Airtran has reached a tentative agreement!!

[Wesb737fo]

Bravo S.K. You apparently are going to get your 51 percent vote. The pay is comparable to JetBlu minus the 1.5 override at 78 hours. If the 17 mil for retro/signing bonus means around 10k before taxes, that will be a HUGE disappointment. I hope it doesn't take two years to go to the SWA contract because, quite frankly, I'm ready to be rid of AAI mgt.

 

[Kharma Police]

I'm not hating I'm just saying there is no way in hell you guys vote this down.

Hopefully knowing what you'll get when you get here will help. I'm pissed for you and I don't even work there.

I'm glad your management is going bye bye,
Gup

The only reason this was hammered out was due to pressure from Dallas. I think there will be a few unhappy people but it will pass.

The funny thing is that the Debbie Downers haven't seen any details yet. You gals think you could wait a few days before throwing in the towel for our "Lame Duck Contract"?!?!

 

[livintheredream]

The only reason this was hammered out was due to pressure from Dallas. I think there will be some unhappy people but it will pass.

Yup it will. " But what if the deal doesn't go thru?" I think the chances of Oprah winning Miss USA are better odds than this deal falling apart.
I want my cut before this place goes belly up. If it is voted down, then that is all you will ever see. The End. "Cut you nose to spite your face" if you will but I am broke and needed the money yesterday. Club 169.

 

[BVT94]

I'm just giddy knowing that you'll be slinging gear for some Air Tran pilot for the next 10 years, JUNIOR.............:laugh::laugh:
Oh, and he didn't have to buy his job like you did.

Here's a history lesson for you..JUNIOR...

Pay-For-Training:
Should You Pay To Play?

Reprinted for the Airline Pilot Job Monthly, Oct 95

AIR, Inc. realizes that pay-for-training is a highly controversial subject among pilots. Therefore, our staff feels obligated to inform our readers of the pros and cons of these programs so that they can make individual decisions which they believe are best for themselves. Only with accurate information can this be accomplished. Our views expressed in this article do not imply that AIR, Inc. endorses or encourages pay-for-training.


Pay-for-training is a concept that emerged in the early '90s during the last recession when airlines were looking for ways to save money. Pay-for-training is where a pilot pays for his initial training when hired on with an airline. Many regionals and a few jet regional and national carriers make new-hire pilots pay for their initial training. The cost ranges from $7,000 to $16,000 depending on the type of training received.
Many new companies started or tried to start operations during that time period and decided that they could defer the high cost of training to the new-hire pilots. Furthermore, the regional airlines experienced tremendous growth during the recession as more and more of the larger affiliates relied on the smaller carriers to provide feeder service. As a result, regional pilot hiring soared and many regionals joined the pay-for-training bandwagon.

FlightSafety International (FSI) is the forerunner of pay-for-training and currently has the largest client base representing 16 regional, jet regional and national carriers. These include: Air Vegas, ASA, Business Express, Chautauqua, Chicago Express, Commutair, Continental Express, Downeast Flying Service, Executive Jet Aviation, Jetstream, Lonestar, Lynx Air Int'l, Mohalo Air, NW Express One, Paradise Island and Valujet.

Of the 25 total airlines represented by FSI since '92, an average of 15 of these companies hired pilots thru FSI between 1992 and 1994. Through August of 1995, 9 FSI airlines have hired pilots. In 1992 FSI airlines hired 334 pilots, 583 in 1992, 553 in 1994 and through July 1995 - 643. By the end of 1992 FSI was screening and training new-hire pilots for 13 client companies. That list grew to 19 in 1993, to 24 in 1994 and so far in 1995 two additional carriers have joined FSI for a total of 26. During this 3 1/2 year period, six companies left FSI, two through bankruptcies and the remainder for various other reasons. Also, in 1994, Continental Express furloughed new-hire pilots before they completed their training. FSI was able to place all but two of those furloughed pilots with other client carriers and they have had a high success rate with placing other displaced pilots as well.

FSI requires a $300 evaluation fee. Applicants come in for testing, a simulator ride and an interview. If they pass this phase then the individual file is passed along to a client company providing the individual meets the minimum/competitive requirements. If the company wants to interview the applicant, they will invite him/her in. If selected, the candidate returns to FSI for training at which time payment is due and runs from $7,000 to $9,000.
Comair selects most of its new hire pilots from the Flight Academy's Airline Qualification Program (AQP). The academy charges $300 for a 2-day screening. If selected, applicants go into a pool awaiting a call for an interview. If interviewed and selected by Comair, then the candidate returns to the academy for training paying approximately $11,000. The Academy reports that 100% of the pilots completing the AQP program are placed with Comair. The Academy also completes initial screenings for Great Lakes.
Other programs operate similarly, but other than FSI and Comair, most do not guarantee a job and candidates must complete a full training course before they are considered for employment. This can leave them having paid up to $15,000 for a type rating course and at the end only get an interview, but not the job.
Training contracts are different from up-front payment plans in that they are designed to motivate new hire pilots to stay with a carrier for a specified period of time. The pilot only pays should he/she leave before the designated contract end date. Most contracts last for one to two years and the value of the contract declines with each month the pilot remains on the line.

