Reserve at SWA...

[OldManPilot]

What is the average percentage of reserve pilots in each base? Looks like I will be moving to LAS, PHX, or OAK. Trying to figure my odds of getting a line. P.S. I am planning on coming over about this time next year. I know none of us have a crystal ball, but should I count on those being junior bases then?

Thanks for any help.

 

[SWA Bubba]

What is the average percentage of reserve pilots in each base? Looks like I will be moving to LAS, PHX, or OAK. Trying to figure my odds of getting a line. P.S. I am planning on coming over about this time next year. I know none of us have a crystal ball, but should I count on those being junior bases then?

Thanks for any help.

Typically 8-9% reserve lines in all the bases. Typically and historically, Oakland has always been the junior base for FOs, CAs, and FAs. Las Vegas is normally second junior. It used to oscillate between LAS, MDW, and occasionally BWI, but the two east bases, which were getting a little more senior anyway, have gotten much more senior as AirTran guys transition. Phoenix has gotten weird; it used to be relatively senior, but now it's junior, but essentially only for junior FOs. It's still senior for senior FOs and CAs. Because of that fact, if you go there, you probably won't accrue seniority in base as fast.

You should be able to look at the global seniority list and see where exactly where you fall, and then gauge your potential position in all of the bases you may be interested. If you're above the 92% line, you're probably safe from reserve (you can generally count on 1 or 2 people forgetting to bid, and some more senior pilots purposely bidding weekday reserve). You can check the last few bid awards to be sure.

Hope this helps.

Bubba

 

[redflyer65]

For FOs,

Most junior....OAK.

Then PHX and LAS are kind of even.

 

[OldManPilot]

Thanks Bubba..

 

[Ty Webb]

Does Bi Webb ever say anything intelligent? I hear he is into dudes and is lucky if he's 5 foot 4.

That's all ya got? Yawn.

 

[canyonblue]

Does Bi Webb ever say anything intelligent? I hear he is into dudes and is lucky if he's 5 foot 4.

I don't know, I thought the "At least we'll be wearing our gold-plated diapers" line was funny. :laugh: I would hope that everyone at least gets the reference.

 

[jonjuan]

Starts at 1:00
"Really explore the space."
http://m.youtube.com/watch?v=bNAifAf33KQ

 

[Ty Webb]

Starts at 1:00
"Really explore the space."
http://m.youtube.com/watch?v=bNAifAf33KQ

That's the one...glad a few got it. I think Walken might have fudged the line somewhat.... but seems appropriate.

 

[fam62c]

Not so much, in the flexibility department.

You can swap or give away reserve blocks with/to other pilots, but not with the company. You can't break a block up and give part away either, with one exception: if you have a multi-day block, and you fly a pairing leaving you with one day left (e.g. get back on day two of a three day block, or on day three of a four day block), then you can give away the last day. This actually gets done a lot, and often a single day gets picked up by someone living in the domicile, because it's a lot less likely that the company will use a single day, and someone gets paid 6 tfp to stay at home.

The other thing a reserve pilot can do, is pick up extra flying on your non-reserve days. If you do, this is computed separately, and is over and above your reserve guarantee. However, the computer assumes block for the unused reserve days on your line (6 hours/day if your block is =< 3 days, and 5 hours/day if >= 4 days), so you won't be able to pick up extra, if it causes a 30-in-7, or 100-hours-in-month violation. This is so you don't pick up and fly a bunch right before a reserve block, and then the company can't use you due to FAA block hour limitations.

Also, for reserve lineholders, the entire month is looked at for guarantee, not individual blocks. That means, if they fly the crap out of you the first two blocks, and then don't use you on the third, you still may not break your guarantee. On the other hand, if a regular lineholder should pick up several reserve blocks from someone, they're accounted individually for overflying or guarantee.

The reality is, that if you have a reserve line, you're usually stuck with it as is. Typically, the only thing you can give away is a single day, as mentioned above. This is especially true in the months where there's a lot of flying to be done, when it's harder to give anything low-paying away to another pilot; everyone's trying to give away, so they can pick up premium from the company.

