I’d say we’re of the same mind there. However, the company should understand that a growing number of us will begin to respond emotionally as this drags on. That’s just simple human nature.

I think (I hope) we finally have a union that recognizes no deal is a better long-term strategy than the wrong deal. Which means the company can get serious about labor costs & wrap this up fast, or they can try to nickel & dime us & go into the summer with 15,000 pilots still losing double digit inflation on their salary & significantly trailing their peers in both pay & work rules. Option A sets them up for a slam-dunk summer of what is possibly the most critical moment in their United Next plan & puts them on track to make a boatload of cash. Option B? Well let’s just say Option B would be a very expensive education on the implicit cost of a disgruntled work force. Both will cost a lot; only one will pay them back.

I would reply rhetorically to the executive that hoped we would be reasonable in what we ask for that I hope he’ll be reasonable in what he’s willing to invest.