Spirit management knows exactly how many folks aren't standing for it anymore... They're the ones who accept their legacy interview offer and switch employers during their first year or two.

Spirit management's answer to those numbers is to announce to their investors that "juniority" is a CASM tailwind. They're counting on folks quitting as soon as their experience rises enough for them to be attractive hires at a legacy. Changing that approach to pilot retention amounts to a major change in their business model and any changes removing this "tailwind" wil have to be explained to the investors, since the current situation is being expressed as a positive factor in the business model.

Dealing with *****ing pilots and employee churn may be easier than explaining to the major investors why a new contract throws out a core part of a successful business model. I can't imagine anyone on the ops or training sides of the management house being happy about this since they're the ones who have to deal with the consequences, but they're not in charge and they ARE required to support their boss.

Regardless, nobody should fool themselves about why there is no contract. Low pay and employees jumping ship as soon as they get experience is part of the business model, just read the investor slides yourself.