 

[MDW]

So 5th year FO $91. We just waited five years for a cost of living increase! Nice

 

[no1pilot2000]

It's the contract before the contract.

 

[DonVerita]

If those are the rates, it's an automatic NO vote for me. That coupled with some of the other crap they already announced, like Sick Leave, Hotels, Vacation and this gets flushed. We didn't give the MEC/NC a 98% strike vote and the tightest unity this airline has ever seen to be handed a POS TA. AirTran Management can easily afford Alaska + X%...the bonuses they give to themselves clearly proves that.

 

[Moon-dog]

QUOTE=BVT94;2064503]Here's a history lesson for you..JUNIOR...

Pay-For-Training:
Should You Pay To Play?

Reprinted for the Airline Pilot Job Monthly, Oct 95

AIR, Inc. realizes that pay-for-training is a highly controversial subject among pilots. Therefore, our staff feels obligated to inform our readers of the pros and cons of these programs so that they can make individual decisions which they believe are best for themselves. Only with accurate information can this be accomplished. Our views expressed in this article do not imply that AIR, Inc. endorses or encourages pay-for-training.


Pay-for-training is a concept that emerged in the early '90s during the last recession when airlines were looking for ways to save money. Pay-for-training is where a pilot pays for his initial training when hired on with an airline. Many regionals and a few jet regional and national carriers make new-hire pilots pay for their initial training. The cost ranges from $7,000 to $16,000 depending on the type of training received.
Many new companies started or tried to start operations during that time period and decided that they could defer the high cost of training to the new-hire pilots. Furthermore, the regional airlines experienced tremendous growth during the recession as more and more of the larger affiliates relied on the smaller carriers to provide feeder service. As a result, regional pilot hiring soared and many regionals joined the pay-for-training bandwagon.

FlightSafety International (FSI) is the forerunner of pay-for-training and currently has the largest client base representing 16 regional, jet regional and national carriers. These include: Air Vegas, ASA, Business Express, Chautauqua, Chicago Express, Commutair, Continental Express, Downeast Flying Service, Executive Jet Aviation, Jetstream, Lonestar, Lynx Air Int'l, Mohalo Air, NW Express One, Paradise Island and Valujet.

Of the 25 total airlines represented by FSI since '92, an average of 15 of these companies hired pilots thru FSI between 1992 and 1994. Through August of 1995, 9 FSI airlines have hired pilots. In 1992 FSI airlines hired 334 pilots, 583 in 1992, 553 in 1994 and through July 1995 - 643. By the end of 1992 FSI was screening and training new-hire pilots for 13 client companies. That list grew to 19 in 1993, to 24 in 1994 and so far in 1995 two additional carriers have joined FSI for a total of 26. During this 3 1/2 year period, six companies left FSI, two through bankruptcies and the remainder for various other reasons. Also, in 1994, Continental Express furloughed new-hire pilots before they completed their training. FSI was able to place all but two of those furloughed pilots with other client carriers and they have had a high success rate with placing other displaced pilots as well.

FSI requires a $300 evaluation fee. Applicants come in for testing, a simulator ride and an interview. If they pass this phase then the individual file is passed along to a client company providing the individual meets the minimum/competitive requirements. If the company wants to interview the applicant, they will invite him/her in. If selected, the candidate returns to FSI for training at which time payment is due and runs from $7,000 to $9,000.
Comair selects most of its new hire pilots from the Flight Academy's Airline Qualification Program (AQP). The academy charges $300 for a 2-day screening. If selected, applicants go into a pool awaiting a call for an interview. If interviewed and selected by Comair, then the candidate returns to the academy for training paying approximately $11,000. The Academy reports that 100% of the pilots completing the AQP program are placed with Comair. The Academy also completes initial screenings for Great Lakes.
Other programs operate similarly, but other than FSI and Comair, most do not guarantee a job and candidates must complete a full training course before they are considered for employment. This can leave them having paid up to $15,000 for a type rating course and at the end only get an interview, but not the job.
Training contracts are different from up-front payment plans in that they are designed to motivate new hire pilots to stay with a carrier for a specified period of time. The pilot only pays should he/she leave before the designated contract end date. Most contracts last for one to two years and the value of the contract declines with each month the pilot remains on the line.[/QUOTE]


Don't waste your time trying to reason with an idiot, he is just bitter because he was rejected by SWA. He's actually to stupid to understand what PFT is yet he keeps blabbing about it. He is sad and pathetic.

 

[ATLplt]

Look me up when you get over here. You and I think a lot alike.

Gup

Will do. You're buying though.

 

[T3700]

It could take much, much, much longer. The 24 month fence agreement in the SWA Pilot contract can be ammended at any point with a side letter.

Be careful what you wish for. Can you say "whipsaw"? How would you like to see all of your growth go to the lower paid AirTran side of the house? The quicker the two groups are integrated, the better for everyone involved.