Let's take a average pilot that makes $190/hr and say he flies 16.5 days a month which would put him right around the 87 credit hours per month (an alpa provided number). A total of $198360 per year.

Under the failed Moakie TA2015 he'd gotten a 8% raise, or $15,868 over the year and let's say that year is in a vacuum and not taking into account a Jan 1 raise and changes in PS which are a yuge factor.

Now let's say in a Malonie TA2016 we negotiate:
+ 8/6/3/3 raise.
+ $10K per pilot for the HSA.
+ 36:45 per week of vacation instead of 22:75 x 4 weeks which adds 56 hours
+ 10:30 for recurrent instead of 7:30, a 5:15 bump per year based on 1.75 events per year.

So in year 1 the pilot still flies 16.57 days per month, makes $205.20/hour after the 8% raise. If I'm right, said pilot will make $10K for HSA, $11,491 more for vacation, $1,077 for training, a total of $38,437 in additional pay over C2012 pay and $22K over TA2015.

THEN, we drop all of the TA2015 scope "improvements", profit sharing "improvements", sick leave "improvements" and work rule "improvements" and call it a day. And that way, we help the company save face because we kept the pay increase but none of the conc... improvements. So the new contract was "worse" than TA2015 just as DALPA and Management had promised us. I mean, those were all sold as improvements, right? So let's just give up those "improvements".

Mark this up over 4 years and we've got ourselves $22k/$24k/$26K/$27K more pay over the much better TA2015 for the same 8/6/3/3. Basically, a 10% increase over TA2015. And that's before we take into account any of our concessions for not taking the "improvements". Concessions like more WB flying, more staffing, more profit sharing, and so on.





You're welcome. A 19% increase in year 1 for you petulant anti-establishmentarian restorationists.