It is my understanding that at Delta it is much easier to reassign line holders to cover last minute disruptions, where doing that is harder at United due to our line holder protections. A friend at Southwest says that they don’t have FSB, but they’re all basically on reserve once they show up since the company can reassign at will, and often do. Since Jersey won’t answer my question, I’ll ask you. What solution do you think would be acceptable to both the company and the pilot group to cover what FSB currently does? I agree with others. The vast majority of the pilots are line holders and that is where we spend most of our career. Giving up line holder work rules to enhance reserve won’t get the pilot votes. Keeping or even improving our current rules while simultaneously rewriting reserve rules probably won’t get the company vote. Since it takes two sides coming to an agreement to get a contract, what is the solution? I see a possible solution that both sides would agree to would be keeping FSB, but put rules in place defining when it can be used, how frequently, possibly bid deliberately, and what the add pay would be. The company would find it acceptable because they still have the option, and those on reserve would see it as an improvement since there would be rules that limit involuntary assignments and provide additional pay when it is.