Here is the contract improvements as it relates to the extension and other carriers' contract:
-50-Seat Captain rate unchanged (4% step+ 1.5% COLA). Still second to only ARW and PSA's blended rate.
-TSA FO Rate: first year highest in the industry. Second year less than only ARW.
-COLA increase of 1.5% per year on 50 and 76 seat jets each year. This is tied with ARW as the best in the industry. Endeavor, PSA, and PDT only have 1%. Envoy has 1% once in 2018. Skywest has 1.5% once in 2017. By the year 2017, TSA will trail only ARW as highest paid 50-seat pilots in the industry. XJT/ASA, Mesa, RAH, G7 do not have any COLA increases.
-Per Diem is $1.80 with a $.10 raise in two years and another should the MRJ come on property. This is the second best in the industry behind only Envoy and tied with XJT. XJT is not scheduled to get a per diem increase. Everyone else is between $1.50 (Mesa), $1.65 (ASA), and $1.70 (PDT).
-Sick leave accrual was increased from 2/3/4 per month with 2/5/6 year steps to 3/3.5/4. The cap was increased from 300 to 450 hours. This puts us behind XJT, ENY and temporarily PDT but PDT will go from 4 to 3.5 once the first jet enters service. TSA also removed the restriction that 1st year FOs could not use any of their sick bank.
-Vacation accrual rate was accelerated with 7/14/21/28 weeks after 1/2/6/14 years. This vacation rate is better than all regionals except ARW which gets the 28 days at year 10 and XJT, which gets 28 days at year 12 but 21 days after 8 years (I consider that a wash).
-As far as straight up vacation credit is concerned, it is second only to RAH (4) and XJT (3.75). I don't know what a PVD day is for Endeavor or how Skywest chooses between 2.5/4.12. I think only PDT has a significantly better deal where it looks like you are credited for any trips dropped because of vacation.
-We closed a premium pay loophole that allowed the company to reroute a pilot following the end of a trip as long as it was a round-trip that did not result in an overnight and departed within an hour of the originally scheduled duty out for straight pay. This is now 150%.
-Medical: Cut co-pay in half. Reduced contractual cap from 34% for single and 50% for all others to 29% for single and 34% for all others. All recent contracts have seen concessionary language regarding health insurance. ARW is giving in from 25-27%, Envoy will be at 35% by 2020, Endeavor is 35%, PDT will be at 33% 36 months after the delivery of the 4th jet aircraft, PSA will be 35% by 2017. The only properties with lower are ASA/XJT at 25/30 but I imagine management is going after that if the rest of the industry is any indication. The ALPA presentation doesn't have Skywest.
-As for 401(k), we added a third tier of matching for 7+ years which is 4% of 8%. We also increased the schedule from 1-4, 5+, to 10month-2, 3-6, and then 7+ for 2 of 4, 3 of 6 and, as I said, 4 of 8. I'm not going to get into the details of all the other properties but this one is still middle of the road. We did at least secure an increase in schedule and an additional tier of matching. Unfortunately, these were harder to negotiate because the flight attendants have a "me too" clause on the insurance and 401(k).
We also added a customs clearance pay credit of 18 minutes per each time a pilot clears customs (limit 1 per day). So, an international overnight will result in a 36 minute pay override. We added crew room language where before there wasn't really any. We reduced airport reserve from 10 to 8 hours with the same 5 hour credit. I don't know of the other properties that have airport reserve, but I think the MEC said in terms of pay, it's one of the best with the exception of XJT which has 5 for 5? I'm not 100% sure on that.
The contract is amendable by 1 August 2018 unless very strict gates are met for the MRJ. Let's be honest, it's not going to happen. An opener can be filed 2 years and 4 months from now.
*All of this came from the call-in recording and the ALPA contract comparison.