That's easy. First some math:

The going 12 CA rate (AA/UA/DL) for A321 (includes 320 for AA) for 2025 is 375.28 (according to recent contract comparison). If those #s are off, apologies. That rate goes up by 4% for each airline next year to $390.29. However, the min monthly guaranteed hours differ for each airline. MMG for AA (lineholder) is 65. DL lineholder is 65. UA lineholder is 70. So, the "cheapest" monthly compensation FOR JUST MMG for 2026 will be $25,368.85. Keeping our MMG of 75 hours, the rate needed for equivalent compensation is about $338.25.

However, the issue with reserve MMG is different. Reserve MMG for AA (Long Call) is 73 and (Short Call) is 76. DL MMG varies between 72-80 based on ALV. UA MMG is 73 for 8 months of the year and 77 for Jun, Jul, Aug and Dec. If we keep our MMG at 75 hours but are paid only $338.25, the monthly compensation (as mentioned above) of $25,368.75 is less by anywhere from $2731.41 to $5,853.65. So, accepting a less rate sells our reserves short.

Further, we must factor in that AA/DL/UA all have international overrides of $6.25, $6.50 and $7.00 / hr respectivley for all flights outside CONUS, AK (and Canada for UA). Also, they all pay at least $1.00 more in per diem. Of course, this doesn't apply to all flights but it does add to the bottom line (I can imagine A321 international goes senior at those airlines).

So, the real question is - WHICH IS BEST. Higher rate but less MMG or vice versa. The answer is quite obvious - higher rate w/ less MMG is far superior given 1). lower MMG means less hours of flying needed per month, and more importantly 2). any "overtime" or above MMG credit is obviously paid at the higher rate.

So more math: let's say a 12 yr DL A321 CA credits 79.5 hours in a month (in 2026). His/her pay would be $31,027.26. With a new rate of $338.25, the F9 pilot would need to credit 91.73 hours (or with 1.25 override - 86.3 hours).


I WILL GLADLY ACCEPT LESS MMG FOR A HIGHER RATE. In fact, I'm hoping that happens.

Given just these few items, the fact that the bottom 50% (or sometimes more) could be on reserve given a base closure or lack of flying or whatever, we really should focus on equivalent compensation for them. Either pay the higher AA/DL/UA rate or reduce the # of hours that reserves need to be on call.