Me. So what's your point? That I'm somehow in managements pocket? Not particularly, but the MOU locks us in current for pay and benefits until 2019. You will get a significant pay increase with this agreement then if you go to arbitration. Why don't we let the APA do the costing analysis with what arbitration would have in store for us and see where it plays out.

I'm not saying that the APA couldn't go to the company and say "hey, we agree with you in principle" but we have a few items that need tweaking, you just might find common ground.

Line in the sand union mentalities are simply not going to cut it and you WILL play into the company's hands.