A lot of people are unhappy with some parts of how the way the reserve system works (there's a whole chapter in the contract about it, and you should familiarize yourself with the minutia if you're going to be on reserve). No one ever cared about it until the last few years, because no one was ever on reserve for very long before getting a regular line; therefore, it wasn't worth the "negotiating capital" to change it. But now, after that 2-year period of no hiring, and the current "flat growth until 15% ROIC" mantra, the junior guys in each seat are on reserve for a lot longer. These guys are therefore feeling the reserve pain for a lot longer, so now it IS worth the union's effort to change it. In fact, it's one of the three priorities in the current section six negotiations. Hopefully, it will be much improved with the next contract.

Hope that answered your questions!

Bubba

What are the other two priorities in negotiations?

 

[Flying the Line]

Retirement and compensation.

 

[needmo]

Given that upgrade could be a long way off for both RSW and FAT FO's;, is SWAPA working on extending the FO pay with regard to years of service? Or at least considering a cost of living increase for each additional year?

 

[SWA Bubba]

Given that upgrade could be a long way off for both RSW and FAT FO's;, is SWAPA working on extending the FO pay with regard to years of service? Or at least considering a cost of living increase for each additional year?

They actually did that during the last contract. Traditionally, after the first year or two, FOs got paid 60% to 2/3 of the same amount of years' CA pay. I believe that's common industry standard. In the last contract, recognizing the time of ultra-quick upgrades were probably over, the union "bought" higher percentages for senior FOs. We took only 2% annual COLA raises (some variable tied to profitability) instead of the 3% the FAs got in their contract in order to push senior FOs base rates up to 70% of CA rates.

I don't think there's a consensus for lengthening the FO payscale beyond the same 12 steps it's been, as many would see that as a concession to the company (it "takes longer" to get to the top), and in fact other union groups have been working to get their scale shortened to closer to ours, for this very reason.

Also, after spending negotiating capital last time specifically to help senior FOs, I doubt you'll see focus on that same group again. This time, the negotiators are pressing to better reserve rules (help the most junior of both seats), along with retirement and total compensation, which benefit everybody.

My personal opinion is that this is a good process, and that for all the bitching people do, this shows that the "Southwest spirit" is still actually alive (Dan Roman's opinion notwithstanding! ). After hearing other pilot groups bitching about their seniors "getting theirs" and screwing the juniors in new contracts, it's somewhat refreshing to hear that here you have pilots across the spectrum giving up overall gains, in order to help recognized disadvantaged minority groups in the union. Last time it was to help the top 25% of FOs; this time they're focused on the bottom 10% of each seat.

Bubba

 

[humveedriver]

They actually did that during the last contract. Traditionally, after the first year or two, FOs got paid 60% to 2/3 of the same amount of years' CA pay. I believe that's common industry standard. In the last contract, recognizing the time of ultra-quick upgrades were probably over, the union "bought" higher percentages for senior FOs. We took only 2% annual COLA raises (some variable tied to profitability) instead of the 3% the FAs got in their contract in order to push senior FOs base rates up to 70% of CA rates.

I don't think there's a consensus for lengthening the FO payscale beyond the same 12 steps it's been, as many would see that as a concession to the company (it "takes longer" to get to the top), and in fact other union groups have been working to get their scale shortened to closer to ours, for this very reason.

Also, after spending negotiating capital last time specifically to help senior FOs, I doubt you'll see focus on that same group again. This time, the negotiators are pressing to better reserve rules (help the most junior of both seats), along with retirement and total compensation, which benefit everybody.

My personal opinion is that this is a good process, and that for all the bitching people do, this shows that the "Southwest spirit" is still actually alive (Dan Roman's opinion notwithstanding! ). After hearing other pilot groups bitching about their seniors "getting theirs" and screwing the juniors in new contracts, it's somewhat refreshing to hear that here you have pilots across the spectrum giving up overall gains, in order to help recognized disadvantaged minority groups in the union. Last time it was to help the top 25% of FOs; this time they're focused on the bottom 10% of each seat.

