Originally Posted by
FXLAX
How much was their contract improved from book? That’s the comparison point, PLUS pay rates. Each pilot group decides how to spend their capital. We chose ours, very few rule improvements and heavily weighted to pay and retirement. Which is precisely why you look at the total economic improvement relative to their revenue.
We should never lower the bar in pay rates no matter anything else. That would not be good for us or the rest of the industry. Even UAL CEO thinks so.
That’s not to downplay the significance work rule improvements they negotiated though:
Me too clause
Per diem tied to government rate
Holiday pay
Improved scope
Increased DC
Reroute 150% day one 200% thereafter
No doctor note
Reduced insurance premiums
Paid maternity/paternity leave
OK, the bold items are MUST HAVES for us, and FIX the retirement.
The question is, will the NC listen? Will the company listen?
Don't send me a crap TA and try to tell me it was the "best you could do". I don't want to hear it. Raise the bar or keep negotiating.
The per diem alone is worth $15,000 of TAX FREE money to the international guys, maybe $10,000 to the domestic flyers.