Originally Posted by Lewbronski

A couple of points.

First, I'm not sure what you mean by being "mentally prepared to strike." Pretty much anyone at SWA should have no problem being financially prepared to strike because the median length of a mainline airline pilot strike since 1997 has been 4 days. That's the same amount of time as a typical line holder has off between trips. In the very unlikely event SWAPA was to ever strike, it would likely not be a terribly long strike. If we include all airline pilot strikes since 1996, the median length is 14 days. That includes the 51-day Petroleum Helicopters International strike and the 88-day Comair strike.

If by being mentally prepared to strike, you mean being willing to walk away from the job here at SWA when the time comes and to not come back until there's an acceptable agreement to vote on, that's one thing. To me, the bigger hurdle for this pilot group in terms of it being mentally prepared to strike is the patience that will be required to wait years from whenever SWAPA or the company files for mediation to get to the point that we might be released to self help.

Second, I wouldn't describe anyone who would vote no for a TA over items like parking and uniforms as "quibbling." I wouldn't describe those items as "nickel and dime stuff." For example, an estimate of the total amount of money that SWAPA pilots have had to pay out in parking since the effective date of the current contract is $35.5 million if we assume the average cost of parking was $50/mo and the average number of pilots paying for parking during that time was 6,000.

And finally, my personal list of no-compromise items includes, but is not limited to:

• A minimum 53% initial pay raise with follow-on pay raises tied to 3% or CPI + .5% or higher, whichever is higher. The 53% raise would bring us up to UAL's Y2000 contract, large 737 pay rate, adjusted for inflation. A built in me-too clause on our rates if another Part 121 carrier later agrees to higher rates than ours.
• Industry-leading company-funded LTD with a 401k match built-in like DL currently has.
• An A-plan like FedEx and UPS have in addition to an increased B-fund contribution for retirement
• Improved work rules with no open-ended exceptions for "irregular operations" or anything remotely similar and zero "meet and discuss" language. Must include a TFP add for tail changes and a larger TFP add for unplanned tail changes. Must include an increased rate for scheduled duty days over 10 hours. Must include added TFP for overnights less than 14 hours.
• Much improved hotel language. I spend half of my life in these places. They need to be good.
• Zero compromises on sick call language and a claw back of the concession on losing premium pay if calling in sick on a premium trip.
• The ability to drop trips to the company like many other airlines have had for years.
• Any kind of force majeure language will be a no vote.
• Any give on scope will be a no vote.
• A comprehensive definitions section of the contract with negotiating notes regarding intent included in the contract.
• Full retro pay including B-Fund match and an interest penalty of something like LIBOR + 3 for the lost time value of money.