I think it speaks more to who the airline is as far as confidence in their ability to attract and retain people. If we are going to have pilots that say the amount of money is small then it is definitely small by company perspective. So, the question comes down to is the company interested in attracting the best candidates and are they willing to put their money where there mouth is when it comes to making the place a place worth staying. Is the vesting issue a huge amount of money? No. But not having immediate vesting says volumes about the company's confidence in their ability to make it a job worth keeping.

So, when looking at an airline, the vesting schedule is not just about money, but about confidence in their place. The ones that have it know that they attract the right people and the are confident they have a place that pilots will stay. I would get it for regionals to not have it, but for a major to not have it, sends the wrong message. In this crazy career there have been times where they could get away with it. but in the times we are in now, that is a factor that will make it harder and harder to get somebody to jump to Spirit. I dont think the fact that folks are leaving is tied to the vesting directly, but that is a symptom of a greater problem and not having a vested 401K is part of the problem not a solution to it!! Making it a place that a vast majority would never consider leaving should be the goal, and that can not be accomplished with hand cuffs of any kind.

It is a simple one line statement in a contract, but it means alot more:

"22-A-1-b Immediate 100% vesting;" (chapter 22 covers retirement for us, but insert whatever chapter covers it for you and you get the point)

That alone won't solve the problem of folks leaving, but the mentality that goes along with it is what is needed to "stop the revolving door" at any major airline.