I'll trade PS quid pro quo for industry- leading vacation and training pay and credit (or vacation accrual). Base it on this year's profit sharing payment. I don't think I even care if vacation is enhanced with pay/credit, a number of weeks added, or a mixture. Any weeks added need to be added identically to all longevity tiers. I'll accept voluntary sell-back of vacation over 4 weeks. Any remaining PS after the swap remains pensionable

Napkin math makes it look like converting all of our PS to vacation would be 11 extra weeks if they didn't increase credit and value.

Do all that, match UAL rates, band similar to UAL (CS100 and 717 to 88, 320 to 73N and 321 to 757/767), allow self-verification, and I think I'm a YES!