Actually, it’s hard for me to imagine a world where more money doesn’t buy most QOL issues. Positive space for vacay? More money and I’ll buy my own tickets if I choose to travel. Better medical deductibles? More money and poof, it’s taken care of. Don’t use Delta’s medical plans- - - use the money as you see fit. In a category where you deadhead? Make an option to pay for an upgrade to a window or an aisle or business or 1st if available....more money and done. Think you work too many hours? More money and throw them on the icrew swap board. Rarely see a “just pick up” that doesn’t get picked up. Unless or course coverage is tight and they don’t pick up the straight time hoping for the green.

Remember years ago when the company offered crew meals? No? If I remember correctly, one iteration was you could order a crew meal...only catch being that they deducted a pro rata share out of you per diem......Nobody (or almost nobody) availed themselves of that opportunity in the name of safety......it was all about the benjamins

Since we have a “mature contract”, most gains outside of pay will entail one group “subsidizing” another’s groups gains. Scope and pay are two areas that mostly avoid that.

I am certainly not saying don’t try to improve areas, all I request is that we all be intellectually honest and acknowledge we may be picking winners and losers. No contract should provide a windfall to one group of pilots over another.

I can certainly understand a 3 year new Delta captain might have “enough” money, but there are a lot of pilots that endured the lost decade. That is why we all get one vote.