It does seem that way. As the operation grows they will see diminishing returns. It looks like we are past that break even point hens the all summer COLAs. I am interested to see what happens in the fall. The new hire pipe line will slow if they start to furlough. Suddenly they may not be able to replace attrition.

They are always going to say they don't have enough money. My first jet job I make as much as the FA. I remember the ground instructor telling us that we had to work a few years to pay off our training costs. Four years later as a captain we were in cruse and the FO burst out "MAN I'm only making $60,000 this year" (first year FO) I was only making 75k.

If you want to know where we are in the pecking order head over to APC's pages for the regionals. I was shocked at what those top end pay rates are these days. It really puts our pay rates in context of the old saying " you get paid not what your worth, but what you demand."

As for me
Pay- I won't accpt less than other an Avg of the big 3 +SW with the caveat of it doesn't have to happen all at once so long as the % increase keeps going up in perpetuity and stops at the Avg# ie 20%now and 10%/year until we reach an Avg if the next contract cycle comes around and suddenly we are 40% lower again in 4 years we are even. It takes pay off the negotiating table for the most part.

Am/PM
Am/PM schedules won't kill the 10 hr 3 day but at least we can go to sleep at the same time every night

Red-eye override =15% 321 over ride 10-20 %

Duty pay I want to be paid at least Minimum Wage for every hour on duty and until I get to the Hotel on trips - Far to many times we time out and procced to sit around the airport for 3+ hrs and we should be compensated for that.

Red eye lines/ Special use airport lines. X% override Red eye RSV = extra days off

The scope clauses are all important

Min Day 5 hrs or more

LDT for pilots , 18% DC, Improve Benefits,

Finally some improvement in work rules for Reserves could be more days off