I’ve discovered when discussing issues at an employer if someone’s go to response is: “if you don’t like it leave”. They cannot be reasoned with and they tend to be a lot more prone to things like angry outbursts and personal attacks.

I’ll still try and reason with you to at least see my point of view and hope that you won’t make personal attacks but I’m not expecting much.

It’s great you’re making a lot of money. As an FO I hope I will have the same opportunity. Certainly things we did achieve with the contract such as scope will lead to an earlier upgrade and I hope to bring in the kind of money you claim to be doing. I do hope that you realize last years retro pay was pennies on the dollar for your labor from April of 2019 to September of 2022. I wouldn’t be terribly excited about a small year over year pay bump for 2022. If that makes you happy that’s great. However you should keep in mind the massive 2022 profit margin you’re gloating over came at the cost of your employer undervaluing your labor and not negotiating in good faith for almost 3 years.

Things aren’t all about money. I do recall how vacation open time for trading being taken from the pilot group negatively affected my QOL and continues to do so,, the delayed implementation of third step and ongoing IT debacle continue to affect my QOL, and constant short staffing continue to affect my QOL. All of these things lead to a large profit margin for MGMT. So when I say “about that big profit margin.” I’m pointing to issues that need to be solved which would lessen that margin. As labor undervaluing your labor isn’t something to be proud of. I’m not going to gloat over the fact my employer undervalued my labor and my QOL to achieve a big profit.

Hope that this clears things up for you and you won’t personally attack me for doing so.