And.. to follow up on something with regards to pay.

Most pilots don't/wont do this but they really should.

How much did you earn last year? Your W-2 wages.
Then, how much extra did you earn? Per Diem, BFund, Profit Sharing.

Now.. how may hours did you ACTUALLY fly?
Not talking Credit hours, talking Flying hours.

Last couple of years I've averaged 7xx-8xx hrs for the year flying.. and 12xx-13xx hrs credit.
THAT is what is important.

Ya just can't look at a W-2 without having more info.
How about when we cancel overseas and deadhead home in BF.
How about when we get middle seat deadhead pay.
How about when we get BF for annual training to/from TK.
How about crew meals.
How about all the other little things that have a monetary value to them?

Personally, I don't want my union spending ALOT of cash/time/negotiating capital on newhire/1st year pay issues.
That should be on the company to attract the best candidates.
Our union should work on what happens to the individual AFTER they get off probation, and have proven themselves to both the company & the union.

My opinion though I imagine it will upset some of the newhires/future newhires! lol

Always
Motch