What advantages does Encore posses that make it a lasting career choice? There is no pension, the ESP is only 10%, and the work rules (while better than Swoop) still fall short of mainline. Aside from the literal 5-6 individuals positioned in training with ambitions for management, I do not know a single line flying pilot who would consider Encore as a career destination, especially in this pilot hungry environment. The notion that somehow new or young pilots are less deserving of the benefits of seniority (that have been enjoyed up until now) is ridiculous and speaks to your disregard for your peers at Encore and pilots junior to you.cloak wrote: ↑Fri May 03, 2019 7:21 am Firstly, Encore has grown to be a sizeable airline with its own advantages compelling some to consider it for the long haul. Secondly, the great majority of the initial experienced group that established Encore has already flowed to WestJet or left for other greener pastures. The majority of new recruits, in comparison, are at the beginning of their careers and need not such incentives. And finally, the compensation package has improved and this new contract has already priced in a replacement for the "one list" in the form of monetary reward for Encore pilots and placing them ahead of direct-hire pilots. This model is sustainable.
Compensation is now roughly on par with Jazz and Porter. The two year top up when one flows does not begin to approach the monetary value of the one list. The bump up is to recognize the service of Encore pilots and alleviate the transitional pay cut. It is not by any means intended to replace the incredible value of the one list which defines upgrades on the jet. It's absence would mean Encore pilots (present and former) would see their upgrade times on the jet extend by YEARS. A paltry $28K in no way "replaces" the financial impact of such a delay to captaincy.
When considering the financial and lifestyle gains an OTS pilot might enjoy should the one list disappear, it's easy to understand how they may develop a sense of unfairness. That bias however is misplaced and would be better directed by holding up a mirror. OTS pilots most certainly do have a say in labor conditions prior to employment, it's called not accepting the job! You accepted the job, you accepted the conditions.
Whether they deem the current system just or not, all OTS pilots should consider the risk to upsetting the apple cart. Are you willing to alienate hundreds of your peers already at mainline? Drive a wedge between an entire employee group working for the same parent company? Consider for a moment, the negative implications this could have at negotiations in 2023 and beyond. With flow times currently standing at 3.5 years and estimated to be 5+ for new hires, why on earth would anyone go to Encore just to start over again at WestJet? Especially when the Jazz/AC route offers a much shorter and concise timeline. Such a shortage would mean management would have to entice pilots to Encore by financial means. At whose expense do you think that will come from? If OTS pilots are so desperate for the left seat, go to AC where upgrades are holding steady at 2-4 years.
The only way to improve upon conditions at the top is to accommodate those at the bottom. Oh and avoiding a civil war helps too.
) provide written notice that they wish to amend the agreement or, worse case scenario section 11.03 allows any party to the contract to cancel it with 90 days notice AND the pilots currently on the list will have their seniority numbers reserved. These provisions literally allow the pilots to have their cake and eat it to. You won't be screwing over 500 Encore pilots who supported WJ but if the pilot group is really unhappy with the lay off provisions in the LOA, you can cancel them (though with no LOA there's still no lay-off protection for mainline pilots).
