Originally Posted by Reservebum

Well thought-out post Frank. I want to believe this is a good TA, I am just very skeptical. So I'll do a little public math myself here (open to criticism)

To me the breakdown of compensation increases looks like:
+ 19.7% Hourly pay (as of Jan, 2015)
+ 1.0% DC increase
- 2.0% in profit-sharing loss (maybe...)
+ .375% in vacation pay
+ .1% per diem
+ 0.0% Sick Leave (I won't possibly max out my sick pay)
+ .1% Distance learning + CQ Training
+ 0.0% Reserve pay (this is not an increase in pay, it's an increase in work)
=19.275% over 2.5 years.

however, lest we forget...

- 6% Inflation (at 2.4%/yr)
=13.275% of actual pay increases (over 2.5 yrs)


If you must add the Reserve guarantee, I would conservatively use the lowest number, and assume a 2 hour increase in pay:

+ 2.8% Reserve guarantee (+2 hr pay equivalent)
= 16.075% increase (over 2.5 years)


If you use the rosy scenario 10 hour increase in reserve guarantee as a pay increase, then:

+ 14.2% Reserve guarantee (+10 hr pay equivalent)
= 27.475% increase (over 2.5 years)


This 'best case' scenario still doesn't meet your 30% requirement, however.

This TA does increase pay significantly, I can't ignore that, but I also can't sign off on a TA that provides a modest 16% raise over 2.5 years AND allows more 76 seat aircraft on property...

I'm still a solid no.