Thanks SkyW

[Going2Baja]

I'm going to go out on a limb and say that the stock purchase plan and the stock grants alone are far and away the best in the regional industry.

That's exactly how I put the down on my home in 1998...$60K PROFIT in two years, not bad eh??

The day's of Regional flying are coming to an end and the regionals need to consolidate if they want to remain in business. Majors will come to agreements with their pilot to fly 100+ seat jets for lower wages and the Regionals will shrink. SkyW is staying ahead of the trend and making their place in the industry.

Baja.

 

[Deerkiller]

They would get control of the CAL flying and will use the new XJT subsidiary (gee thanks) until CAL lets their scope go, whereupon XJT pilots will be screwed anyway when SKW put Skywest Airlines 70-90 seaters on the CAL flying. They didn't even mention our charter cash cow which is set to double this year.

Uh...yeah....

Dream on. CAL scope is as strong as ever. From #1 to #5079 are never going to give up scope. This pilot group is pissed that there are 200+ RJs out there flying in COEX colors.

CAL may eventually get 70-90 seat RJs, but they'll say CONTINENTAL AIRLINES on the side.

 

[sweptback]

I'm going to go out on a limb and say that the stock purchase plan and the stock grants alone are far and away the best in the regional industry.

The stock grant is worthless to me. If I'm here 3 years after it vests, I get to keep it and then I'll be happy... if not then I get nothing. SkyWest knows this, and I bet the actual amount of employees that actually stick around long enough to receive the benefit is minimal.

As for the stock purchase plan, that has a little more benefit to me. However, while this type of compensation is unique to the regional industry, it is almost commonplace to a company in about any other industry.

Not to mention any type of compensation involving stock is much less expensive for the company then actually doling out money.

The problem with employees in this industry is that they compare their benefits to only peer airlines. I say that we should compare our benefits to employers throughout the US. Waiting 2-3 years to get a 50% match on your 401k earnings is poor considering that most companies start you out at that on day one. Waiting 6-7 years to vest in your 401k is poor considering most companies are 2-3. Get my picture?

 

[XPOO]

The stock grant is worthless to me. If I'm here 3 years after it vests, I get to keep it and then I'll be happy... if not then I get nothing. SkyWest knows this, and I bet the actual amount of employees that actually stick around long enough to receive the benefit is minimal.

As for the stock purchase plan, that has a little more benefit to me. However, while this type of compensation is unique to the regional industry, it is almost commonplace to a company in about any other industry.

Not to mention any type of compensation involving stock is much less expensive for the company then actually doling out money.

The problem with employees in this industry is that they compare their benefits to only peer airlines. I say that we should compare our benefits to employers throughout the US. Waiting 2-3 years to get a 50% match on your 401k earnings is poor considering that most companies start you out at that on day one. Waiting 6-7 years to vest in your 401k is poor considering most companies are 2-3. Get my picture?

My point was that the pilots have it better than other regional pilots, which you seemed to have agreed on. No one ever said they needed to be treated like a Fortune 500 company.

 

[sweptback]

My point was that the pilots have it better than other regional pilots, which you seemed to have agreed on. No one ever said they needed to be treated like a Fortune 500 company.

I think we should, and that is where we disagree.

 

[WalterSobchak]

Not to mention any type of compensation involving stock is much less expensive for the company then actually doling out money.

So freakin' what? Would the compensation be that much sweeter if it came straight out of the company's bank account? Money is money...and if the company didn't have to blow the savings account to give it to me, all the better...it keeps me employed that much longer.

The problem with employees in this industry is that they compare their benefits to only peer airlines. I say that we should compare our benefits to employers throughout the US. Waiting 2-3 years to get a 50% match on your 401k earnings is poor considering that most companies start you out at that on day one.

I don't disagree with you here...all of our benefits packages could be a little better. My SKW 401(k) match could be a little better...but overall package is still a better setup than what I had in my AirTran ramp days.

 

[Gandalf]

My point was that the pilots have it better than other regional pilots, which you seemed to have agreed on. No one ever said they needed to be treated like a Fortune 500 company.

We are a Fortune 616 company. http://money.cnn.com/magazines/fortune/fortune500/2008/snapshots/11274.html

Is there something magical that happens with regard to the treatment of employees that happens at 500?

Number 1 is Wal-Mart! 3 of the top 5 are Oil Companies. Fortune 500 has nothing to do with treatment of employees.

Wikipedia....."The Fortune 500 is an annual list compiled and published by Fortune magazine that ranks the top 500 American public corporations as measured by their gross revenue..."

So, I guess my "value" as an employee and the "treatment" I should expect is 615 points lower than the 16 year old collecting carts at the local Wal-Mart????

I would hope that as professionals that most likely have an advanced education, advanced training, and have spent years getting to this career level, as well as the responsibilities that we have, not to mention the cost to our careers and personal lives that we pay, along with the threat of the loss of the career (not just a job) hanging on the whims of the FAA ...... That "....overall the package is still a better setup than what I had in my AirTran ramp days...."

