Originally Posted by
TomAce
I'd like to see cash over cap in the DC fund. I think that's the easiest solution. And I would love a higher % overall. But my priority over that is more pay now. Hopefully we can get both, not saying it's one or the other, but I think it's reasonable to have priorities. Not sure why that's an issue.
We just had a 60/40 TA. Obviously everyone has their own priorities. We have a diverse pilot group. That’s to be expected.
The issue is that this was advertised as a Pay and Retirement CBA. We skipped QOL to maximize our those two items. And we did neither. Our pay was 10% less than industry. The MBCBP retirement would’ve left a contingent of Captains making 20% less than DAL, UAL, and AA. And those legacy contracts were primarily QOL (except for American).
Don’t get me wrong, Retirement was PHENOMENAL for those retiring in less than 5 years or those that had 25 YOS by 2026. But it was a concession for significant group that is going to meet IRS limits. I came here fresh off a contract that had industry leading hourly rates of pay and the best retirement in the industry, bar none.
And that’s the issue. We don’t have to pay for retirement through pay rates or retro. Delta didn’t. UAL didn’t. And they have the best in the industry right now. And they got it without sacrificing QOL or retirement.