Spirit has enormous untapped potential, which attracts new hires.
This needs to be translated into an industry leading contract, with benefits beyond QOL, stability, or the elusive upgrade.
While currently excited with our seniority gains, will we be at a good place when it eventually and surely slows down to attrition?
HR knows that, and they look at older applicants very seriously. Many new hires are in their 50s.
Having been through a bankruptcy and furlough, I am glad to see folks be given a second chance at a career.

The argument that NK comparables are Allegiant, Frontier, or JetBlue, does not agree with their financials or current growth.
The board is selling our product to investors according to present and predicted gains/performance, and so should we, come negotiation time.
Best industry contracts I remember, were achieved during periods of healthy financial forecasts.

I have learned that compensation is far easier to negotiate than lost work rules.
On the flip side, one should not have to chase the upgrade, depend on transition conflict or 100hr months to be able to join the middle class.
Our FO rates may be a "living salary" for a single 30something, but not the average family of four.
Having said that, our reserve rules are one of the weakest parts of our contract, that is when they are enforced.
Regardless of which method you choose, with the current orders it would not be pessimistic to predict
that anyone hired past this summer may not benefit from the "quick upgrade program".
The most optimistic version, is the statement I heard from recent new hires, that we are planning to match JetBlue in size.

Without intending to get too political, our middle class is shrinking.
The poor are getting poorer, while the rich are getting richer, by "controlling" the politicians.
The best defence we have as employees is a strong union, which will lobby for our interests.
While this degradation of our "American Dream" is devastatingly sad, it creates a larger market for the ULC business model.

While I strongly believe our financial future is solid, forecasts and plans, as well intended and sincere as they may be, they are not written in stone, they can, and will change.
Only what is in the contract counts, not stability, growth or quick upgrade.
Great companies, including historic airlines, have gone out, leaving thousands unemployed, while the Executive Officers bailed with their "golden parachutes".
Past performance does not guarantee future results...

I am happy at NK, and look forward to an even greater future.
A future which I am ready and willing to negotiate long and hard for.
We have quality people and a strong demand for our product.
We need and deserve a contract which matches that.