Treme,
Thank you for taking the time to write again. I don't know that I'm "visionary", that may be stretching the point, but I am dedicated to the welfare of the Comair pilot group and I mean it when I say that our solidarity is our greatest strength. I'm also not an "expert" on anything (not even airplane driving), but I have been in the trenches for awhile and I'm not new to collective bargaining.
I apologize both to you and other recently hired pilots for remarks like the ones you quoted, but I can't take personal responsibility for them nor can I brand the upper half of the seniority list for the transgressions of a few. By the same token I can't ignore the bottom half of the list due to the failings of some. In the heat of emotion too many of us often say thoughtless things to or about each other that we later regret. Unfortunately, once you've said it there is little that can be done to offset the ill effect of harsh words.
Like every other pilot group, we too have our percentage of self-centered and thoughtless individuals that comprise what I call the "a$$hole factor". All I can do is ask that you ignore those folks and focus on the silent majority. There is, I believe, far more good than bad among your fellow pilots.
I agree with you estimate of 1/3rd of the list being hired post strike. For a long time now I have been urging our leaders, directly and indirectly, to embrace this new group of pilots and assimilate it into the Comair culture. That can't be accomplished by disparaging remarks no matter who makes them. It is the job of our leadership to listen to our newer pilots and address their concerns. It is also their job to tell our old pilots that petty prejudices against newer pilots are a disservice to all pilots. The failure to do so will endanger us all. Likewise, our more junior members must recognize that their concerns are not the only concerns that must be addressed. The welfare of the group as a whole must govern.
Given the fact that so many have come from other carriers, with diverse cultures and attitudes but considerable experience, this is even more important than it might be if all were new not only to Comair, but to the industry. Believe me when I say that I fully appreciate the significance of this situation. We cannot be "one" if we divide ourselves into factions whether based on DOH, former airline affiliation or anything else. If we are not "one" the sharks will devour us all.
Much like a merger, when a large group comes to us from not just one but several other carriers, it is extremely important that they all be made aware that they are welcome, a part of "us" and not outsiders. That is the responsibility of those that came before (whatever date you choose to pick). At the same time, the newly arrived can't expect the existing group to change its culture, habits, language, or what have you, merely because they happen to be the latest arrivals or did it some other way in a previous life.
With regard to your comment about those that were defending the country while we were on strike there are two things that I can't resist saying: 1) I am grateful for their service to our country; 2) Some of us were defending the country before some of them were born. There is no monopoly on service to the country that rests solely among the newer pilots. Please don't go there.
I must confess that I don't really know what an "FNG" is, but from what you say, I sure know it's not good. As you pointed out in your earlier post, the strike IS over, and aside from the three or four scabs, who was here to walk and who wasn't must NOT divide us now. I also agree that "arrogant dismissal" of the concerns of ANY Comair pilot has no place among us.
I share your concerns and those of Furloughed Again with respect to job security. If we differ at all, it is because I believe that "job security", however it is defined, must apply to the entire group and not to any one segment of it.
For example, if there is a furlough the folks nearest the bottom of the "list" may lose their jobs. However, they are by no means the only part of the pilot group that will pay the price. What about all the downgrades from Captain to FO that would follow? Is that not a component of "job security"? What about the changes in QOL that will surely result from a reduction in force? Are they to be disregarded? Can we truly presume that concerns related to "job security" apply only to "junior pilots"?
If we are to consider contractual concessions as the route to "job security", and if job security (to you) means that you keep your job, what does job security mean to me? What is the price of "job security" that this pilot group should pay? Who among us will do the "paying"; what will it cost and what will we truly obtain?
I don't pretend to have the answers to all of these questions nor do I expect you to have them. What I do expect is that we must ALL understand that job security comes in several forms and does not apply exclusively to "junior pilots". WE are in this together! Your job may be the most important thing to you, but I respectfully submit that my position, pay, benefits, retirement, schedule, days off, and, etc., are of equal importance to me. You may regard your tenure here as the stepping stone to your future dream job. I have no problem with that, as long as you understand that I regard my tenure here as the permanent means of my livelihood. Those differences can be compatible if we respect each other.
Our leadership, with our advice, counsel, and ultimately consent, has the responsibility of sorting all this out and trying to come up with the right answers. It is not a simple task nor is it an easy task. We don't help them by ill-advised palace coups, insensitive rhetoric to each other or political posturing by malcontents. We must collectively make our wishes known but, in my opinion, dividing ourselves in the desire to be "more right" accomplishes nothing of benefit to any of us.
It is no secret that there exists forces external to this pilot group that would like nothing better than to see Comair pilots fighting among themselves. The simple fact is that such internal strife will provide them with the means to advance their agendas at our expense. It will provide us with nothing. Forgive me if I fail to understand just how in fighting will improve our job security.