(yes...it's a run-on sentence...)

 

[10nCLR]

Captain Cool-Aid here thinks all of this bickering he's reading is getting him real thirtsy for some of that urnge Kool-Aid.

 

[Captain Overs]

There will be no deal approved by the XJT pilots.

Jerry Atkin and Larry Kellner want XJT pilot blo jobs.

I would rather struggle to the end, furlough on our own accord if needed, cut branded (happening every month), expand charter, and wait for Mesa to die to pick up what scraps we can with our redeployed branded planes and the next batch of airplanes Continental will refuse back to us.

I thought we were going to hear a serious business proposal to maybe give XJT a better future. Well try again. Branded gone (fair enough). LAX Delta gone to Skywest (why? DAL likes the product XJT is supplying there, otherwise they could have had SKW do it in the first place). They would get control of the CAL flying and will use the new XJT subsidiary (gee thanks) until CAL lets their scope go, whereupon XJT pilots will be screwed anyway when SKW put Skywest Airlines 70-90 seaters on the CAL flying. They didn't even mention our charter cash cow which is set to double this year.

What a deal!

Jerry A$$h0le.

That doesn't sound very Mormon like of SKYW.

 

[Metro752]

Uh...yeah....

Dream on. CAL scope is as strong as ever. From #1 to #5079 are never going to give up scope. This pilot group is pissed that there are 200+ RJs out there flying in COEX colors.

CAL may eventually get 70-90 seat RJs, but they'll say CONTINENTAL AIRLINES on the side.

Yeah especially all those guys who flew those planes, and the morons who gave scope up in the first place!


Right.

 

[samfu_1]

When are you guys gonna get it through your head that skw pilots are not lower paid. There's much more to a paycheck than just an hourly rate. Whatever the rates are in this CPA, they aren't cheaper because of pilot labor.

Do you have the rule as a SKW pilot to get 100% DHD pay? Do you get to train on days that you originally had a trip on or do you have to train on days off? Do you get a vacation schedule that gives you any trip dropped that your vacation touches? Those are huge things that net our pilot group lots of extra pay.

 

[007]

I bet CAL will end up giving up scope just to get rid of PBS. In the end, they always have voted yes to the first offer.....Please prove me wrong.

 

[Ezralite]

I bet CAL will end up giving up scope just to get rid of PBS.

Now that's just retarded.

 

[WalterSobchak]

I would hope that as professionals that most likely have an advanced education, advanced training, and have spent years getting to this career level, as well as the responsibilities that we have, not to mention the cost to our careers and personal lives that we pay, along with the threat of the loss of the career (not just a job) hanging on the whims of the FAA ...... That "....overall the package is still a better setup than what I had in my AirTran ramp days...."

Should you be paid commensurate to your training and expertise? Absolutely, I'm not going to argue with you there. However, you chose the career and knew what you were getting into. You were aware of the pitfalls as well as the possibilites, and it drives me nuts when a pilot starts throwing around the "my career is always in jeopardy" line.

You think I don't put my career on the line every time a build a flight release (of which I do 45-60 of everyday)? And, yes, I said "career", as this is what I've chosen...I'm no pilot wannabe as we so often are accused (as I've stated before, I'm way too smart and not bitter enough to fly airplanes for a living). I'm damn good at and very much enjoy what I do in OCC.

My work gets reviewed and picked apart at random anytime the feds feel like it...they're thorough, too. One misstep without an accompanying ASAP...and I get called to the carpet. Not to mention the millions of other occurrences throughout out an operations day that can fall under the scrutiny of various government agencies and result in fines to the company and my termination. What I'm saying is, you're not the only one putting the career on the line everyday.

While I'm on a tangent...I've been seeing alot of "the hand on the throttle holds all the power" BS popping up all over FI lately. I would just like to remind you all that, like it or not, you are cogs in a machine...just like the dispatchers, flight attendants, rampers, CS agents, etc. One group walks, the whole thing falls apart. You're no more powerful than the lowest rung if they should choose to walk.

Here's some food for thought...a few hundred of you call out sick and we call in some reserves and cancel some flights. Twenty of us call out...and the airline calls it a day because of the inability to maintain operational control. See, we all hold the power...

All said, I was only pointing out my 401(k) and bonus package is better between the two companies...and I was talking strictly 401(k)/bonus and not A/B funds, etc.

 

[Gr82Aviate]

Should you be paid commensurate to your training and expertise? Absolutely, I'm not going to argue with you there. However, you chose the career and knew what you were getting into. You were aware of the pitfalls as well as the possibilites, and it drives me nuts when a pilot starts throwing around the "my career is always in jeopardy" line.

You think I don't put my career on the line every time a build a flight release (of which I do 45-60 of everyday)? And, yes, I said "career", as this is what I've chosen...I'm no pilot wannabe as we so often are accused (as I've stated before, I'm way too smart and not bitter enough to fly airplanes for a living). I'm damn good at and very much enjoy what I do in OCC.

