timetoquit
Well-known member
- Joined
- May 27, 2003
- Posts
- 128
First Mesa, now Skywest! Why would anyone want to work in this industry with the way management is forcing pay cuts at the profitable regionals! Without a union, those poor guys at Skywest have no choice but to accept the substandard humiliation to our profession.
Found this on the airlinepilotcontracts.com:
Highlights: “In English, please …”
- 18 month duration
- Current pay scales for current aircraft
- All longevity increases remain intact
- 50-99 seat rates (current 50 seat rates)
- 100-159 seat jet rates (~20-22% below Southwest Airlines 2001/2002 scale)
Rates and Duration: How Much, How Long?
SAPA and Management have agreed to the following pay scale. If approved by majority vote of the SAPA General Membership, this scale will be effective July 1, 2003 through December 31, 2004.
Turbo Turbo 50-99 Seat 50-99 Seat 100-159 Seat 100-159 Seat
Prop Prop Jet Jet Jet Jet
Years CPT FO CPT FO CPT FO
0-1 $44.37 $19.02 $56.03 $19.02 $94.42 $19.02
1-2 $45.70 $27.42 $57.77 $34.54 $95.57 $48.36
2-3 $47.08 $28.24 $59.54 $35.61 $96.73 $49.85
3-4 $48.49 $29.09 $61.40 $37.84 $97.88 $52.98
4-5 $49.94 $30.57 $63.20 $39.02 $98.97 $54.63
5-6 $50.94 $31.18 $65.25 $40.23 $100.21 $56.32
6-7 $52.47 $31.18 $67.27 $40.23 $101.35 $56.32
7-8 $54.04 $31.18 $69.35 $40.23 $102.51 $56.32
8-9 $55.66 $31.18 $71.40 $40.23 $103.67 $56.32
9-10 $57.33 $31.18 $73.71 $40.23 $104.82 $56.32
10-11 $59.05 $31.18 $75.98 $40.23 $105.98 $56.32
11-12 $60.83 $31.18 $78.33 $40.23 $107.14 $56.32
12-13 $62.65 $31.18 $80.76 $40.23 $109.28 $56.32
13-14 $64.53 $31.18 $83.25 $40.23 $111.46 $56.32
14-15 $65.82 $31.18 $85.93 $40.23 $113.69 $56.32
15-16 $67.14 $31.18 $88.40 $40.23 $115.97 $56.32
16-17 $68.48 $31.18 $91.05 $40.23 $118.29 $56.32
17-18 $68.48 $31.18 $92.87 $40.23 $120.65 $56.32
Duration -- Proposed durations of this TA ranged from 12 months to 15 years. SAPA aggressively pursued a shorter agreement, due largely to the volatile state of the industry. While virtually every carrier is negotiating concessions and/or cuts, SAPA intends to at least maintain pilots’ current position, and reserve the ability to address these rates should the industry recover. This TA represents a flexible compromise, which will benefit both pilot and company. It provides enough time and data for Management to establish start-up costs for new aircraft, and a short enough window to ensure fair initial compensation for all potential aircraft.
51 to 99-Seat Aircraft at Current 50-Seat Rates -- This was arguably our biggest sticking point, albeit greatly moderated by the short length of the contract, and the assurance of no pay cut for our current pilots in present equipment.
Equal rates provide opportunity and flexibility. For example, a pilot might have more options in terms of domicile and schedule, without sacrificing pay. Also, the job and workload are comparable, with the same type rating for the 50, 70, and 90-seat RJs. There are numerous precedents for this type of scale in the industry: carriers have equal rates for B757/767; multiple iterations of B737; and MD80/B737, et al. These proposed rates are competitive -- and may prove even more so -- once carriers that are in negotiations reach final agreements.
Some iterations of this TA included increased rates for 70 and/or 90 seat aircraft, and decreased rates for the current 50-seat fleet. SAPA considered this unacceptable, as it would sacrifice the good of the entire pilot group for the possibility of a slight increase for a very few. Under this TA, if SkyWest should see larger aircraft on the property, we will be able to reassess the industry and our situation at the end of only 18-months.
100 to 159-Seat (Large) Jet Rates – In January, SAPA submitted Southwest Airlines as the benchmark for pilot compensation in the discount-carrier market segment. The rates expressed in this TA are a result of that initial position, with one compromise:
Should it enter this market, SkyWest will attempt to do to Southwest Airlines what Southwest Airlines did to the airline industry.
Built upon pilot labor costs, Management can construct and scrutinize a business model based on competitors’ operating costs, minus ~20%. On the upside, this TA allows Management another viable expansion option. On the downside, it provides another worst-case contingency, should a large portion of our fleet or seniority list become idle. The Large Jet FO rates were among the last issues resolved in this TA.