The Company would have us give up a portion of the compensation, work rules, and benefits that we have been striving to achieve, not for 89 days, but for 25 years for some of us, 10 years for others of us, and 5 years for some of us. Others of us receive those benefits because of the work of those that came before. It was not without sacrifice. Therefore, it appears that those of us that have arrived more recently should be equally concerned about preserving those things for their own benefit and for those that will come tomorrow. They should recognize that it is not only their job security that will be affected, it is the job security of ALL of us. Rushing to give up what little we have because pilots at some other airline have done so, or because one segment of our group believes it to be in their interest, doesn't appear (at least to me) to make much sense; especially when our airline is known to be profitable (according to its owners).
The national union would apparently like us to join the downward spiral that its own flawed policies have helped to create at other carriers like ours. What has that union done to stay the "race to the bottom" among regional carriers that are members? What agenda does that "union" promote that could be construed as beneficial to pilots at Comair or ASA, for instance? Have they spent any time protecting our job security or is their time instead devoted to taking it away and giving it to those they choose to favor? How will it improve the security of Comair pilots to embrace a philosophy that would place pilots from another airline into Captain positions at our airline or into First Officer positions (at out airline) that pay "top of scale" while our own First Officers work for less or are blocked from promotion?
Of what benefit will it be to Comair pilots to purchase "growth" with their compensation package, if that "growth" will create positions that are filled by pilots from another airline? How will that improve our job security, especially when the pilots of the particular airline have spent the last 10 years on a course designed to remove our job security and prevent the very growth that they now believe we should purchase because they are in trouble?
Finally, my background in commercial aviation does not recall a single instance in which any pilot group ever "saved" a failing airline with concessions or ever regained the concessions they gave, regardless of the myriad "promises" made by their company, their union, or some external pilot group. I don't want to kill the goose that lays the golden egg, but neither do I wish to buy a pig in a poke.
To my knowledge, the company did not offer anything that it has the power to give. Comair cannot give "growth" to anyone. Only Delta can do that. If Comair pilots conceded everything the company asks for today, Delta can still give all the flying away tomorrow. No matter how long our MEC "talks" to Comair, that will not change. Maybe we do need to "talk" and I would be willing to do that. However, we need to "talk" with someone that has the power to give as well as to take. Otherwise, the talking is a waste of time and it will not provide the job security that you want or that I want.
Fights between junior pilots and senior pilots will not produce job security either. All that will do is weaken the group as a whole and make us easier victims of all 3 external forces. I hope you share that view.
Sincerely, and respectfully.
Thank you for taking the time to write again. I don't know that I'm "visionary", that may be stretching the point, but I am dedicated to the welfare of the Comair pilot group and I mean it when I say that our solidarity is our greatest strength. I'm also not an "expert" on anything (not even airplane driving), but I have been in the trenches for awhile and I'm not new to collective bargaining.
I apologize both to you and other recently hired pilots for remarks like the ones you quoted, but I can't take personal responsibility for them nor can I brand the upper half of the seniority list for the transgressions of a few. By the same token I can't ignore the bottom half of the list due to the failings of some. In the heat of emotion too many of us often say thoughtless things to or about each other that we later regret. Unfortunately, once you've said it there is little that can be done to offset the ill effect of harsh words.
Like every other pilot group, we too have our percentage of self-centered and thoughtless individuals that comprise what I call the "a$$hole factor". All I can do is ask that you ignore those folks and focus on the silent majority. There is, I believe, far more good than bad among your fellow pilots.
I agree with you estimate of 1/3rd of the list being hired post strike. For a long time now I have been urging our leaders, directly and indirectly, to embrace this new group of pilots and assimilate it into the Comair culture. That can't be accomplished by disparaging remarks no matter who makes them. It is the job of our leadership to listen to our newer pilots and address their concerns. It is also their job to tell our old pilots that petty prejudices against newer pilots are a disservice to all pilots. The failure to do so will endanger us all. Likewise, our more junior members must recognize that their concerns are not the only concerns that must be addressed. The welfare of the group as a whole must govern.
Given the fact that so many have come from other carriers, with diverse cultures and attitudes but considerable experience, this is even more important than it might be if all were new not only to Comair, but to the industry. Believe me when I say that I fully appreciate the significance of this situation. We cannot be "one" if we divide ourselves into factions whether based on DOH, former airline affiliation or anything else. If we are not "one" the sharks will devour us all.
Much like a merger, when a large group comes to us from not just one but several other carriers, it is extremely important that they all be made aware that they are welcome, a part of "us" and not outsiders. That is the responsibility of those that came before (whatever date you choose to pick). At the same time, the newly arrived can't expect the existing group to change its culture, habits, language, or what have you, merely because they happen to be the latest arrivals or did it some other way in a previous life.
With regard to your comment about those that were defending the country while we were on strike there are two things that I can't resist saying: 1) I am grateful for their service to our country; 2) Some of us were defending the country before some of them were born. There is no monopoly on service to the country that rests solely among the newer pilots. Please don't go there.
