Buddy Spike

AFRC white jet pilots are, yes.

CNAFR (Aviation side of Navy reserve) did a carve-out (temporary but still ongoing) for pilots a few years back because the attrition rate was so high due to IAs (involuntary mobilizations). How long that lasts no one really knows.

Why would he bitch slap the FO for his douchey, long-winded PA?

Is the guard getting IAs like AFRC and Navy Reserve?

Same reason we have a 6 year JCBA post-bankruptcy contract. APA is a weak union full of arrogant pilots who think they're good negotiators. There is a push to join ALPA, but the BOD won't let it see the light of day (so far... there is growing momentum). The problem, however, isn't the the union itself, but the people in charge of the union and that wouldn't change with ALPA because we'd likely have the same reps. This pilot group is way too senior and used to pulling the ladder. The "I got mine - you'll be senior too someday" group doesn't look out for anyone but themselves. So they vote yes on higher pay rates while ignoring the crap the company can get away with in our open ended (and mostly unimplemented) contract.

Average calendar day at AA means we'll get 5:15 x number of days per trip. You could therefore have a 7 hour day on day one, 2 hour day on day two, 2 hr on day three, and another 7 hour day on day four and get paid 21 hrs. The trip just has to average 5:15/day. With min calendar day, the minimum per day is 5 hrs and 15 min. So in the above example, you'd get paid 7 hrs on day 1, 5:15 days 2 and 3, and 7 hrs on day four. Min is much better than average (SWA and FDX have this figured out). The end result will be longer pairings (more 4 days and 5 days), less commutable trips, and more flying (the optimizer will make it more efficient). BUT, you should work fewer days per month for the same credit. Won't affect our reserves at all, except that they'll hit 73/76 hours sooner. Also requires more manning. Both are obviously better than our 1/1 (1 leg, sit 30 hours, 1 leg home) that only pays 11 hrs for three days, but it'll involve more work.

It's not necessarily PBS as a system. It's OUR PBS system. As with everything else, they went with the lowest bidder and problems abound. December was our first month getting awards on time since September. It's a running joke around here.

NTTAWT.

It doesn't force pilots to do anything (although the agreement forced our union to ask and reminds pilots to please cover trips). Some guys won't pick up trips no matter how much the company offers because they never get Christmas off. Most trips in open time for specific dates are 200% (and the list is growing), however, the problem is that those who weren't able to drop (west coast bases especially) didn't get 200% trips. As I mentioned earlier, some guys could be flying 200% while the guy sitting next to them is flying straight pay. It's a terrible agreement.

It's basically what the Navy Reserve already does. Good luck with that.

Thanks for the info, it's good to have perspective shared In fairness, the real answer is to just standby and see what happens. If the BOD/Carey can come up with a deal that gets improvements outside of Section 6 as promised to be implemented by mid-January, there's hope. But if those improvements involve any concessions at all, I would strongly recommend going elsewhere. That is a bad sign for the future of this pilot group, regardless of retirements.

Seniority doesn't matter if we keep these work rules - especially with systems like PBS that often ignore seniority for things like coverage days. Delta and UAL are getting much better movement for more pay and better QOL. I do agree though. Hiring and training are awesome here. It's a real eye-opener when you hit the line and are subjected to this contract.

AA has historically had the worst contract of any airline. Right now, we're in a post-bankruptcy JCBA with an incredible number of items not implemented (despite being over 3 years old). The contract itself was completely written by the company, with provisions that absolutely screw the average line pilot. In the wake of all of the Christmas drop fiasco, APA had unprecedented leverage. Instead of capitalizing on it, APA president Carey acted unilaterally and secured a deal that only benefits a small number (200% for people who pick up "Designated trips"... meaning two people could be on the same trip and one could be flying his PBS bid for straight pay while the other gets 200%). He then made a "handshake agreement" for Length of Service for furloughed pilots and improved calendar day/duty rigs. The company basically said "check's in the mail" and now we may be facing concessions (yes, concessions) to get either of those things despite the highest profitability we've ever had and the aforementioned leverage. What that means is that going into 2019/2020 for the next contract, our union has proven weak and divided. It is unlikely we'll get an industry standard contract, much less industry leading. We are the world's largest regional airline. We have a very fractured and splintered pilot group due to all the mergers and the "I got mine" senior guys on top. It's not going to get better until the retirements start happening, and even then I'm not sure it's possible. APA is by far the worst negotiating group I've ever witnessed (Famous for the line "We asked and they said no") We may have the most upcoming retirements, but I think you'll enjoy better quality of life and more money over the course of your career at literally any other airline - unless we can completely flush the upper echelon of the union and start over very soon. Some other things to consider as a new hire: - You won't get 16% company contribution until one year on property. - You cannot use sick leave in your first six months. - Year 2 pay doesn't start at year 2. We have this goofy thing called Classification Date, which is the date you finish training. That means year two pay could be anywhere from 14-16 months from your date of hire, depending on how backed up training is. - On reserve, you'll work 18 days per month. As a lineholder, you could work up to 20 for an 86-90 hr month. In January, I was awarded 86 hours with 11 days off. - Premium at AA is only 150%. - Our recovery obligation and reassignment rules are some of the worst. The company can take you up to 4 hours OR to 0159 home base time after your trip footprint, and the verbiage states "WHICHEVER IS LATER." For straight pay. It's not all doom and gloom, but unless you live or want to live in an AA domicile, I would definitely consider all options or at least keep apps in at better airlines. Just my .02.

AA just revised their projections for hiring down from 900 to 750 for 2018. Highly recommend you get educated on the culture and union drama here before putting your app in.

With that resume, you'd be fine today. In three years, airlines will be even more desperate.

AA is currenly 86 and going up to 88 on 1 Jan. And 91 in 2019.

Did you wipe the server with a cloth again?

Firearms discharge regularly? Do you even gun, bro? BTW, it was a LEO Sig P239.

I don't understand. If you can't harass someone when you're naked in a sauna, when can you? All of my favorite documentaries start out this way.

I also use the binary scale. You should have told her she was overdressed and invited her in.

Was she hot?

Back in my day..... it was 1095

Keep in mind AA has the worst contract among majors. It gets even better at other airlines as far as work rules and QOL.