Part 3

A continuing analysis of the TA is multifaceted. I have learned much, been corrected, reanalyzed and weighted the TA in its entirety. Each of us looks at this TA in a slightly different light.

FO's focus on LCA LOE PBS drops which is 2% of rotations. As far as the argument made that these trip drops will affect all copilots getting inferior trips it is an incomplete point. LCP's seniority ranges from senior to junior, to holding great trips to holding terrible trips. Most copilots will not be affected but more than 2%. There will be a few FO's pushed onto reserve. How many FO's are able to skim the great deal of bidding with a LCA, dropping the trip, then green slipping? Many less than who might benefit directly from the pay increase and will still be able to green for "only" double pay.

In addition to some serious coin there are other modest positive changes that affect all of us such as:
- Vacation payoff after retirement
- A few DPMP enhancements
- No offset to disability benefits from new income after 36 months
- Maximum duration of LTD benefits for psychiatric conditions

Scope has pluses and minuses and for me it's a wash. If you're having a helmet fire over this - okay. I'm not. I do like 25 less RJ's and a new aircraft for us.

Part 4

To summarize the overall main controversial contract highlights:

1 - If you want a net 5.34% annual pay raise - vote Yes. If you're holding out for 6.34% - the odds are slim.

2 - If you're sick - Lo and behold, you still get paid for sick leave up to 270 hours. If you want to gain some sick leave enhancements that might help YOU who never massively abuses sick leave, might get surgery/break a bone/stay in a hospital, might be held back while awaiting FAA approval and wants to get paid for two months anyway in addition to sick leave, or might want 100% pay for a longer time if you go out on LTD - vote yes. 99% of us don't massively abuse sick leave and it's a non-issue for me after I have studied more details, reading, asking questions and misunderstanding at times, but ultimately figuring out it's not that bad. Do I like the current sick leave better? Yeah. But overall I see the new sick leave logically as not much of a change for me after sorting through more details.

3 - If you're a triple-dipping, LCA LOE bidding green slipping copilot in the bottom 75% of those who get LCA trips in PBS - voting no could make sense. If you're not - look at the TA in its entirety and especially the pay rate lock in.

Here's the elephant in the room - One must ask the question: Should I turn down $4,400 a month (or whatever your number is for your seat) with significant downside protection to protect some sick leave abuse and triple dipping pilots?

In short, the money is significant and most of the concessions will have minimal impact to the vast majority of the pilot group. 100% of the pay raises do affect us and they are significantly more important in the event of bad times. Unless of course in the continuing line of fantasies - downturns, black swans, terrorist attacks and unfair competition are things of the past.

Much has been made on both sides of the debate of what will happen if this TA is voted down. After all the speculation the only true answer is that no one knows. I do know what I get in the TA if it passes.

If this TA is voted down and there is no quick resolution and profits disappear - it will be interesting.

I do not see a quick resolution as I thought before and surprisingly (or maybe not due to certain agendas) many on here DO NOT want a quick resolution. Some want to clean house and/or want to vote in DPA as I forgo some serious coin - for a year. Maybe two. In part at least, much of the shrill hyperbole on here has convinced me that voting yes is a better choice. Good job.

Do I think we were still manipulated and played? Somewhat, but we did extract value. Do I wish sick leave had remain unchanged? Yes, but it's not really that much different. Did this TA fall short of my survey? Yes, however, the TA before us is what it is. It is real money and at this time will pay 20% more than our largest competitor. This TA still has significant net pay far above our peers. Reality is a *****. Pay was #1 on the survey. Here it is.

Each person should vote what is in their best interest for them and their family. As will I. If you're married to someone with significant income, a doctor perhaps, I can see why you're willing to vote no and roll the dice. If you're worried about sick leave, like I was, I get it. Drill into the details more. If you don't think this TA is enough money - get a clue. Everyone looks at this TA through their own lens of how it affects them personally. For me, this TA in spite of its drawbacks is still a significant plus.