Originally Posted by
LeineLodge
The key is in the details, and we are all just speculating at this point.
Consider it this way: one dropped trip with pay due to better recovery language is worth a whole lot of "protected" international override (at $4/hr). It all depends on how this is laid out. It could be a much larger gain for all pilots, including newhires.
While we may be spinning at windmills:
I consider it in the inverse: What does it cost the company to train a new hire and then retrain him on another jet? It really is the second training event we are talking about, let's say it costs the company $35K.
What did we gain by the contract changes implemented? QOL with maybe a dollar cost value of $2-3K to the company.
How many newhires change equipment (base changes dont count) in year 1? 25%?
How many pilots are affected by 23k and oe recovery? I have no earthly idea.
But new hire equipment changes and recovery flying have a dollar value to the company. Recovery flying has a free payday value to the individual pilot only with some QOL thrown in. I believe you have the very definition of a concession coupled with throwing new hires under the bus.
Now if the pilot cost savings was paid in cash to the pilots, it would be different.