Skywest Questions

What am I missing with this AIP? I see it goes until 2022. 2% pay increase, increase in 401k contribution, per diem increase and increase in the % and amount of profit sharing?

Why is it so hard for them to ask for QOL gains like more schedule flexibility, days off, etc.
 
Cory Trevor said:
I don't think I like the pay package
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It's all money. Skywest be like:
IMG_0568.GIF


I hate to admit it, but I'd be ok with the money we make now IF I could get MORE TIME OFF. At least some schedule flexibility. Tired of getting assigned 95+ hours and 12 days off. Hell, I think in December I was "awarded" less days off than the reserve lines had.
 
B767 said:
What am I missing with this AIP? I see it goes until 2022. 2% pay increase, increase in 401k contribution, per diem increase and increase in the % and amount of profit sharing?

Why is it so hard for them to ask for QOL gains like more schedule flexibility, days off, etc.
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Because giving you industry standard work rules and bidding would cost them a lot more than 1%.
 
B767 said:
It's all money. Skywest be like:
View attachment 38935

I hate to admit it, but I'd be ok with the money we make now IF I could get MORE TIME OFF. At least some schedule flexibility. Tired of getting assigned 95+ hours and 12 days off. Hell, I think in December I was "awarded" less days off than the reserve lines had.
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"Why are you still on reserve bro?"

Gosh, I wonder. ;)
 
I got more satisfaction starting at the dog poo on the sidewalk this morning than from this pay package. NOPE NOPE NOPE NOPE. We deserve better than it.
 
After reading into it and just the general market tone.. there's no reason to upvote this package. [emoji107]
 
I know I'm the contrarian that has problems at every job, but I actually think it isn't too bad.

(dons flame suit)

LMK if you want to have a sensible discussion about it and educate me as to why not.

Or you can label the guy who has had "problems with every employer" as a company man [emoji23]


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bike21 said:
Never voted in favor of a single one during my tenure. That isn't to say I wasn't happy while there, but the offerings were never quite enough for my satisfaction. And watch out for fuzzy math, they are darn good at that one.
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Yes they are! For instance:

Increase in both percent and minimum amount for the PPS. The math in the "ta" that was sent to us, with the updated PPS formula/numbers uses THE SAME company credit hours they use now. But they're saying this agreement will make OO more attractive to new hires. That equals more pilots. More pilots = higher company wide credit hours. So they're showing that it'll be $2000 and $1500 for CA and FO PPS checks working 465 hours. But they aren't factoring in higher credit hours which lowers the check amount. I bet the checks won't be that much different than they are now.
 
BEEF SUPREME said:
I know I'm the contrarian that has problems at every job, but I actually think it isn't too bad.

(dons flame suit)

LMK if you want to have a sensible discussion about it and educate me as to why not.

Or you can label the guy who has had "problems with every employer" as a company man [emoji23]


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Here are my issues.

No improvement in reserve rules. I plan on never sitting reserve again at this company but it is an issue needing attention that has been brought to our representatives and clearly no action is taken.

No address of other issues concerning reflows or reduction in airport sit times.

A "raise" which, if you add to the top of current annual increases barely covers current US inflation which is probably somewhere in the neighborhood of 2.5%, meaning your longevity and dedication is rewarded by a pay cut somewhere between 1-2% per year.

I have other issues too, like profit sharing, which I like, but when taken as a percentage when the company is planning large capital investments means potential hits to my check, and without a trusted independent representative protecting my interests I would rather not trade a competitive rate for PPS promises.

But you're a St. George stooge, so..... ;-)



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Cazadores said:
Here are my issues.

No improvement in reserve rules. I plan on never sitting reserve again at this company but it is an issue needing attention that has been brought to our representatives and clearly no action is taken.

No address of other issues concerning reflows or reduction in airport sit times.

