Autothrust Blue
”…trusting ze process…”
You've got to get out of Phoenix/burbs, then, and find a place that embraces the "alternative."
Delta/Endeavor SSP Extended to All Pilots
- Thread starter bronco21016
- Start date
Cptnchia
Dissatisfied Customer
I have four kids and own a Luscombe <------. a boat, a nice house and two horses. Not sure how the kids are gonna do college, I guess that's why they call em Hope Scholorships. Better hope you get one! But I got toys.Although, nearly every CA I have flown with that is married but no kids has one bad ass airplane/baby toy. Please tell me you own a Cutlass RG
I have four kids and own a Luscombe <------. a boat, a nice house and two horses. Not sure how the kids are gonna do college, I guess that's why they call em Hope Scholorships. Better hope you get one! But I got toys.
You mean you haven't set aside half a million dollars so those brats can go study art history at a private university, get tatted up and work at a bar after graduation?
The bartendress in GSP was tatted up, a recent college graduate and was complaining about a lack of opportunity in Spartanburg with a hundred thousand dollars in student loan debt and a Masters in art history.
It was one of those conversations where you just nod and smile because you're just not going to make any friends if you offer an opinion.
Cherokee_Cruiser
Bronteroc
I have four kids and own a Luscombe <------. a boat, a nice house and two horses. Not sure how the kids are gonna do college, I guess that's why they call em Hope Scholorships. Better hope you get one! But I got toys.
How do you get those lil buggers to fit in a Luscombe?
falconvalley
Absentee Dad of the OOTSK, Runner, Cat Frustrator
Some of the best parents are NOT parents. The crap I see on Saturday at the HS gym makes me wonder how some of these people figured out how to make their babies.
Richman
JC’s Resident Curmudgeon
You mean you haven't set aside half a million dollars so those brats can go study art history at a private university, get tatted up and work at a bar after graduation?
The bartendress in GSP was tatted up, a recent college graduate and was complaining about a lack of opportunity in Spartanburg with a hundred thousand dollars in student loan debt and a Masters in art history.
It was one of those conversations where you just nod and smile because you're just not going to make any friends if you offer an opinion.
Sometimes the only winning move is not to play.
Richman
Cptnchia
Dissatisfied Customer
Ya don't! That's my alone time toyHow do you get those lil buggers to fit in a Luscombe?
surreal1221
Well-Known Member
In the poker game of life, women are the rake.
I'm really starting to learn the lesson that "Uhh hmmm, ain't that somethin'" is the universally perfect answer to almost everything.
Lesson: The more you know, the more voracious people are about wanting to tell you what you don't know so your ego "don't get too big".
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How do you get those lil buggers to fit in a Luscombe?
For the same reason that the Corvette only has two seats.
Think reeeeeeeeeeeeal deep about that one, Clark!
Richman
JC’s Resident Curmudgeon
Sometimes you just can't help yourself.
Buddy of mine blew into town on a layover. Took him and his crewmate to dinner.
Not to put too fine a point on it, but the guy my buddy was flying with....I had never seen an individual that had such a gross ignorance of how the physical world works as that guy....and that's saying something about a dude who, in theory at least, was qualified to operate heavy machinery.
So I'm sittin' there waiting for my food to arrive, and this kid starts in on a "new investment opportunity" that he was involved in. An "energy sink" that was supposed to cut your electric bill by %90 or some such. Right up there with the Ramco "vortelizer" that lets your car get 900 MPG.
During his whole "presentation", I could see my buddy's eyes watering...cause he KNEW I was going to obliterate this guy (hey, we obey the laws of thermodynamics on this planet, OK).
So, I explain (gently, I might add) how his little gadget was an impossibility, including showing all the math. His only response? "You people are part of the problem, not the solution". Mind you, he was just selling it....he didn't know ANY of the technical details.
As my significant other says "there's no fixin' stupid"
Richman
jynxyjoe
Queso King
He's right. You and your science not only robs him of that sale from you, but all the rubes he intends to steal money from.
You're the problem, the government is the problem too. That kid wants other peoples money, and the gubbermint says stealing peoples wallet is illegal too, even though he's a self motivated blah blah blah.
Richman
JC’s Resident Curmudgeon
Fair enough. While I've got you one the line, how about a case of Dr. Richman's Notion Potion? Guaranteed to fix what 'ails you. Everything from skin conditions to intestinal distress. Call now, and I will double your order! You only pay additional shipping and handling!
