Its not the match. The company wants to show there is absolutely no point in a union. Even if they were to match the non-cons 100% to quell their upset for whatever reason, they are tacitly admitting that there is a path for other employees to controlling the outcome, even if indirectly. It's not the cost of the match, which I agree we should never have to consider, but the fact that the company is going to have to jump that hoop with them, and again demonstrate that those mean ole' pilots are in at least some control of their own situation.

They want to ensure to show there is no point. Therefore each gain that we have that is on display to the employee group at large, with have either a very, very high price tag attached to it, they'll agree and simply ignore it or implement it in the worst way possible (crew meals), or they'll make sure to implement it where others outside our control can play fast and loose with it, again to show those mean old pilots whose really in control (deadheading). Then they'll feign ignorance or circumstances outside their control. DHing and crew meals could be fixed in a day. The rest of the employee group lives under a constant sword of Damocles, and we see that every day when the agents make decisions based on the company watching them on the holy altar of metrics. You can bet if the company sent out a memo that said "stop effing with the pilots' food and seating" it would stop in a heartbeat. But they don't.