Seniority ignored for upgrade
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Seniority ignored for upgrade
This is probably a wasted effort. Pprune probably needs a "Terms and End." topic for those who are outside the UK and Middle East, but maybe there is not much flying "out there".
A friend has been with his small US cargo airline for about four years. After flying a while as Fokker 27 First Officer, he and the other senior FOs were sidestepped for outsiders. Their only conclusion is that because their pay (non-union) would go to fifth-year Captain pay, their employer is saving lots of money hiring outsiders because pay for the brand-new pilots is now first-year Captain pay, which saves the company a good bit.
Is this situation common with such US cargo airlines? The FOs realize that the company has them by the b***s because the only other jobs are with a regional airline for much less FO pay, there is no growth in the pilot market, other than a few companies (JetBlue, Southwest, some Fedex...), and are then paid, but only after about two months of training. These folks all have 3-4,000 hours, much of it single and twin-turbine (P&W, RR Dart) line experience. The company will switch soon to another type. It is a frustrating experience when you are so "beschissen" (crapped on) and seniority, despite solid "real-world" experience, is worth little and unpredictable. Supposedly, larger companies such as Connie Kalitta and old regional Britt Airways also ignored seniority in many cases.
And on the subject of foreign pilots, we have plenty over here, British, Dutch, Swedish, German, Hungarian, Canadian, South African, Israeli, and this only describes some of those at the smaller crewbases...
A friend has been with his small US cargo airline for about four years. After flying a while as Fokker 27 First Officer, he and the other senior FOs were sidestepped for outsiders. Their only conclusion is that because their pay (non-union) would go to fifth-year Captain pay, their employer is saving lots of money hiring outsiders because pay for the brand-new pilots is now first-year Captain pay, which saves the company a good bit.
Is this situation common with such US cargo airlines? The FOs realize that the company has them by the b***s because the only other jobs are with a regional airline for much less FO pay, there is no growth in the pilot market, other than a few companies (JetBlue, Southwest, some Fedex...), and are then paid, but only after about two months of training. These folks all have 3-4,000 hours, much of it single and twin-turbine (P&W, RR Dart) line experience. The company will switch soon to another type. It is a frustrating experience when you are so "beschissen" (crapped on) and seniority, despite solid "real-world" experience, is worth little and unpredictable. Supposedly, larger companies such as Connie Kalitta and old regional Britt Airways also ignored seniority in many cases.
And on the subject of foreign pilots, we have plenty over here, British, Dutch, Swedish, German, Hungarian, Canadian, South African, Israeli, and this only describes some of those at the smaller crewbases...
Last edited by Ignition Override; 26th Oct 2003 at 13:04.
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To live and die by the sword
IO--I'm not sure the situation is unique to cargo carriers. In fact I think it's pretty typical at most small companies with no union contract.
The fact of the matter is the company makes the rules (in the form of an employee handbook) and then chooses whether or not to follow them. And if they don't who's gonna make sure they do?
As for myself, I have both benefited and been 'screwed' by an upgrade out of seniority.
The problem in my opinion is when the company preaches that they "respect" one's seniority and then do something which contradicts that statement.
The company I work for now only claims to consider one's seniority when upgrading. This policy is much stronger now after a couple 'incidents' with 'questionable' captains.
As for your friends situation I think it's a little shortsighted on the part of the company to not upgrade a perfectly qualified FO. Eventually, as soon as he can, he'll get frustrated and leave. Sure they'll hire another FO but it's my understanding that training costs can really hurt the bottom line of a small company.
Good luck.
The fact of the matter is the company makes the rules (in the form of an employee handbook) and then chooses whether or not to follow them. And if they don't who's gonna make sure they do?
As for myself, I have both benefited and been 'screwed' by an upgrade out of seniority.
The problem in my opinion is when the company preaches that they "respect" one's seniority and then do something which contradicts that statement.
The company I work for now only claims to consider one's seniority when upgrading. This policy is much stronger now after a couple 'incidents' with 'questionable' captains.
As for your friends situation I think it's a little shortsighted on the part of the company to not upgrade a perfectly qualified FO. Eventually, as soon as he can, he'll get frustrated and leave. Sure they'll hire another FO but it's my understanding that training costs can really hurt the bottom line of a small company.
Good luck.
