-90k 3rd year, and could hit 6 figures by year 4 or 5 at many places (not including per diem).
If our pay rates paid that AT GUARANTEE, people might not be so anxious to upgrade and would enjoy the lifestyle of a senior F/O a while longer. (Note, those rates are substantially lower than SWA rates and are unadjusted for inflation of approximately 70% and were BEFORE the huge gains at UAir, UAL, and DAL in the late 90's).
Now guys want to show up on property at a very young airline and expect a Southwest style contract.
Who said that? Who on here said they were looking for Southwest rates and work rules?
Most people have said they wanted double-digit raises (15-20%) Almost half of that (9%) is simply COLA adjustment to put our current rates BACK up to where they should be adjusted for inflation and 3 years of not having a contract raise.
There's no way to completely bridge the gap from current AAI F/O rates to SWA F/O rates; that would be equivalent to a nearly 50% pay increase and no one has even mentioned that.
And if they don't have it they are looking for another airline to go to within 6 months. We all need to keep working for better things. The company needs an east west flow, the union needs a better contract, yada yada yada. It will all come in time.
Actually, I just finished recurrent, too. 4 of our initial 16 are gone, that's 25% attrition. 1 just quit in initial (DAL retiree), 1 went to FDX, one went back to NWA (furloughee), one even went back to ATA (go figure,,, doesn't make sense to me, but, whatever).
