SkyWest pilot pay package

B767 said:
Yes. Profit SHARING should be SHARED evenly among the group. It's an incentive. I'm sorry, captains are NOT more productive than me when it comes to company financial performance. I'm sorry, but if both a captain and I credit 950 hours for the year (he's already making more money as a captain than I am), he shouldn't make 74% more money than me in a company financial incentive.
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To add onto this, why then should a year 1 fo get the same amount as a year 8fo?


I agree with b767, if we're gonna separate the numbers for FOs and captains, we have to distinguish by longevity with the company as well


Of course we're about to open Pandoras box with these comments
 
Seggy said:
Can you take the vagueness out and explain what is going on with your angst about the 70% comment?
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I deeply resent my contribution to profitability being valued at 70% of the Captain's contribution to profitability.
 
elmetal said:
To add onto this, why then should a year 1 fo get the same amount as a year 8fo?


I agree with b767, if we're gonna separate the numbers for FOs and captains, we have to distinguish by longevity with the company as well


Of course we're about to open Pandoras box with these comments
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Actually, if the company institutes the $10,000 new hire bonus and the $7,500 CL-65 type rating bonus, you would make more money in your first year than ANY FO on property, AND more money in your first year than you would the next 7 as an FO.
 
So the formula is different for profit sharing between Captains and First Officers for profit sharing? Is it based on individual W-2 earnings?
 
Soooo at my place we have the same formula but it pays differently between Captain and First Officers because it is based off individual W-2 earnings. Beloved Delta has a similar set up.

Would that give you folks angst?
 
Seggy said:
Soooo at my place we have the same formula but it pays differently because it is based off individual W-2 earnings. Beloved Delta has a similar set up.

Would that give you folks angst?
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Nope.

Or at least, I think that's a better way to do it than the arbitrary credit-hour multipliers we have in this TA. The current bonus programs we have are set up based upon your W2 earnings as well.
 
Fair enough.

The way you describe it is weird and would give me angst. But, folks will be paid differently.
 
Seggy said:
Fair enough.

The way you describe it is weird. No doubt.
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Again, I had The Man Himself on the jumpseat today on the way to LAX; this was put in here by the Association. The Company wanted to pay us the same across the board, which is more palatable than the "let's value a Captain's credit hour at 1.15" approach.
 
Autothrust Blue said:
Nope.

Or at least, I think that's a better way to do it than the arbitrary credit-hour multipliers we have in this TA. The current bonus programs we have are set up based upon your W2 earnings as well.
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Current financial rewards are based on the employees gross earnings for the quarter. You are correct. Why they up and decided to change this PPS, well I'm sure you and I have very similar guesses. ;)
 
Autothrust Blue said:
Again, I had The Man Himself on the jumpseat today on the way to LAX; this was put in here by the Association. The Company wanted to pay us the same across the board, which is more palatable than the "let's value a Captain's credit hour at 1.15" approach.
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Yeah I'd be livid the way SAPA set it up.
 
Seggy said:
Yeah I'd be livid the way SAPA set it up.
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I like our Veep. He'd never ridden up front on the 175, apparently (which, if I were the VP Ops, I would have found an excuse a LOT sooner), and had fun with the experience. Heard us out, on matters operational and compensation, which is more than anyone in the current SAPA have done for me. Cool guy. (Probably wishes he could fly more.)
 
B767 said:
Yes. Profit sharing should be shared evenly among the group.
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Craziness. I'd burn the place to the ground if I was a captain under that arrangement. Profit sharing is compensation just like wages.

Autothrust Blue said:
I deeply resent my contribution to profitability being valued at 70% of the Captain's contribution to profitability.
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Why don't you "deeply resent" your normal wage, then? It's all just compensation.

Most airlines who distribute profit sharing use a formula that links it to your wages in some fashion, so FOs get paid less than captains. Now, I agree that it's weird to just split it between FOs and Captains and not link it to earnings, but that's hardly enough of a difference to make a reasonable person "deeply resent" the arrangement. I'd be more "deeply resentful" of the $0.50/hr raise.
 
I'm deeply resentful at the entire thing. I think the only thing in it I could get on board with was the increase in per diem. Everything else just sucked. Not going to lie though, I didn't expect rainbows and unicorns. Plus I'm overly concerned that if this thing passes, in the very near future we will see mandatory reflows with no financial incentive, all tied in to our EFBs.
 
B767 said:
I'm deeply resentful of the entire thing. I think the only thing in it I could get on board with was the increase in per diem. Everything else just sucked. Not going to lie though, I didn't expect rainbows and unicorns. Plus I'm overly concerned that if this thing passes, in the very near future we will see mandatory reflows with no financial incentive, all tied in to our EFBs.
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The efb notification has been taken off the table last I checked.
Mainly because I think skw is too cheap for the data plan which would be an absolute necessity for reflow purposes.
 
elmetal said:
The efb notification has been taken off the table last I checked.
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Until this vote is over. Guarantee you, no matter if this passes or fails, they will stop pay negotiations and force an EFB/reflow policy on us.

I didn't think it had been taken off the table. I thought all talks were shelved at the moment because the company didn't want to pay us extra and SAPA (surprisingly) didn't want to attach it to EFB.
 
As soon as this doesn't pass, I'm sure pay talks will end and reflow will come back.

Reserve coverage is a joke these days. Company wide we have so few reserves
 
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