Originally Posted by gloopy

Gift the company 100M and take only 1.0B in pay only with no other changes. Early TA passes by the end of August, 100M cheaper for the company.

Then after that we can work on LOA's to trade PS into pay at a 1:1 or greater.

Maybe an LOA with some common sense sick leave reforms like instead of June 1 for the entire company that supposedly generates this huge spike, make it everyone's hire date which smooths out the crisis bump. An LOA that allows shadow sick time to count prior to awarding GS/WS (this was one of the fair "concessions" in the TA WRT sick).

Maybe an LOA that modestly reduces the unverified threshold (but still keeps it, this is a "red line") in exchange for other gains like the 2 months FAA leave or a disability "top off" account similar to POS15 except with a greater than 25% redemption rate. And we need a better disability payout in the first place. And DPMA is by pilots for pilots and is none of their business and should never, ever, count against us when bargaining for anything.

SEA is a hub, at least to the extent that it protects our narrowbody block hour/jobs progress there. This is a ZERO COST ITEM!

DCI needs to be reduced by more than 2% if they even want to ask for more 76 seaters, and even then I doubt they could afford it. Restrictions on RJ's remain regardless.

190 pay needs to be the same premium over JB/s 190 pay that our 320/321 is above their 320/321 pay. 195 needs to pay 717 pay because that's what it is.

The company can always claim a modest victory because we won't get "retro" going back to July 1 anymore so whatever.