Originally Posted by Tranquility

Joey, some things to consider...

Firstly, those who want the 150% back tend to be those hired 2008 and earlier. They're not going anywhere. They can afford to wait for their ideal contract. People like you and me can still jump ship and make a great career elsewhere, but every paycheck we wait for our next contract is money out of our pockets. Money that could be compounding in a 401k, money that could be building in your kids 529 (dunno if you have kids), money that could be paying off your mortgage, money you could be using for your dream car...etc.

Secondly, if you remember the pay comparison slides, those from the middle to the top of the pay scale need less of a raise to get to IA. Their biggest raise might actually come from getting 150%. Those at the top only needed 12% vs. junior captains and all FOs who need a 30+% pay bump to get IA. They're making decent coin, they can afford to wait...

Am I willing to hold up a potential early 30+% pay bump over getting say long-call reserve?? Eff no! Am I willing to give up our holy grails in our work rules to archive said pay bump or other gains? Eff no! And if that happens, we dilute our rules to more industry average, I'll be voting with my feet.

As you can tell, pay is my biggest issue. That doesn't mean I want other areas addressed/tightened up (scope/merger protection & code-share rules, LTD). But, pay is my biggest concern.