Richman
SpiceWeasel
Tre Kronor
Sounds like the FO that wanted to debate Bitcoins.
I was told that I was part of the vast conspiracy.
TallWeeds
Well-Known Member
Can't be worse than the guys that are waiting for their Iraqi dinars to hit it big.
Next week.
jynxyjoe
Queso King
Hey I don't know if this should be a new thread or not, but by God I think the pilots may have finally won.
After being told by Guum (politely) to stick it out and trust him, followed by Barry Wilbur saying "if you don't like it leave", enough pilots have left Delta decided to pay industry leading compensation (not wages).
Date: Jan. 23, 2015
From: Ryan Gumm
To: Endeavor Pilot Team
Re: Pilot Retention Program – Enhancements
In November 2014, we announced an aggressive pilot retention program that was designed to stem pilot attrition and enhance pilot hiring in an effort to avoid further fleet reductions and to better position our airline to take on more flying in the future. To that end, we created the opportunity for financial incentive for pilots if they agreed to remain employed at Endeavor over a 24-month period.
This 24-month duration was initially designed, in part, to enhance pilot progression, and more specifically, the opportunity to upgrade to Captain more quickly - something the Company recognized as being very important to our current and future pilots. We have recently completed a more thorough analysis on upgrade progression - which is based on new assumptions that First Officer attrition is reduced to nine (9) per month, while hiring ten new pilots each month. From this analysis, we have concluded that, within the next 39 months, all of our current First Officers will have had the opportunity to upgrade to Captain, or to move to Delta under the recently announced FO SSP. This gives Endeavor an estimated three to four year projected upgrade timeline for new hire pilots today. This projection can be accelerated if we are able to reduce our attrition further and are able to hire more than ten pilots each month.
Based on these conservative assumptions, we have made the decision to extend the retention program an additional two (2) years in an effort to better match our upgrade timeline. We have also increased the potential retention payments from up to $15,000 to up to $20,000 annually for those pilots who remain employed and otherwise meet the eligibility requirements. Finally, in response to pilot feedback and our desire to maximize the success of this program in retaining pilots, we have taken the additional step of modifying the payment schedule to shorten the payment intervals by having three (3) separate periods each year. Please refer to and review the attached LOA 62 for a more detailed description of the program.
Please keep in mind that this is a significant commitment to not only our pilots, but also the airline as a whole and all of our employees. The increased retention payments I have just described provide Endeavor pilots who remain employed for the full duration of each retention period the opportunity to receive up to $80,000 in retention payments over the next 48 months. It is important to recognize how this extension demonstrates our confidence that Endeavor pilots will be offered a stable career advancement platform that rivals upgrade opportunities at any other regional airline by the end of the retention period. It is equally critical to understand this program was necessary to ensure job security and growth, which will benefit all Endeavor work groups, and enable us to retain more aircraft and position ourselves to seek out possible increased flying opportunities.
I want to thank ALPA leadership for working with the Company to reach this Tentative Agreement on amendments to the Pilot Retention Program. Both sides worked together, understanding that a stable pilot work force would be critical to the long term success of Endeavor and all of its employees. The Endeavor/ALPA MEC will have the opportunity to ratify this agreement next week, and we look forward to being able to move forward with the implementation of LOA 62.
Since our emergence from bankruptcy in 2013, we have been focused on creating a new type of regional airline; one that holds safety, operational reliability, and customer focus as the highest priorities. Endeavor is also committed to ensuring that our employees enjoy stability and opportunity by building a better airline; this “Pilot Retention Program” was designed with that goal in mind. As I have stated before, we recognize that the pilot shortage is a major challenge that Endeavor must overcome and Endeavor is not taking a back seat to the industry in addressing this issue. Endeavor remains engaged in not only solving this issue for the long-term, but has also taken very aggressive steps in order to shore up our short-term position. When a pilot asks, “Why I should choose Endeavor?” it’s simple;
·A culture founded on strong core values
·Stable career advancement opportunities
·Industry leading earnings potential for those who are committed to remaining employed at Endeavor
·Flying new state of the art aircraft
While we have encountered our share of challenges over the last few years, I am excited about the future. We have worked hard to transform our airline and now is the time when we will advance Endeavor to the front of the industry.
