Originally Posted by copy

I don’t always negotiate in public, but when I’m fighting a sell job from both the union and the company, sometimes it is necessary. Here is what would move me to a “yes.”

1) Restoration of previous profit sharing formula & eliminate cliff (if the company profits off of our CBA relief that allows for the deal, we damn sure better get a share of it)

2) Change the 2% raise in May of this year to 3%, and 3% in May 2022, and 3% May 2023, with no change to section 6 timelines

3) Furlough protection for as long as the NEA is in effect

4) Guaranteed minimum staffing levels on an *annual* lookback basis (not 2025), with 2020 as the baseline, not 2021

5) ASM/Block hour growth minimums based on a known quantity from 2019/2020, not unknown 2021 levels.

6) Restriction on AE flying current and past B6 routes that weren’t previously flown by Eagle. Not just FC to FC and intl restrictions (still working on a viable way to capture this).

7) B6 required to maintain or increase their total percentage of ASMs AND block hours, evaluated annually, amongst the combined AA/AE/B6 ASMs from the average of 2019+2020 levels to/from NEA cities, with no provisions for making it up if they aren’t compliant. Codified monetary payouts if not compliant. In other words, every year the company is required to be compliant in growing B6’s share of flying, and have zero room to maneuver to let AE take our flying.

8) Make the 2 additional reserve days off from LOA 12 permanent, essentially changing the value of a reserve day from 4:12 to 5:00, the minimum for a fly day.

9) I’m probably missing a few more. Feel free to add.

If this deal is as good as they say it is for the company, they can swing all that. Until then, after this TA goes down in flames, I’ll be a no until they get serious.