Originally Posted by Yuko

There is a lot of work for the next TA but I want to focus on one key item.

I believe retirement for all since amenable date should be a must have. I understand that number will grow from the 300, but it will serve a couple purposes

-rally all under the same umbrella. I saw more than 500+ senior block voters vote no per the Union result email. (So you meet one of those gals or guys thank them for that). Can you imagine the energy we can harness if we ensure that this feature is a must have for next TA. We are not the ones who delayed raising the retirement payout limit, the company did. They did it for over 2 decades. It is time to pay up.

-it will set the precedent that you can no longer drag your feet on negotiations. So what happens on the next TA that does not include it? We vote it down and again and again. The FedEx our founder built is gone (it is natural for successful businesses to take our new path). It is all about efficiency and stock prices. This is not a family airline, this a business and that business has costs. The time for COVID emails and tv interviews of what was accomplished are over. It is time to pay. If our company states it is the best cargo airline on the planet per JD email then our compensation package should reflect that. We did not stall negotiations for 2 years, expecting the economy to take a downturn or the majors to roll out meager TAs/AIPs. (Economy is soft landing and each day it looks like it will be a touch and go). Actually, we started early, 6 months, expecting our labor would have born fruit for a great TA. It did not.

What is leverage? I heard gloom then lo and behold we got significant business from a competitor for Aug onward. Is this not leverage? Leverage going forward will be fluid.

Do you believe our competitors will not attempt to pounce on our labor woes for the next couple months to years it takes for the next TA? I believe they will. Peak is coming, UPS negotiations are coming

Lastly, there is so much talk about division but I have had more meaningful conversations with yes voters since failure. Guess what? They want the same thing we all want (they wanted it pre failure as well), an industry leading TA, we just have different ideas of how to get there.

I know there are folks up and down the seniority chain who wants what we all want - an industry leading TA commensurate with our labor and the profitability we bring to the company (past and potential).

So as you make your TA must have list and for the surveys, please save space for not a single pilot left behind since amenable date for improved retirement package!

14-20 years left at this place, Let’s GO!