Not just for you, but for anyone on the outside looking in calling us 'weak' while thumping their chests......................

*No pay cuts -- at least not to hourly rates. However, no IAI (1.5%) raises for 2013.

*Per diem to be cut by something like $0.10 per hour, but this will still leave us in the top of the industry. Annual raises to per diem to resume in 2 years, I think?

*Captains will transition to a 'pay banding' system. Your pay is no longer determined by 'equipment,' it's determined by straight seniority. All current CRJ pilots (even the most junior) get 'red-circled' so they keep their pay -- as they would likely fall into the EMB or even the ATR band. Pay bands are determined by how many Captains are required to staff a fleet type. If that number were, say 200 for the CRJ, the 200 most senior Captains, even if EMB pilots, would get CRJ pay. As an EMB pilot, when enough people senior to you leave and you crack the top 200, you go from EMB pay to CRJ pay the next day.

People don't like the above because it will mean future CRJ pilots flying the plane for EMB rates. OTOH, this will also mean EMB pilots earning CRJ pay. The purpose of this is to 'discourage' pilots on smaller equipment bidding a larger plane just for the payraise.

*PBS, to be implemented in 14-18 months. We hope it'll be similar to Skywest's or ASA or whoever it is that actually 'likes' theirs. If not implemented, Captains take a 7% paycut.

*No more straight seniority based RSV system. We transition to a time balancing system where once you hit 75 hours of credit (our RSV guarantee), you can no longer be used unless no one else is available. This is to minimize instances where one pilot flys/earns 95hours in a month, while another pilot flies 0 and gets paid for 75. Our proferring remains intact, otherwise.

*Some minor improvements to RSV -- no longer need to call to be released (just have to check schedule) following reserve flying. If turned back, it can only be done once per sequence (unlimited today).

*Traditional paid vacation and sick to be replaced by a Personal Time Off (PTO) system that lumps pay for sick/fatigue calls, vacation, personal vacation days (PVD) into one large bank. No changes to how many weeks of vacation we bid per year (2 weeks years 0-4, 3 weeks for 5-14, etc.). I know I will make out like a bandit on this, since I haven't called in sick in nearly 6 years!

*Unrestricted and unblocked OT (some guys are creaming themselves over this one, not realizing that with PBS there will much less OT to be had).

*NYC co-domicile to be established in lieu of separate JFK/LGA domiciles. Locals get parking passes for both airports. Commuters (on reserve) get a monthly $200 for home airport parking/NYC transportation expenses. Company covers costs of transportation between airports that are part of the sequence. They have to end you at the airport you started, i.e cannot start you at JFK and then leave you high-and-dry at LGA at the end of the trip, though the pilot has the option of release at the other airport if s/he chooses. NYC callout time goes to 3 hours (versus 2hrs for the rest of the system).

*Amendment round in 2016. I'm a little fuzzy on the details, but a lot of people are worried about language allowing the company to cut longevity to be in line with the rest of the industry.

I think these are the general highlights, but if anyone has additions/corrections, please feel free to raise them.

Now for anyone who would bash us for ratifying, can you honestly say certain aspects of YOUR CBA are that much more superior?! Ok, I think we're the first to get co-domicile, but other than that? Yes, we were fed a lot of fear grenades on what would happen if we voted this down. Many unknowns on where we'd be TODAY if the result went the other direction. I voted no, but in a way am relieved that this part is behind us now.