I must confess that I don't really know what an "FNG" is, but from what you say, I sure know it's not good. As you pointed out in your earlier post, the strike IS over, and aside from the three or four scabs, who was here to walk and who wasn't must NOT divide us now. I also agree that "arrogant dismissal" of the concerns of ANY Comair pilot has no place among us.
I share your concerns and those of Furloughed Again with respect to job security. If we differ at all, it is because I believe that "job security", however it is defined, must apply to the entire group and not to any one segment of it.
For example, if there is a furlough the folks nearest the bottom of the "list" may lose their jobs. However, they are by no means the only part of the pilot group that will pay the price. What about all the downgrades from Captain to FO that would follow? Is that not a component of "job security"? What about the changes in QOL that will surely result from a reduction in force? Are they to be disregarded? Can we truly presume that concerns related to "job security" apply only to "junior pilots"?
If we are to consider contractual concessions as the route to "job security", and if job security (to you) means that you keep your job, what does job security mean to me? What is the price of "job security" that this pilot group should pay? Who among us will do the "paying"; what will it cost and what will we truly obtain?
I don't pretend to have the answers to all of these questions nor do I expect you to have them. What I do expect is that we must ALL understand that job security comes in several forms and does not apply exclusively to "junior pilots". WE are in this together! Your job may be the most important thing to you, but I respectfully submit that my position, pay, benefits, retirement, schedule, days off, and, etc., are of equal importance to me. You may regard your tenure here as the stepping stone to your future dream job. I have no problem with that, as long as you understand that I regard my tenure here as the permanent means of my livelihood. Those differences can be compatible if we respect each other.
Our leadership, with our advice, counsel, and ultimately consent, has the responsibility of sorting all this out and trying to come up with the right answers. It is not a simple task nor is it an easy task. We don't help them by ill-advised palace coups, insensitive rhetoric to each other or political posturing by malcontents. We must collectively make our wishes known but, in my opinion, dividing ourselves in the desire to be "more right" accomplishes nothing of benefit to any of us.
It is no secret that there exists forces external to this pilot group that would like nothing better than to see Comair pilots fighting among themselves. The simple fact is that such internal strife will provide them with the means to advance their agendas at our expense. It will provide us with nothing. Forgive me if I fail to understand just how in fighting will improve our job security.
The Company would have us give up a portion of the compensation, work rules, and benefits that we have been striving to achieve, not for 89 days, but for 25 years for some of us, 10 years for others of us, and 5 years for some of us. Others of us receive those benefits because of the work of those that came before. It was not without sacrifice. Therefore, it appears that those of us that have arrived more recently should be equally concerned about preserving those things for their own benefit and for those that will come tomorrow. They should recognize that it is not only their job security that will be affected, it is the job security of ALL of us. Rushing to give up what little we have because pilots at some other airline have done so, or because one segment of our group believes it to be in their interest, doesn't appear (at least to me) to make much sense; especially when our airline is known to be profitable (according to its owners).
The national union would apparently like us to join the downward spiral that its own flawed policies have helped to create at other carriers like ours. What has that union done to stay the "race to the bottom" among regional carriers that are members? What agenda does that "union" promote that could be construed as beneficial to pilots at Comair or ASA, for instance? Have they spent any time protecting our job security or is their time instead devoted to taking it away and giving it to those they choose to favor? How will it improve the security of Comair pilots to embrace a philosophy that would place pilots from another airline into Captain positions at our airline or into First Officer positions (at out airline) that pay "top of scale" while our own First Officers work for less or are blocked from promotion?
Of what benefit will it be to Comair pilots to purchase "growth" with their compensation package, if that "growth" will create positions that are filled by pilots from another airline? How will that improve our job security, especially when the pilots of the particular airline have spent the last 10 years on a course designed to remove our job security and prevent the very growth that they now believe we should purchase because they are in trouble?
Finally, my background in commercial aviation does not recall a single instance in which any pilot group ever "saved" a failing airline with concessions or ever regained the concessions they gave, regardless of the myriad "promises" made by their company, their union, or some external pilot group. I don't want to kill the goose that lays the golden egg, but neither do I wish to buy a pig in a poke.
To my knowledge, the company did not offer anything that it has the power to give. Comair cannot give "growth" to anyone. Only Delta can do that. If Comair pilots conceded everything the company asks for today, Delta can still give all the flying away tomorrow. No matter how long our MEC "talks" to Comair, that will not change. Maybe we do need to "talk" and I would be willing to do that. However, we need to "talk" with someone that has the power to give as well as to take. Otherwise, the talking is a waste of time and it will not provide the job security that you want or that I want.
Fights between junior pilots and senior pilots will not produce job security either. All that will do is weaken the group as a whole and make us easier victims of all 3 external forces. I hope you share that view.
Sincerely, and respectfully.
Here we go again.........comair guys making statements about how great your numbers for performance are when in fact they suck. Reality is that the non wholly owned do a better job. 