!
Found this on the airlinepilotcontracts.com:
Highlights: “In English, please …”
- 18 month duration
- Current pay scales for current aircraft
- All longevity increases remain intact
- 50-99 seat rates (current 50 seat rates)
- 100-159 seat jet rates (~20-22% below Southwest Airlines 2001/2002 scale)
Rates and Duration: How Much, How Long?
SAPA and Management have agreed to the following pay scale. If approved by majority vote of the SAPA General Membership, this scale will be effective July 1, 2003 through December 31, 2004.
Turbo Turbo 50-99 Seat 50-99 Seat 100-159 Seat 100-159 Seat
Prop Prop Jet Jet Jet Jet
Years CPT FO CPT FO CPT FO
0-1 $44.37 $19.02 $56.03 $19.02 $94.42 $19.02
1-2 $45.70 $27.42 $57.77 $34.54 $95.57 $48.36
2-3 $47.08 $28.24 $59.54 $35.61 $96.73 $49.85
3-4 $48.49 $29.09 $61.40 $37.84 $97.88 $52.98
4-5 $49.94 $30.57 $63.20 $39.02 $98.97 $54.63
5-6 $50.94 $31.18 $65.25 $40.23 $100.21 $56.32
6-7 $52.47 $31.18 $67.27 $40.23 $101.35 $56.32
7-8 $54.04 $31.18 $69.35 $40.23 $102.51 $56.32
8-9 $55.66 $31.18 $71.40 $40.23 $103.67 $56.32
9-10 $57.33 $31.18 $73.71 $40.23 $104.82 $56.32
10-11 $59.05 $31.18 $75.98 $40.23 $105.98 $56.32
11-12 $60.83 $31.18 $78.33 $40.23 $107.14 $56.32
12-13 $62.65 $31.18 $80.76 $40.23 $109.28 $56.32
13-14 $64.53 $31.18 $83.25 $40.23 $111.46 $56.32
14-15 $65.82 $31.18 $85.93 $40.23 $113.69 $56.32
15-16 $67.14 $31.18 $88.40 $40.23 $115.97 $56.32
16-17 $68.48 $31.18 $91.05 $40.23 $118.29 $56.32
17-18 $68.48 $31.18 $92.87 $40.23 $120.65 $56.32
Duration -- Proposed durations of this TA ranged from 12 months to 15 years. SAPA aggressively pursued a shorter agreement, due largely to the volatile state of the industry. While virtually every carrier is negotiating concessions and/or cuts, SAPA intends to at least maintain pilots’ current position, and reserve the ability to address these rates should the industry recover. This TA represents a flexible compromise, which will benefit both pilot and company. It provides enough time and data for Management to establish start-up costs for new aircraft, and a short enough window to ensure fair initial compensation for all potential aircraft.
51 to 99-Seat Aircraft at Current 50-Seat Rates -- This was arguably our biggest sticking point, albeit greatly moderated by the short length of the contract, and the assurance of no pay cut for our current pilots in present equipment.
Equal rates provide opportunity and flexibility. For example, a pilot might have more options in terms of domicile and schedule, without sacrificing pay. Also, the job and workload are comparable, with the same type rating for the 50, 70, and 90-seat RJs. There are numerous precedents for this type of scale in the industry: carriers have equal rates for B757/767; multiple iterations of B737; and MD80/B737, et al. These proposed rates are competitive -- and may prove even more so -- once carriers that are in negotiations reach final agreements.
Some iterations of this TA included increased rates for 70 and/or 90 seat aircraft, and decreased rates for the current 50-seat fleet. SAPA considered this unacceptable, as it would sacrifice the good of the entire pilot group for the possibility of a slight increase for a very few. Under this TA, if SkyWest should see larger aircraft on the property, we will be able to reassess the industry and our situation at the end of only 18-months.
100 to 159-Seat (Large) Jet Rates – In January, SAPA submitted Southwest Airlines as the benchmark for pilot compensation in the discount-carrier market segment. The rates expressed in this TA are a result of that initial position, with one compromise:
Should it enter this market, SkyWest will attempt to do to Southwest Airlines what Southwest Airlines did to the airline industry.
Built upon pilot labor costs, Management can construct and scrutinize a business model based on competitors’ operating costs, minus ~20%. On the upside, this TA allows Management another viable expansion option. On the downside, it provides another worst-case contingency, should a large portion of our fleet or seniority list become idle. The Large Jet FO rates were among the last issues resolved in this TA.
!
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