Originally Posted by RJSAviator76

In 2016, we were hemmorhaging 1st year guys, so while everyone got 15% snap-up, the 1st year rate snap-up was 35% IIRC, and the interesting part was that it was the company's idea, not SWAPA's. Stacking the pay increases to year 1-5 is arguably their 50.1% solution given how many we've hired in the past few years. The company is playing the numbers game. They aren't stupid, but they think we are. They're looking to bribe year 1-5 guys and take a few yessies from the top of the pay scale and they've got their 50.1%

The year 1 through 5 guys need to realize that by the time we get the next contract, they'll be at the top of the payscale, their career value sold for very short term gain but long term loss for them, and this time, without the leverage we have right now. This is not to say their pay shouldn't be raised substantially... not by a long shot. But it should not be at the expense of the top of the pay scale range because that's where they're gonna spend anywhere from 2 to 3+ decades. In this environment, it shouldn't an either/or.... with the leverage we have, it should be a grand slam.

Finally, yes... the co-terminal stuff was indeed sprinkles. This is the steak now and this is what matters. If the final rates are "industry-leading 737 rates" but lagging A321XLR, 767 rates, etc, I won't even bother reading the rest before voting no. Put us on ice, DGAF... The entire compensation package needs to be the grand slam, or it's an easy no.