Personally, I'm not voting no because the company might find a way to get around contractual language. They will. But that's not near the top of my list for voting no. My primary reason that I voted no is because this cycle we were in the best environment for airline pilots in negotiations at least since deregulation. We stopped far short of developing the leverage that we could. As one person I flew with once put it, "Unless you're on day 60 of a PEB, you're leaving money on the table." I'm not going to go into the ins and outs of what that means if you don't already understand the RLA. But suffice it to say that as good as you might think this TA is, we could obtain significantly better in terms of compensation, work rules, benefits, and retirement.

I also personally think the hotel language is weak given the amount of leverage that was available to us. Additionally, the implementation agreement has no real teeth. The solution in terms of imposing any sort of financial or other penalties on the company for failing to meet an implementation "deadline" is a SBOA. We know how those have gone with our current contract.

There's also some silly concessions that probably aren't worth voting no on by themselves alone like the sunsetting of the covid trip pull pay policy and receiving no pay if calling in fatigued during training. But why any concessions in this environment?