EOpilot
Dormant
- Joined
- Mar 20, 2002
- Posts
- 123
Wow, I think we agree WAY more than we disagree on this issue.
For the record, I wasn't referring to the National Seniority List solution. Like you said, all that would do is punish those who work for a well run airline.
My rough solution is to take pay and retirement out of the equation. Your pay would be dependant on how many years you have been flying in the guild and what seat and equipment you are flying.
Your schedule, equipment, seat, and furlough order would still be controlled by your company seniority.
Now, say you've worked for 10 years at airline X and it goes belly-up. Instead of starting at zero at a new company, you would start at 10 year pay. However, while you were a captain flying A320s before, now you are an FO flying an MD80. Your pay <i>will</i> decrease and you won't be able to hold a line for a while, but at least you won't lose your retirement and your pay will be comparable to what you were making before when you can upgrade.
The big question is hiring. How to keep a company from hiring less seasoned pilots to save on payroll, and the only answer I can think of is to require that hiring be done out of a communal pool. Longest service gets picked first. And entry into the guild can only be accomplished when the pool is empty, or everybody bypasses.
Again, I don't think this will ever happen, and if it did, it would require government intervention to get it started. A better time for it would have been at the moment of deregulation, but that time is past. I just think that the cyclical pattern of the industry is irrelevant to the decline of the profession. Pilot jobs are thin, and there are more pilots out there than ever. Any startup can decimate the industry without a care in the world since after their bankruptcy the officers still go home with fat checking accounts.
I'm just using my current point-of-view as an outsider to find a way to make your fallback job less of a necessity. Trust me, sometimes the fallback really sucks.
For the record, I wasn't referring to the National Seniority List solution. Like you said, all that would do is punish those who work for a well run airline.
My rough solution is to take pay and retirement out of the equation. Your pay would be dependant on how many years you have been flying in the guild and what seat and equipment you are flying.
Your schedule, equipment, seat, and furlough order would still be controlled by your company seniority.
Now, say you've worked for 10 years at airline X and it goes belly-up. Instead of starting at zero at a new company, you would start at 10 year pay. However, while you were a captain flying A320s before, now you are an FO flying an MD80. Your pay <i>will</i> decrease and you won't be able to hold a line for a while, but at least you won't lose your retirement and your pay will be comparable to what you were making before when you can upgrade.
The big question is hiring. How to keep a company from hiring less seasoned pilots to save on payroll, and the only answer I can think of is to require that hiring be done out of a communal pool. Longest service gets picked first. And entry into the guild can only be accomplished when the pool is empty, or everybody bypasses.
Again, I don't think this will ever happen, and if it did, it would require government intervention to get it started. A better time for it would have been at the moment of deregulation, but that time is past. I just think that the cyclical pattern of the industry is irrelevant to the decline of the profession. Pilot jobs are thin, and there are more pilots out there than ever. Any startup can decimate the industry without a care in the world since after their bankruptcy the officers still go home with fat checking accounts.
I'm just using my current point-of-view as an outsider to find a way to make your fallback job less of a necessity. Trust me, sometimes the fallback really sucks.