Bubba

I'm confused. That actually makes sense. All the leadership should be recalled.

 

[Secret Squirrel]

I'm confused. That actually makes sense. All the leadership should be recalled.

Bring in ALPA. That will stop anything from making sense.

 

[Smarta$$]

The other part of the equation that nobody is mentioning is this...

If it's commutable on both ends, it's probably not going to pay very well. I like good overnight cities just like everyone else. But in the end, I come to work to make as much money as possible for the time away from home...period. Whether you commute or not.

Others might not see things the same as I do and that's their deal. I'd rather have it commutable on one end and pay more than commutable on both ends with low pay.

Do you commute?

 

[redflyer65]

Not anymore.

I commuted coast to coast for almost two years. It's all personal choice.

Whether you like the SW built lines or not....it's what we have.

 

[maxblast72]

Bring in ALPA. That will stop anything from making sense.

The ALPA National lawyers are actually pretty good. The problem is Slick, Big Sis, and our highly experienced ALPA Group B3 EVP didn't want to listen to them because it didn't fit their agenda.

 

[maxblast72]

They actually did that during the last contract. Traditionally, after the first year or two, FOs got paid 60% to 2/3 of the same amount of years' CA pay. I believe that's common industry standard. In the last contract, recognizing the time of ultra-quick upgrades were probably over, the union "bought" higher percentages for senior FOs. We took only 2% annual COLA raises (some variable tied to profitability) instead of the 3% the FAs got in their contract in order to push senior FOs base rates up to 70% of CA rates.

I don't think there's a consensus for lengthening the FO payscale beyond the same 12 steps it's been, as many would see that as a concession to the company (it "takes longer" to get to the top), and in fact other union groups have been working to get their scale shortened to closer to ours, for this very reason.

Also, after spending negotiating capital last time specifically to help senior FOs, I doubt you'll see focus on that same group again. This time, the negotiators are pressing to better reserve rules (help the most junior of both seats), along with retirement and total compensation, which benefit everybody.

My personal opinion is that this is a good process, and that for all the bitching people do, this shows that the "Southwest spirit" is still actually alive (Dan Roman's opinion notwithstanding! ). After hearing other pilot groups bitching about their seniors "getting theirs" and screwing the juniors in new contracts, it's somewhat refreshing to hear that here you have pilots across the spectrum giving up overall gains, in order to help recognized disadvantaged minority groups in the union. Last time it was to help the top 25% of FOs; this time they're focused on the bottom 10% of each seat.

Bubba

Good info on the political landscape for the last 2 negotiation cycles.

 

[needmo]

The ALPA National lawyers are actually pretty good. The problem is Slick, Big Sis, and our highly experienced ALPA Group B3 EVP didn't want to listen to them because it didn't fit their agenda.

So far, this has been a nice informative thread...I'd like for it to stay that way. With that said R.B., please refrain from "stirring the pot". I'm here to learn how it's done on the SWA side...no need to rehash all that old AAI BS here.
Thanks for your cooperation.

 

[DairyAir]

Hey Needmo

I'm kinda in your boat, and I bid reserve this month to see how it is. My line is all three day blocks sun,mon,tues. I live in base and so far it has been pretty easy. They usually call the day before to give you a trip. Twice they gave me turns and I put them in give away and they were both picked up. My only complaints would be this. One, if they give you a trip it does not release you from on call. They can still call you and change it up to your check in or someone could take it from you. Second, after finishing a trip you are not released if you still have duty time in your RAP remaining. For example on my last day of my reserve block I deadheaded one leg back to base arrived about 1300. They could still call me until 2000 to do a turn or possibly JA into an overnight. I believe on the last day you are automatically released 9 hours from the start of your RAP or duty day. I live right at the edge of the two hours to the airport and it doesnt make sense to drive home only to get called back out. Anyway Im still learning the rules, dealing with scheduling is very pleasant so far and I bid reserve again next month.

W