When it comes to band-aids, no one wants them. We'd love to have an entire CBA re-write. But, remember where we were in 2014 and where we are now in terms of our CBA. The company will not and does not negotiate until they need things (frankly nor do they have to, we're not in section 6). So now, after several years of band-aids - we have commuter hotels, captain pay upon bid award, an enhanced flow, the ability to appropriate flying from reserves, and many other "minor" enhancements as they stand by themselves - but as a collection, they have improved our CBA as a whole.

Our comms are generally not well received by the company and are frequently critical of their positions that are contrary to what's best for this airline and her employees in the long term. We don't mince words. The problem is, how do you get new hires to read them? Sadly a far too large chunk of our own pilots don't bother to even click on the emails (we can tell).

The new hires that are coming in (RTPs, Cadets/Pipelines) have had constant company contact for 6months to sometimes 2-3 years. They are suffering from severe cases of "don't bite the hand that feeds you syndrome". They were given flight benefits, healthcare, cash, and whatever else. They don't see a problem. We hear it constantly from new hires. Anti-unionism continues its climb.

The problem isn't a sterner approach to the Company. They are who they are, and they do what they do. Their actions haven't appreciably changed in a decade. A sterner approach is needed in the cockpits and crew rooms. We must reinvigorate our pilots to understand the need for unity and to read the information we put out. The issues are clear, the solutions are not and we are at an all-time low of pilot->rep communication.