If they do re-institute "recovery" for OE, it better have comprehensive protections at the very least.

Like no report one minute earlier, no release one minute later, no redeyes/WOCL if the original didn't have it, hotels in domicile when relevant, one trip for one trip (IOW no string of 1 days to fill up a multi day footprint…they get one bite at the apple only) full pay protection for the greater of the two (preferrably day by day), ample notification (7pm the night before isn't enough notice) and many others.

The previous recovery system was rediculous and hopefully never returns. If we do get OE recovery back, that is a concession, and ironically giving up something we already paid for (1 year freeze for new hires) so the "quid" needs to be staffing positive (not just a payrate "bargaining credit") to mitigate the loss of staffing this causes even if we agree to it.