Maybe the fact that neither Embraer, who is the leader of this market, or any other company was able to create a new generation model within the scope market to me is a clear signal that there's some problem in the scope in the first place, at least at the MTOW clause that will make the entire scope market incompatible with all the new engines that have arrived on the market. Betting against the regional airlines and try to force the mainliners to absorve those routes with the single objective of raising the payment of the pilots it probably won't work as expected either because the most likely thing that will happen is that most of these cities that are too small for an E195E2 or A220 to operate, and all the other bigger costs involved in that, will simply stop being served by flights and no one will win anything in the end.
Got a source for that? I don’t think that’s accurate...it’s not that they couldn’t design a new plane within scope limits...they just didn’t try, thinking they could get pilots to budge. I mean, they didn’t even keep the 175-E2 the same length...they increased it over the first gen and increased the wingspan by 16 feet. If they were trying to stay under the scope weights, they’d likely have done the opposite. They gambled...and lost. Not the pilots’ problem.
And you are misconstruing the scope issue...bringing flying back in house is not simply to raise pilot pay. It’s about returning flying to where it should be, and from where it was taken. Regional flying in theory exists to feed hubs. It’s been perverted over the last couple decades to outsource what was DC9/717/737/a319/etc flying. As I (and others) have explained to you numerous times, AA/US/DL all have pay scales for 76 seaters. Management and the unions have all mutually agreed upon pay scales to fly those planes. Fortunately some airlines out there don’t like outsourcing their flying and still make it work during non covid times just as well as those who do. Jetblue flies E190s on many of the same routes (and types of routes) that mainline DL/AA/UA fly RJs on. No reason they can’t fly 100-130 seaters in place of 76 seaters, or even bring 76 seaters in house, and still make money (in normal times).
And last, you still cannot refute the following point. The E175-E2 is roughly one row larger than the E1. Mainline could fit 80-84 seats in it fairly easily. With the additional revenue of those additional pax, the fuel and mx savings of the E2 over E1, the relatively low pay rate of the mainline 76 seat rates, you cannot tell me airlines can’t fly it in house profitably. Throw in parts and crew commonality with an E190/E195-E2 fleet to fit the in-between markets, and it makes sense to insource the entire E2 fleet. And guess what else...those airlines could take all those planes as fast as the E175-E2 could be made. Now seems like a great time for that for all involved.
And a new small narrowbody unlocks more E175-E1 76 seaters at mainline (at least at UAL where it’s I believe a 1.25:1 ratio for additional outsourced 76 seaters with a new small narrowbody purchase). Seems like a good way for Scott Kirby to get tons of large RJs. Insource some 80-120 seat E2s, get more outsourced E1s. That’s about the extent of the compromise I can see being made, which fits existing scope allowances.
But as I’ve said, all jets should be flown by mainline. In a profession where you cannot take your seniority or longevity with you (the key difference when comparing part 121 airline flying to any other career), having a 5-10 year stay at a regional making peanuts artificially crushes career earnings. It’d be like a doctor paying a lot of money to get through a lot of school, then being a significantly underpaid resident (tho regional pilots make about half what resident MDs make, and are fully qualified in their job which, at a regional, is no different than the job at mainline unlike the resident MD who hasn’t completed a residency) for 5-10 years, then starting over as a probationary doctor again, making first year first officer pay ( which is not great), and not being able to switch companies without another seniority/longevity reset if you want to switch employers. Once trained, the doctor can go anywhere he/she wants and take his/her experience with them, and in theory keep/improve salary with each employer move. The pilot can’t do that. A 777 DL captain wants to go to UAL? Now he’s at the bottom of the list as a first year FO. MBAs, MDs, JDs, engineers, or any other profession for that matter, has the ability to move around with employers and pick up where they left off. Pilots don’t. Throw in the furloughs, bankruptcies, mergers (which screw up seniority/career expectations), which seem to happen every 10 years or so in this “seniority/longevity handcuffed” profession, a “normal” pilot career is very unstable. RJs add to this instability significantly, as they take away a significant portion of years at the “career” or “destination” airline, as well as reducing the number of “career” jobs, and they insert a forced seniority/longevity reset going from a regional to a major. The key difference here is that a regional pilot has all the same certifications as a major pilot (and often times as much experience). So it’s an unnecessary “experience building” job (with the sole purpose of making more $$$ for major airline mgmt), where 121 pax carrying flights are being operated by a regional captain and first officer. If that crew is qualified to fly delta pax who bought a ticket on delta.com and fly on a delta painted plane (that says connection on it), they should be qualified to fly delta jets and be on the delta seniority list...not “building experience” to hopefully one day be “experienced enough” to fly delta jets that don’t say connection on them. A resident doctor works under supervision of experienced doctors. But in this case the regional captain is the one in charge and supervising a new first officer...both of them have ATPs and type ratings. So in that regard the pay/status shouldn’t be severely lower than mainline as they are doing the full job as their mainline counterpart with the same responsibility. They aren’t being supervised by mainline pilots like a resident doctor is being supervised by a fully trained doctor. The captain is doing the supervising.
While doctors (or any other profession) aren’t comparable to airline pilots in their training or job, I wrote all this out to make the point that pilots have a very unique profession, primarily because they are locked by seniority/longevity resets, along with having a large amount of the work done by fully qualified, but outsourced contractors who perform the exact same job but for less in the name of “building experience.” The disparity in pay between these two sets of equally qualified employee groups who fly the same pax under the same paint schemes is just lunacy. But hey, so long as you can get your 8x a day flights to podunkville for $99 RT and scott Kirby can get his 8th vacation house, while the guys in the front end of the jet who paid $100k-200k+ for training make peanuts in the regionals for 5-10 (more like 5-15+) years, while likely getting furloughed or going thru a bankruptcy, finally getting to a major, getting furloughed again, and are lucky to pick up a job at Home Depot or in some cases get back in the military waiting to get their airline job back. Yeah...those greedy pilots and unions. Let’s give away more jobs and make this turbulent career even worse. No, those airplane manufacturers and their management, as well as airline management, can honor the agreements they previously agreed on, and work within those confines. Or better, do the right thing and bring it all in house where it belongs.