I am with Zap. A significant improvement in retirement would have had me as a yes, even with the other BS in there. I just don't feel we were fairly compensated for what we gave up in that contract.
I would also like our union to use better metrics when comparing contracts to other airlines. Either Delta makes a lot more than us or our retirement is way less than theirs. You can't have it both ways. Also, who came up with 108 TFP as a comparison point? Monthly line guarantee should be the great equalizer because if the economy takes a nosedive, that's what we are all going to be flying every month.
I was ok with the reserve improvements as a step forward, but they could have put some other things in there that would have cost little and made a huge difference in reserve QOL like move up pay, self assignment, and true trip ownership for reserves.
The compensation was also ok, although the snap up was pretty lame and a blatant attempt by the company to do this on the cheap by dragging out negotiations. I would also like to see junior FO pay as a percentage of captain pay increase since it is so much lower than our peers at other airlines. Our first year pay is going to be the lowest of the four majors. That, along with our reserve rules, is not going to allow us to attract talent when the pool of applicants dries up and hiring gets more competitive for the airlines. I know this is a pipe dream though since 12 year captains are calling the shots here and any extra compensation toward junior pilots is going to come out of their pockets.
Well, that's my wish list. I am standing by to fight tooth and nail for any and all of it. If TA2 was as sad as TA1, I have a vote just like everyone else. I hope our union finds a way to come up with a unified message and a way forward.