A "raise" which, if you add to the top of current annual increases barely covers current US inflation which is probably somewhere in the neighborhood of 2.5%, meaning your longevity and dedication is rewarded by a pay cut somewhere between 1-2% per year.

I have other issues too, like profit sharing, which I like, but when taken as a percentage when the company is planning large capital investments means potential hits to my check, and without a trusted independent representative protecting my interests I would rather not trade a competitive rate for PPS promises.

But you're a St. George stooge, so..... ;-)



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I like the non taxed per diem increase. Over 24 hrs it actually adds up.

I don't pay attention to bonus pay because you should never count on it.

I'm in agreement on work rule changes for reserve and for bidding. I want to have the ability to work less for less money. Not take a bunch of work all the time.

As for the raise. One must weigh the cost of renegotiating and how much of an increase in % would be required over X number of years to equal what we were offered today. If there is a significant delay that starts taking a long time.

Comparing our pay to the bonus pay at other operators is a bad way to look at it. The tax rate on bonus pay is much different. Also those bonus deals are going away the second the economy warrants it. Then again we may take a pay cut if that happens too.

Personally I think arguing over the principal of negotiation for more in good times, doesn't pay out over the long run. Also I will hopefully get hired at another carrier sooner than later. Why wait?


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BEEF SUPREME said:
I like the non taxed per diem increase. Over 24 hrs it actually adds up.

I don't pay attention to bonus pay because you should never count on it.

I'm in agreement on work rule changes for reserve and for bidding. I want to have the ability to work less for less money. Not take a bunch of work all the time.

As for the raise. One must weigh the cost of renegotiating and how much of an increase in % would be required over X number of years to equal what we were offered today. If there is a significant delay that starts taking a long time.

Comparing our pay to the bonus pay at other operators is a bad way to look at it. The tax rate on bonus pay is much different. Also those bonus deals are going away the second the economy warrants it. Then again we may take a pay cut if that happens too.

Personally I think arguing over the principal of negotiation for more in good times, doesn't pay out over the long run. Also I will hopefully get hired at another carrier sooner than later. Why wait?


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I'm not talking about bonuses, I'm talking about being compensated in a manner where my overall value of showing up to work increases, or at least stays equal, with time.

A five year FO should dollar for dollar, hour for hour have more buying power, more financial security, than they did in year four, or three, as should every employee in the company. This agreement fails in that regard. As you said, you can't count on bonuses, which, in essence, is what the PPS is-SAPA is asking you to trade hard earned cost of living and longevity increases for a profit sharing package in the same breath as saying if you don't, the company will not make large capital investments. Think about that.

As far as wanting to move on, we all do. I like SkyWest and am very happy here, but frankly every time I see a substandard pay package coupled with a flurry of expansion rumors and threats of losing it all unless I agree to said substandard pay package, I would just assume the expansion be at our partners, and I'll happily apply to fly the new airplanes on our partners certificate rather than fail to maintain cost of living requirements here.

I am very frustrated with the complete lack of attention to the quality of life and other issues constantly discussed but ignored. Everybody knows the issues-but NEW BASES! 900s in Dallas!

But who are we kidding, it will likely fail, a remarkably quick percent will be added somewhere, and it will pass in record time. I enjoy the theatre aspect of it all.


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BEEF SUPREME said:
I like the non taxed per diem increase. Over 24 hrs it actually adds up.

Personally I think arguing over the principal of negotiation for more in good times, doesn't pay out over the long run. Also I will hopefully get hired at another carrier sooner than later. Why wait?


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I agree on both of these points. I like the per diem increase, and agree the idea of aggressively taking every cent during good times is a recipe for bad times later, however our profession more than any other takes extreme hits in bad times and has to fight hardest to make up for losses during boom times. If we could change bankruptcy laws, our national anti labor culture, and demand corporate accountability we might be able to rationalize our negotiations, compensation and financial security-until then we need to carefully mind the store while giving no quarter to abuse of our hard earned positions in this industry.


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