Thanks again,
----
Congrads to the Endeavor guys. Eat it Wilbur. Delta blew through whatever magic number they needed to have guys leave to cave to pilot demands- even though it was never going to happen because *mutters inadiably*. Of course they could shut it all down too, but at least for now, congrads! Sounds like new hire class might even be full for once.
After being told by Guum (politely) to stick it out and trust him, followed by Barry Wilbur saying "if you don't like it leave", enough pilots have left Delta decided to pay industry leading compensation (not wages).
Date: Jan. 23, 2015
From: Ryan Gumm
To: Endeavor Pilot Team
Re: Pilot Retention Program – Enhancements
In November 2014, we announced an aggressive pilot retention program that was designed to stem pilot attrition and enhance pilot hiring in an effort to avoid further fleet reductions and to better position our airline to take on more flying in the future. To that end, we created the opportunity for financial incentive for pilots if they agreed to remain employed at Endeavor over a 24-month period.
This 24-month duration was initially designed, in part, to enhance pilot progression, and more specifically, the opportunity to upgrade to Captain more quickly - something the Company recognized as being very important to our current and future pilots. We have recently completed a more thorough analysis on upgrade progression - which is based on new assumptions that First Officer attrition is reduced to nine (9) per month, while hiring ten new pilots each month. From this analysis, we have concluded that, within the next 39 months, all of our current First Officers will have had the opportunity to upgrade to Captain, or to move to Delta under the recently announced FO SSP. This gives Endeavor an estimated three to four year projected upgrade timeline for new hire pilots today. This projection can be accelerated if we are able to reduce our attrition further and are able to hire more than ten pilots each month.
Based on these conservative assumptions, we have made the decision to extend the retention program an additional two (2) years in an effort to better match our upgrade timeline. We have also increased the potential retention payments from up to $15,000 to up to $20,000 annually for those pilots who remain employed and otherwise meet the eligibility requirements. Finally, in response to pilot feedback and our desire to maximize the success of this program in retaining pilots, we have taken the additional step of modifying the payment schedule to shorten the payment intervals by having three (3) separate periods each year. Please refer to and review the attached LOA 62 for a more detailed description of the program.
Please keep in mind that this is a significant commitment to not only our pilots, but also the airline as a whole and all of our employees. The increased retention payments I have just described provide Endeavor pilots who remain employed for the full duration of each retention period the opportunity to receive up to $80,000 in retention payments over the next 48 months. It is important to recognize how this extension demonstrates our confidence that Endeavor pilots will be offered a stable career advancement platform that rivals upgrade opportunities at any other regional airline by the end of the retention period. It is equally critical to understand this program was necessary to ensure job security and growth, which will benefit all Endeavor work groups, and enable us to retain more aircraft and position ourselves to seek out possible increased flying opportunities.
I want to thank ALPA leadership for working with the Company to reach this Tentative Agreement on amendments to the Pilot Retention Program. Both sides worked together, understanding that a stable pilot work force would be critical to the long term success of Endeavor and all of its employees. The Endeavor/ALPA MEC will have the opportunity to ratify this agreement next week, and we look forward to being able to move forward with the implementation of LOA 62.
Since our emergence from bankruptcy in 2013, we have been focused on creating a new type of regional airline; one that holds safety, operational reliability, and customer focus as the highest priorities. Endeavor is also committed to ensuring that our employees enjoy stability and opportunity by building a better airline; this “Pilot Retention Program” was designed with that goal in mind. As I have stated before, we recognize that the pilot shortage is a major challenge that Endeavor must overcome and Endeavor is not taking a back seat to the industry in addressing this issue. Endeavor remains engaged in not only solving this issue for the long-term, but has also taken very aggressive steps in order to shore up our short-term position. When a pilot asks, “Why I should choose Endeavor?” it’s simple;
·A culture founded on strong core values
·Stable career advancement opportunities
·Industry leading earnings potential for those who are committed to remaining employed at Endeavor
·Flying new state of the art aircraft
While we have encountered our share of challenges over the last few years, I am excited about the future. We have worked hard to transform our airline and now is the time when we will advance Endeavor to the front of the industry.
Thanks again,
----
Congrads to the Endeavor guys. Eat it Wilbur. Delta blew through whatever magic number they needed to have guys leave to cave to pilot demands- even though it was never going to happen because *mutters inadiably*. Of course they could shut it all down too, but at least for now, congrads! Sounds like new hire class might even be full for once.
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