L
luvn737s
Guest
Consider the following scenario, which is not that far-fetched:
With the 401-K izing of employee retirement plans there is less incentive to stay with a particular carrier. If consolidation is deemed necessary and the largest impediment is the integration of employees, can the wholesale elimination of the seniority system as we know it be too far off? And could it be spun by the ususal suspects as beneficial to employees?
Initially, mergers will be more like the formation of entirely new carriers built from the infrastructure of existing carriers. Flight crews will be staffed as FO or CA based on qualifications (type ratings). The onus will be on the pilots themselves to acquire the necessary type ratings to qualify for the positions. On a point basis, being a current employee will count for, say 100 points and the type rating for 200 points, recommendatios for 20 points, etc. When a vacancy at "Trans Consolidated" is posted, those qualified inside and outside the airline can apply. This will be sold as portability, where pilots can take their type rating and 401K and move on to greener pastures without having to be married to their carrier as they are today. If Global-Oceanic announces an order for 50 787's, then those who want to apply for positions can go get a 787 type rating and go for it. Airlines with hemmorhaging pilot rosters or who have insufficient applicants will face pressure to improve pay and benefits to compete for workers. Perhaps airlines will provide the training as a profit center.
Pay, schedules and vacations, etc, will have little bias towards seniority. Larger aircraft may pay more, but that will only encourage additional training. In the beginning, pilots who currently hold type-ratings will have the advantage over pilots who don't, but that will be seen as a fair means of transitioning away from the traditional seniority system.
The FAA would encourage such as system where standardization across airlines would help chronic FAA understaffing. It would be sold as a move towards "best practices" where training providers could turn out a pilot capable of starting with any carrier, all they would need is a course in General Systems and learn a few company-specific adminstrative items.
Loyalty has a lousy rate of return in this business, so why not embrace a system that takes that out of the equation?
With the 401-K izing of employee retirement plans there is less incentive to stay with a particular carrier. If consolidation is deemed necessary and the largest impediment is the integration of employees, can the wholesale elimination of the seniority system as we know it be too far off? And could it be spun by the ususal suspects as beneficial to employees?
Initially, mergers will be more like the formation of entirely new carriers built from the infrastructure of existing carriers. Flight crews will be staffed as FO or CA based on qualifications (type ratings). The onus will be on the pilots themselves to acquire the necessary type ratings to qualify for the positions. On a point basis, being a current employee will count for, say 100 points and the type rating for 200 points, recommendatios for 20 points, etc. When a vacancy at "Trans Consolidated" is posted, those qualified inside and outside the airline can apply. This will be sold as portability, where pilots can take their type rating and 401K and move on to greener pastures without having to be married to their carrier as they are today. If Global-Oceanic announces an order for 50 787's, then those who want to apply for positions can go get a 787 type rating and go for it. Airlines with hemmorhaging pilot rosters or who have insufficient applicants will face pressure to improve pay and benefits to compete for workers. Perhaps airlines will provide the training as a profit center.
Pay, schedules and vacations, etc, will have little bias towards seniority. Larger aircraft may pay more, but that will only encourage additional training. In the beginning, pilots who currently hold type-ratings will have the advantage over pilots who don't, but that will be seen as a fair means of transitioning away from the traditional seniority system.
The FAA would encourage such as system where standardization across airlines would help chronic FAA understaffing. It would be sold as a move towards "best practices" where training providers could turn out a pilot capable of starting with any carrier, all they would need is a course in General Systems and learn a few company-specific adminstrative items.
Loyalty has a lousy rate of return in this business, so why not embrace a system that takes that out of the equation?
