LTD is available, but if you go out on medical and you run out of sick leave, after a certain period, the Company drops you from your insurance plan, and you have to go on COBRA. SWAPA will reimburse you for COBRA coverage. If you're still out after COBRA runs out, you go on Secondary/VEBA Plan and all of that is a major PITA. But here's another gem... when the Company drops you from insurance, they also drop you from other insurance packages - your life insurance for example. They also drop you and your family from having any travel benefits. In other words, you're done... they no longer have any use for you. Now, considering that pilots are sort of a special category and we're subject to FAA medical certification that other employees here aren't, we now have to pass "the desk test" in order to retain travel benefits... and though it's an improvement because prior to this, you would have to go to your chief pilot and ask them for a pass, it's still grossly subpar to our legacy peers.

If you're unfortunate to go out on long-term medical, you should retain all your benefits just as if you're an active employee. That means not dealing with this COBRA nonsense, that also means your online travel benefits for you and your family, that means peace of mind of your life insurance being left intact. When you're out on medical, the last thing you should worry about is if your medical coverage will remain adequate, if you trusted (and you never should!) the Company with your life insurance, and your medical insurance. You shouldn't chase or beg chiefs for travel benefits for you and your family especially if you have to travel to get treatments elsewhere.

This is where our legacy peers blow us away and this is what needs to be addressed.

When TA2 was announced, our pay rates were indeed the industry-leading narrowbody rates. However, before we concluded our vote, Delta pilots also got their TA with their rates being higher than ours. United pilot contract had a parity clause in which they would match Delta should they get a TA within a specified timeframe which they did. Right there, we got bypassed on our rates before we even finished voting. In light of that, there was a discussion to throw in sweeteners for us to pass our TA2, and addressing our LTD inadequacy was on the table. However, the company negotiator R.M. managed to convince the company that this pilot group would pass the TA2 without this "sweetener" and we proved him right... and that's why I'm proud of my NO vote.

When you start your newhire training, you'll hear all about "The Golden Rule" and how the Company is all over it. Don't forget that it should come with a big fat * next to it if you're the unfortunate soul that goes out on medical long-term as you have all of the above to deal with in addition to dealing with your illness or injury.