Other parts of our compensation are retirement, medical, work rules, etc. The "improvements" to retirement were incredibly small (1% B fund increase, and 1 more in 4 years). Healthcare is going to be significantly worse, but we'll have to see the fine print. Be careful when the Cadillac tax is enacted. I really didn't see any meaningful improvements in work rules. Sure you might get 1.5 credit hours if you get a new disruption (how many times per year do you think you will see these?). I didn't see trip rig and duty rig improvements in the highlights (and those equate to real money).

Now reserves will be supporting our sims which decreases the instructor force. Not sure if the professional instructors are allowed to accomplish more events now or it's just codified (ask a flex, I really don't know). Passover pay has ended.

Six week bid months? Really? Why?

Overall improvements in Deadheads despite a few set backs. It sounds expensive, but what is the real cost to the company? I'm not turning in my hotel for $30 dollars of bank.

I don't have the details of the 40K, one year retirement notice. But why don't we all get that? Sounds like another 25K Veba deal. I also don't want to encourage people to fly sick and the SLAB (or whatever you call it) will do so. I'd rather not have this in our contract.

I'll read the full TA and go to the roadshows (or at least watch the video if I'm flying). But I just don't see any way I can vote "yes". Maybe I am missing a lot.

I can wait a year or two without a new contract rather than settle for something I think is not good enough. And it's for SIX years.

I would also reconsider retirement changes (for the right price). If the MEC sees no chance of increasing the A fund, I would consider looking into changes in retirement. If I was a 35 year old new hire (with up to 30 years of work ahead), what would that 130K pension be worth in 2045? Withering on the vine was possibly the best description I've read. Would a 16% B fund be a better alternative? I have no intention of screwing the new guys, but are we screwing them by keeping them on the A plan? Let the union actuaries take a look and show us the numbers. If we went down this path, possibly have an opt in/out for everyone (those with 25 years, it's an easy decision). Of course make it cash over cap. For those on property and stay, give them 10% and continued A fund. I don't know, just an idea.

Again, I'm not for settling on a B scale. If it's advantageous to new hires, I would certainly consider changing the retirement. Of course, we need to see something in return (hourly rates).