My work gets reviewed and picked apart at random anytime I feds feels like it...they're thorough, too. One misstep without an accompanying ASAP...and I get called to the carpet. Not to mention the millions of other occurrences throughout out an operations day that can fall under the scrutiny of various government agencies and result in fines to the company and my termination. What I'm saying is, you're not the only one putting the career on the line everyday.

While I'm on a tangent...I've been seeing alot of "the hand on the throttle holds all the power" BS popping up all over FI lately. I would just like to remind you all that, like it or not, you are cogs in a machine...just like the dispatchers, flight attendants, rampers, CS agents, etc. One group walks, the whole thing falls apart. You're no more powerful than the lowest rung if they should choose to walk.

Here's some food for thought...a few hundred of you call out sick and we call in some reserves and cancel some flights. Twenty of us call out...and the airline calls it a day because of the inability to maintain operational control. See, we all hold the power...

All said, I was only pointing out my 401(k) and bonus package is better between the two companies...and I was talking strictly 401(k)/bonus and not A/B funds, etc.

I hate to burst your bubble, but you do know we operated thousands of flights for many years without a single dispatcher on the property?...

 

[WalterSobchak]

I hate to burst your bubble, but you do know we operated thousands of flights for many years without a single dispatcher on the property?...

Sorry to disappoint, but no bubble burst...completely aware, compadre. I know my history. Just kinda tough to operate a 121 Passenger Operation without us...or without any other cog in the machine, so to speak.

 

[Gandalf]

Walter,

Re-read Sweptback and my responses......."The problem with employees in this industry is that they compare their benefits to only peer airlines....and ......"as professionals..."

Neither one was pitting pilots vs. dispatchers. And it drives me nuts whenever someone pulls the "you chose the career and knew what you were getting into..." card. Yes, I did. But, that doesn't mean that I can't hope for and work towards improving certain aspects about the career.

....."I've been seeing alot of "the hand on the throttle holds all the power" BS popping up all over FI lately. I would just like to remind you all that, like it or not, you are cogs in a machine...just like the dispatchers, flight attendants, rampers, CS agents, etc. One group walks, the whole thing falls apart. You're no more powerful than the lowest rung if they should choose to walk.

Here's some food for thought...a few hundred of you call out sick and we call in some reserves and cancel some flights. Twenty of us call out...and the airline calls it a day because of the inability to maintain operational control. See, we all hold the power...Maybe you should read your own posts......

 

[Andy Neill]

Hardly know where to start with this one.

The stock grant is worthless to me. If I'm here 3 years after it vests, I get to keep it and then I'll be happy... if not then I get nothing.

Granted

As for the stock purchase plan, that has a little more benefit to me.

A little more? Do you know that the equivalent annual rate of return on this program is at least 68% even if the stock went sideways or down during the previous 6 months? If it went up, it is much more. I have a hard time investing aggressively to match this. When a company offers this, they are asking, "Do you want a 2% (minimum) raise or not?"

However, while this type of compensation is unique to the regional industry, it is almost commonplace to a company in about any other industry.

I thought you were talking about how SkyWest is dragging down the airline industry - not the world.

Not to mention any type of compensation involving stock is much less expensive for the company then actually doling out money.

This one has already been addressed. The benefit's worth is not what it costs the company but what the benefit is worth to you.

The problem with employees in this industry is that they compare their benefits to only peer airlines. I say that we should compare our benefits to employers throughout the US.

The peer airline comparison is valid when the accusation is that SkyWest is dragging the industry down. Are you conceding that SkyWest does offer superior benefits within the regional industry but not the wider corporate world? If so, I might agree. Why are you in this poorly compensated industry?

Waiting 2-3 years to get a 50% match on your 401k earnings is poor considering that most companies start you out at that on day one.

As I recall, SkyWest had a 100% match after one year. In essence, they are asking "Do you want a $5000 ((or $6000 for older folks) a year raise or not?" How about your company?

Waiting 6-7 years to vest in your 401k is poor considering most companies are 2-3.

Again, I recall 100% vesting immediately. Do you have to wait 2-3 years? Bummer!

Get my picture?

I hope not.

 

[ToiletDuck]

I work at RAH but I'd kill for SKYW stock plan.

 

[No.W.]

Do you have the rule as a SKW pilot to get 100% DHD pay? Do you get to train on days that you originally had a trip on or do you have to train on days off? Do you get a vacation schedule that gives you any trip dropped that your vacation touches? Those are huge things that net our pilot group lots of extra pay.

Question 1: Yes.

Question 2: Our days are "preassigned" in PBS. If you wanted it off...too bad(sucks).

Question 3: Heck NO. That's one of the best things about the ExpressJet contract. That was even in place BEFORE the new contract(when I was there)...it's AWESOME.

So 1 for 3...

I've never argued that SkyWest had the better contract...I do think that our compensation at the end of the year...when comparing W2's stands up pretty well.