Let's try this math. The 2011 CBA was characterized as a "Bridge Contract", something to hold us over until we could intelligently discuss 14 CFR Part 117, rules which had yet to be written. So let's start with the 2006 CBA and see where this bridge has brought us.

The last Pay Rate Increase in the 2006 CBA was October 30, 2009.

The next Pay Rate Increase, the first of the "Bridge Contract", was the first day of the March, 2011 bid period. (Ouu, there's that term again, Bid Period.) Before you break out your calendars to remember what day that was, let's make the next step and simplify the math.

The first Pay Rate Increase in the 2015 TA is November, 2015. Now, I realize there's a difference of a couple days between October 30 and November, but I'm trying to simplify the math, so can we let those 2 days go for a minute? Good.

So, since the last Pay Rate increase of the 2006 CBA we have seen 5 October 30th's pass, and we're coming up on the 6th. IF we were on the 3% per year slope, where would we be?


October 30, 2010 -- 3%
October 30, 2011 -- 3%
October 30, 2012 -- 3%
October 30, 2013 -- 3%
October 30, 2014 -- 3%
October 30, 2015 -- 3%

That's a total of six October 30th's for a total of 18%.

Now, back to the "Bridge Contract", where we got 2 3% pay rate increases. Subtract that from the 18% (and ignore the fact that moving the date 4 months later created a perpetual gap) and we're left with 12% just to keep even with the 3% slope we were on in 2006.

Now, how exactly does a 10% pay rate increase next month make up for the raises we missed?






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