Originally Posted by Bluedriver

Here's the things about me, I'm not the guy you can bully into "not bringing something up" for fear of YOUR rebuttal. Your words and analysis of the situation are basic and inaccurate, at best.

Did Frontier raise 1st year pay out of "caring and love"? Yes or no? Was "caring and love" the reason? Yes or no?

And JB 1st year pay isn't standard, it's basically industry leading. Try and be accurate and precise when you speak to me.

You mistake the difference between what I desire as a final outcome, and the strategy I would employ to get there. Ultimately it is the COMPANY'S responsibility to staff the airline. It is the COMPANY'S responsibility to attract and retain new pilots. Day 1 of section 6 the company would LOVE for you to fix THEIR attraction and retention problem by offering up a reduction in expectations for the other 95%+ of the pilot group to finance an increase to year 1 pay. You would be their wet dream. In this environment where they can't staff the company, which is THEIR responsibility, and their business plans and promises to Wall Street don't work without staffing the company, you make it clear to them that you will give up NOTHING from your expectations for the other 95%+ of the pilot group. No robbing Peter to pay Paul on this one. And I guarantee you, that last, best final offer will magically have a competitive 1st year pay. That wasn't the case in the last cycle, predominantly for the ULCCs (which should tell you something about that business model), but it was for most of the rest of us, and WILL be the case this time.

So I'm going to respectfully expect you to stay the H E double-hockey-sticks away from my negotiating committee and executive council strategic planning, as you are all emotion and no situational awareness.