I mean no disrespect when I say this but don't be naive. This is what management does for a living. We decode NOTAMs and shoot approaches. They negotiate contracts. Nothing anyone will post on here hasn't already crossed their minds.

Regarding the previously posted pay scale LOA stands for "Letter of Agreement". If my memory serves correctly there are about 90 LOAs attached to our contract. This is why there is so much confusion when someone asks for our current payscale.

LOA 67 was a concessionary agreement between the union and Republic during the 2011 bankruptcy. Among other items (401k matching, vacation/sick accrual, longevity) the agreement necessitated paycuts by transitioning to alternative less lucrative pay scales. There are numerous payscales in our CBA and trying to figure out which one we currently operate under requires reading through several of the LOAs. As part of LOA 67 the union negotiated for mandatory pay snapbacks to occur each year starting in 2015 should the company obtain a pretax profit of greater than 5%. These SnapBacks occurred on 4/1 in 2015/16 and another one is scheduled for 1/1/17. The pay increases themselves are mostly negligible (2-3%) but there is another provision that requires the company to engage in "good faith upward pay negotiations" should favorable business conditions exist. The payscale posted a couple pages back is the union's proposal to satisfy that requirement under our current contract. It has to do with the section 6 negotiations currently underway for our next contract.

For Indigo this is a zero sum game, every penny they concede in rates, work rules etc. is going to come out of their pocket when IPO time roles around. They literally aren't in the business of building a vibrant company. They flip businesses, that's it. Everything from now until we go public is an attempt to improve the balance sheet in order to increase F9's valuation.

Our only leverage is a strike which the company knows is a minimum of 3-4 years away. Until then they will continue to reap the competitive advantages of a labor group that is paid 30-60% less than their peers.

That being said, this is still a decent place to work. In two years here I can't recall not being able to get a single day that I needed off. Ive never had less than 15 days off in a month and most months will get 17 or more.
While QOL is pretty good, I'd say that 80% of the pilot group under the age of 45 would still leave for a legacy. Until we get a management group that decides to treat its customers and employees with anything other than disdain and indifference this place will continue to be a revolving door at the lower levels, hence the implementation of a training contract.