Don't underestimate the company's ability to make a mess of it even if we did give up PB days for reserve GS, no matter what the pay multiplier might be. They would still run the operation into a ditch via many reserves maxed out via FAR 117 and still fail to see their own hand in the operational problems and come back asking for more. Once the reserves that live in base (or are willing to commute in) hit the FAR 117 limits, the fourth floor fraternity would come asking for something else to bail them out like, "All pilots must promptly respond for IA calls because too many won't work for the 'family' on their days off."

We shouldn't double down on bad "leadership" decisions by bailing them out and enabling worse future behavior. Preserving a QOL backstop for reserves (whether you bid reserve or not), or protecting the brand (and our jobs) from cubicle ninjas with spreadsheets shouldn't be that hard of a no vote. One caveat: because everything has a price (just ask JB), I would be willing to allow some pilots to opt in for no PB days for an upfront price of fully funded pensions at 60% FAE for anyone over 60 and with 15 years of service or three years remaining until 60, oh, and Tesla's (or electric Miatas for "that" crowd) as a signing bonus for anyone not eligible for the pension during the contract duration. BUT, you have to bid reserve for the contract duration. Too low a price?