Unprecedented Movement at Southernjets

Cherokee_Cruiser said:
How about cancer? Or some other serious illness that has aboslutely NOTHING to do with what the guy is making, rather, he needs his senior schedule to get the days he needs and the continued medical benefits without interruption/COBRA (BS) coverage. My point is you can't just look through a vacuum and say yup, anyone should be able to let go of 15-20+ yrs at regional and start at a legacy tomorrow like (*snap fingers*) that. Life doesn't work that way.
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I had health insurance on day 1. The coverage was better, premiums were lower, and deductibles were lower. Any day off I've needed, I've been off. I was told on the first day that any family issues that come up let someone know and they'll do whatever they can go help you out. I've also witnessed it happen.

People come up with lots of excuses why they can't take a chance at a new job even when every reason they give to not move on is debunked (this isn't directed at you personally, just a generalization).
 
PropDriver said:
I had health insurance on day 1. The coverage was better, premiums were lower, and deductibles were lower. Any day off I've needed, I've been off. I was told on the first day that any family issues that come up let someone know and they'll do whatever they can go help you out. I've also witnessed it happen.

People come up with lots of excuses why they can't take a chance at a new job even when every reason they give to not move on is debunked (this isn't directed at you personally, just a generalization).
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Ehhhh, I agree with you somewhat and get what you're saying BUT I spent way less out of pocket at Compass than SJI. We use ours ALOT, still good and thankful to have it but our insurance needs fixing. Unfortunately most people don't care because they have healthy families and can get away with the bronze plan.
 
Derg said:
I am the king of the 31 hour five day trip where I only worked maybe 11 hours and it was not a green slip.

Work rules, baby!
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All of the majors (and big freight carriers) are starting to run into a problem where any sort of pay raise isn't very efficient because of the tax liabilities on $300+ an hour. I'd guess the next bargaining cycle is going to focus much more on tax deferred benefits (we may even see pensions making a comeback!) and more time offs/scheduling flexibility provisions. If a company is willing to spend X per pilot, but taking it in hourly pay raises only results in 60% of X, it makes sense to start looking for other ways to maximize the mmmto equation.
 
ClarkGriswold said:
Ehhhh, I agree with you somewhat and get what you're saying BUT I spent way less out of pocket at Compass than SJI. We use ours ALOT, still good and thankful to have it but our insurance needs fixing. Unfortunately most people don't care because they have healthy families and can get away with the bronze plan.
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That's because SJI has the lowest quality insurance of the big carriers. Only about 20% of the pilots there are even on a plan that is maintained by CBA.
 
ClarkGriswold said:
Ehhhh, I agree with you somewhat and get what you're saying BUT I spent way less out of pocket at Compass than SJI. We use ours ALOT, still good and thankful to have it but our insurance needs fixing. Unfortunately most people don't care because they have healthy families and can get away with the bronze plan.
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You on DPMP or company insurance?
 
PropDriver said:
People come up with lots of excuses why they can't take a chance at a new job even when every reason they give to not move on is debunked (this isn't directed at you personally, just a generalization).
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Without having been in their shoes and know the exact details/specifics of the problems they face, I still don't think you can rationalize and make a generalization that "every" reason they give not to move on is debunked. Also interesting, quite a few people here making these kinds of comments were themselves hired at majors/legacies in their 20s, and many of them before any serious financial "stuff" (eg, kids, house, college payments for kids, etc). Hell, some of you were lucky enough to be single when hired at a major/legacy.
 
BobDDuck said:
That's because SJI has the lowest quality insurance of the big carriers. Only about 20% of the pilots there are even on a plan that is maintained by CBA.
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Curious, what kind of HSA benefits are other carriers providing that make it superior?

For me after I ran the numbers the DPMP maintained by the CBA was a no go as nearly every scenario has you come ahead with HSA. And that's not even counting investment gains
 
Trip7 said:
Curious, what kind of HSA benefits are other carriers providing that make it superior?

For me after I ran the numbers the DPMP maintained by the CBA was a no go as nearly every scenario has you come ahead with HSA. And that's not even counting investment gains
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That's because you are young, mostly healthy and don't have any kids.

And most other places don't have a high enough deductible plan to even qualify for an HSA.
 
Trip7 said:
For me after I ran the numbers the DPMP maintained by the CBA was a no go as nearly every scenario has you come ahead with HSA. And that's not even counting investment gains
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BobDDuck said:
That's because you are young, mostly healthy and don't have any kids.
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Exactly. For a family of 6, with a child with serious medical issues, DPMP is the best for us. We max out the family deductible by July/August.
 
Cptnchia said:
Exactly. For a family of 6, with a child with serious medical issues, DPMP is the best for us. We max out the family deductible by July/August.
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The problem is that only 20% of the pilots group there feels that need, which gives you very little negotiating leverage to improve the DPMP each bargaining cycle.
 
AAPalmTree said:
~legacy
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watch-out-we-got-a-badass-over-here-internet-me.png
 
Cherokee_Cruiser said:
Are you saying there are guys at regionals saying they can't afford a paycut for Delta? Wow if true that is sad. The paycut is factually true for first year at best. 2nd year at Delta (or any of the legacies) probably hits or breaks what the most senior average RJ CA makes (barring super senior ckairman, milking system guys, etc) and even then 3rd year pay would surpass anything they made before at a regional.
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yes, i have had tons of skywest jumpseaters who are under the age of 40 who don't have apps out because they 'love their schedules and holidays off" and don't want to give that up to go to a major.
 
BobDDuck said:
All of the majors (and big freight carriers) are starting to run into a problem where any sort of pay raise isn't very efficient because of the tax liabilities on $300+ an hour. I'd guess the next bargaining cycle is going to focus much more on tax deferred benefits (we may even see pensions making a comeback!) and more time offs/scheduling flexibility provisions. If a company is willing to spend X per pilot, but taking it in hourly pay raises only results in 60% of X, it makes sense to start looking for other ways to maximize the mmmto equation.
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Assumes Lord Cheeto&Co. do not crater the economy.
 
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