Originally Posted by What

I agree eaglefly, I though we were strictly speaking longevity. Hourly pay will not be as big of an issue (it will most likely take a hit) but longevity will be huge. The senior guys are possibly taking a 25% pay cut. How do you force someone to flow, have your union agree to pay cuts outside of bankruptcy. Most of us that were saying vote NO on this TA did their homework, allot of guys just read the bullet points and said that will never happen. The problem is that attrition picks up at other regional that have junior pilot groups the longevity will also decrease and thus bring the senior guys even lower. Now this is MY observation. We are over staffed and continue to finish new hire training, management hasn't furlough except the last new hire class that started after we filed (sorry folks) but management knows it will have allot of these senior guys going to AA because the money difference and QOL here will take a hit and most of those guys will either retire or jump ship (we are already seeing guys retire when they lose their instructor jobs or are getting displaced from their aircraft) once the furlough risk is lower, and by furlough risk I mean a fleet plan as well as a business plan is presented and the crystal ball RVR increases to 6-6-6... Saying that we all be furlough today, ha ha

Here is the wage portion of the TA

(1) Wages
o Benchmark group: the “industry” as defined in Section 3 O. of the CBA, plus the inclusion of Skywest

o Measurement: calculate the weighted industry average pilot wage rates by seat and equipment and compare against Eagle’s wage rates (weighting will be based on aircraft count, in line with the existing IAI calculation).

o Process: Wage data may be gathered from various sources provided that data is considered reliable