Some thoughts about what we plan to suggest:
1. Seniority: As of now, at JR at least, it means very, very little. It should mean more. I have to disagree with osy007 and agree with Elmo a little on this. Complete disregard for everything else BUT seniority could be chaotic. Our base structure and living/travel arrangements are inherently different than the airlines. I was thinking about a bidding system something like this:
a. Open position in a fixed base: available to all pre-qualified pilots based on seniority alone. (current base and type NOT considered)
b. Open position in a floating aircraft: available to all pre-qualified pilots based on seniority alone. (current base and type NOT considered)
c. A/C lost from base, then new a/c of same type replaces it: Pilots in that base are given first priority, based on seniority within the base (must be pre-qualified in the type. New aircraft type [such as G4 replacing a LR60] would revert to scenario [a.].)
d. New A/C added to base (regardless of type): available to all pre-qualified pilots based on seniority alone. (Current base and type NOT considered)
e. New A/C type added to certificate: available to all pre-qualified pilots based on seniority. (Current base and type NOT considered) However, if no one in the company can be found pre-qualified, external hiring should take place. Not contract pilots, but pilots hired on a temporary basis (as in a year or two) to continue revenue service WHILE internally bid SIC positions help amass time necessary in type to take over as PIC in the airframe. As an alternative to the aforementioned, it could be required that two of the positions be filled externally with qualified pilots who enter our system permanently, and that one or two more of the SIC positions be exclusively required to be filled from within to guarantee some semblance of movement toward these large aircraft types.
2. Payscale: A progressive payscale similar to other companies that rewards more than a cost of living increase each year for time in service. Also, would provide for great equity among similarly-qualified pilots operating the same aircraft in the same seat position. Similarly, differences in pay between certain types should be eliminated, e.g. all Lear series should pay the same on the standard scale, considering the complexity and qualification of job task, not the revenue potential of the airframe. In the situation of larger aircraft such as Falcons and Gulfstreams, it is understood that these are inherently more demanding and complex pilot positions that require more renumeration.
3. Overtime: Current Jetride system, basically. Captains will be paid $300 a day and first officers $250. Overtime is strictly voluntary.
4. Per Diem: TBD. Pilots should expect to stay at least at Hampton Inns or similar quality hotels at no expense to themselves.
5. Uniforms: I'd like for the pilots to have some input as to the style, even if they don't take the advice. Also, especially since the company will ultimately pick the uniform, they should pick up the tab. Gas stations pay for their employee uniforms. If we are to pay for our own, then they should enforce a standard, not a specific type uniform.
Give me your thoughts. Just thought this might be a good starting block for what to bring to the table next friday.
