Cool, I was just curious. I'm willing to answer questions also.
I do as well. It's better to be here at AAY and working towards a call from a legacy than to be at a regional... But that's just my opinion.Okay, I'll admit it G4 is my refuge from RAH. Does anyone else in this thread actually work here?
I do as well. It's better to be here at AAY and working towards a call from a legacy than to be at a regional... But that's just my opinion.
What base(s) are new hires going to? Who do they have jumpseat agreements with?
Has roughly the entire bottom half of the seniority list been hired since May? I can't imagine they're hiring people without the time to upgrade.Lot of guys came for the upgrade too, most jr 80 CA just went to 5/14 in the last bid. No, not a typo...
A lot of new hires are folks from ATI, Evergreen, Ryan, etc... many folks have time in type as well. Upgrade is just going very junior due to uncertainty and people wanting a contract before choosing to upgrade.Has roughly the entire bottom half of the seniority list been hired since May? I can't imagine they're hiring people without the time to upgrade.
Sure! Perhaps act like a normal airline and you won't have to worry about talent jumping ship, regardless of how many consecutive quarters they've made a profit. At some point, if they end up treating their talent bad enough, the talent will go somewhere else even if in years prior that same talent just thought it was hot cookies to only have to do day lines. And yeah, make it gateway basing and they also might be able to manage to staff their airline. As I said earlier, it would appear this problem will need to be solved by creative thinking when it comes to staffing middle-tier airlines. The top tier companies offer substantially more when it comes to QOL/Pay/Benefits than the mid-tier operations.
But hey, with 45 quarters of consecutive profits - I understand why it is so difficult for AAY to compensate talent appropriately, no - really, I do.
I'm sure AAY will figure it out.
How is reserve? Long or short call? Commutable?
Attrition is high for a few reasons but mainly for no contract and a horrible scheduling system called merlot. Our hope is that upper management is getting sick of the garbage too and a new scheduling system is on the way. As far as the contract goes...who know when that will happen. There are more problems with the company than I listed above and things will have to change as we grow rapidly but not the business plan.
I am not drinking any (redacted) Merlot.@Autothrust Blue, if they want to drink Merlot, we're drinking Merlot.
I KNEW you were a Chablis kind of guy! They should have named the program "scotch" to let me know what I had to drink to make heads or tails of it and its process.I am not drinking any (redacted) Merlot.
I would love to help them solve their attrition problem if they'd answer my emails about attending NetworkJC down the street from them.