Sure, I'm an employee. But I'm also part of organized labor, and that brings with it some leverage that non-unionized employees are not afforded. Our group of 14,500 is not easily replaced, and the current business model yielding record success/profit won't work if we're not (almost) completely on board. If the company understands that it'll take more than cash flow (if I'm reading the tea leaves accurately) to KEEP us on board with our "backpacks on," that will (IMHO) affect the calculus of just how long we can run at redline or how much in the red.

Referencing TA1, I think management did, in fact, think we were fools and I'm glad in that instance we proved them wrong.

Referencing financial extraction, you misread my post or I mistyped. I'm not diminishing sacrifices made by those with 25 years. I was just highlighting the fact that new folks in any given year are probably (on average, with numerous exceptions) working more hours for Delta than the 25-year guys. 5 weeks of vacation, 270 hours of sick leave, seniority to maximize productivity, and doing everything for perhaps 3-5 times the hourly rate of a newbie... it's nice sitting at the top and I look forward to that perch in decades. Buck will tell you that I think we all deserve the same thing (and I look forward to other creations), but I don't. I just happen to think we're making enough money as a union that certain QOL enhancers that benefit the bottom more than the top could actually be palatable:

Have 6 days of paid APD
Reduce nonvoluntary max SC quantity to 6
Pay SC, used or unused, above guarantee
Pay for new hire hotels
Provide for free initial uniform allocation
Get rid of first year flat pay
End training pay at OE start
Mandate more frequent AE/base change opportunities (e.g., monthly)
Go back to 1 year seat lock for NH and waive it if going to higher pay rate
Create optional IQ and OE golden days
Limit the top of the LCW to 85 hours for those who choose that option