spiffomatic
Well-known member
- Joined
- Feb 5, 2006
- Posts
- 89
First of all let’s face it, making one National List come together is like solving the problems of the Middle East over lunch, and no Pilot group with an above average contract will want in, so likely more than 50% will always be against at any given point for one reason or another.
So forget it. How about something that could help nearly as much as can be optionally done by any pilot group as they renew their contract, and which strengthens their pilot group if they choose it.
What’s the root issue with the desire for one list? Leverage for QOL issues, and job/pay stability. Does anything else really matter? The first is tough to come by and the second is a mirage in this post-deregulation era.
Barring one list, what could bring both to a greater level than we currently “enjoy”?
My answer is this: Pay Rates. Take every steep pay scale out there and tilt it down a little. i.e., (assuming no net cost or gain to or by the company) bring down the top level pay marginally, and bring up the bottom pay a bunch. Especially at Legacy carriers where most pilots are at or near the top pay (and a relatively small percentage are at the bottom pay), this would not drastically decrease top pay since a few dollars off the top few years (many pilots) can fund more than a few dollars added to year 1-5 pay (not many pilots). Perhaps the tilt would have to be greater at a younger company.
Why do this? Well first of all, what’s a major reason why a dissatisfied pilot is reluctant to leave an airline that’s either headed the wrong direction, or not a good fit for their situation? It’s the abysmal probationary first year pay at every airline. Seniority locks you in, but in reality, it’s PAY that locks you in. “Payin yer dues” the first year is from a bygone era when you knew the gravy train would take off the next year and never stop. Nobody complained. It is now nothing more than dangerous antiquated custom, an enormous slap in the face to experience, and an excessive disincentive to anyone wanting to leave their company for an equivalent other company (Legacy to Legacy, Regional to Regional).
What’s the benefit to the pilots? First, when airlines are hiring, it would make it easier to leave a hostile company for a better one, knowing that the bills could be paid. It would make it easier to stop a life-draining 2 leg commute that didn’t exist until your company closed your base after you settled in – for the 5th time. Second, any pilot group that took this tack would find themselves better situated to attract good people who have left bad companies. Assuming pilot involvement in the HR hiring process, better early pay would equal more interest in the company and more control over the hiring of well qualified pilots. Finally, the 10-20k+ hour pilots on the street after a company liquidates are currently S.O.L. in this airline pay environment. There will be more furloughs or Ch 7s in the future and this will allow those pilots to more realistically stay in the industry (if they desire) and be able to make a livable wage and pay the bills. I’m not saying they won’t experience a loss in QOL, but a (as a random example) $80/hr first year pay goes a lot further than, say Continental’s $31/hr first year or US Airways’ $25/hr. It would make a world of difference and could probably be done for a few dollars off the top end pay rates.
These are just some thoughts. There are few other professions where a necessary job search has the potential to wreak so much havoc on a person’s life and family. Other professions value experience. Pilots have stuck it to themselves, since we set our own pay distribution. A more egalitarian pay distribution would benefit us all.
Thoughts/Comments are appreciated.
And if nothing else, perhaps the age 65’ers and those hunkered down at the top of the pay scale owe this bone to those more junior.
So forget it. How about something that could help nearly as much as can be optionally done by any pilot group as they renew their contract, and which strengthens their pilot group if they choose it.
What’s the root issue with the desire for one list? Leverage for QOL issues, and job/pay stability. Does anything else really matter? The first is tough to come by and the second is a mirage in this post-deregulation era.
Barring one list, what could bring both to a greater level than we currently “enjoy”?
My answer is this: Pay Rates. Take every steep pay scale out there and tilt it down a little. i.e., (assuming no net cost or gain to or by the company) bring down the top level pay marginally, and bring up the bottom pay a bunch. Especially at Legacy carriers where most pilots are at or near the top pay (and a relatively small percentage are at the bottom pay), this would not drastically decrease top pay since a few dollars off the top few years (many pilots) can fund more than a few dollars added to year 1-5 pay (not many pilots). Perhaps the tilt would have to be greater at a younger company.
Why do this? Well first of all, what’s a major reason why a dissatisfied pilot is reluctant to leave an airline that’s either headed the wrong direction, or not a good fit for their situation? It’s the abysmal probationary first year pay at every airline. Seniority locks you in, but in reality, it’s PAY that locks you in. “Payin yer dues” the first year is from a bygone era when you knew the gravy train would take off the next year and never stop. Nobody complained. It is now nothing more than dangerous antiquated custom, an enormous slap in the face to experience, and an excessive disincentive to anyone wanting to leave their company for an equivalent other company (Legacy to Legacy, Regional to Regional).
What’s the benefit to the pilots? First, when airlines are hiring, it would make it easier to leave a hostile company for a better one, knowing that the bills could be paid. It would make it easier to stop a life-draining 2 leg commute that didn’t exist until your company closed your base after you settled in – for the 5th time. Second, any pilot group that took this tack would find themselves better situated to attract good people who have left bad companies. Assuming pilot involvement in the HR hiring process, better early pay would equal more interest in the company and more control over the hiring of well qualified pilots. Finally, the 10-20k+ hour pilots on the street after a company liquidates are currently S.O.L. in this airline pay environment. There will be more furloughs or Ch 7s in the future and this will allow those pilots to more realistically stay in the industry (if they desire) and be able to make a livable wage and pay the bills. I’m not saying they won’t experience a loss in QOL, but a (as a random example) $80/hr first year pay goes a lot further than, say Continental’s $31/hr first year or US Airways’ $25/hr. It would make a world of difference and could probably be done for a few dollars off the top end pay rates.
These are just some thoughts. There are few other professions where a necessary job search has the potential to wreak so much havoc on a person’s life and family. Other professions value experience. Pilots have stuck it to themselves, since we set our own pay distribution. A more egalitarian pay distribution would benefit us all.
Thoughts/Comments are appreciated.
And if nothing else, perhaps the age 65’ers and those hunkered down at the top of the pay scale owe this bone to those more junior.
