I cannot let this lie pass. (Non-AI cleaned up version)

The 2015 FedEx pilots' contract (C2015) is concessionary, as it failed to keep pace with industry standards and resulted in significant losses.

Pay Rates: we briefly topped American by a couple of dollars, but within a couple of months we trailed AA, DAL and UAL. By mid-2017, we trailed UPS.
The contract length caused us to miss a bargaining cycle, further putting us behind. During COVID, UPS secured their extension pay increase as FedEx pilots were laughing about how it didn't meet inflation. FedEx's narrow body pay rate is still far below UPS's.

Scheduling and Bidding:
Pilots wanted smaller system bids and the ability to control when you go to training (industry standard). We got neither. System bids still take years. Company controls the type of training available, so slow denial pay is rarely paid. We lost passover pay which was a huge giveback as pop paid into 401K, b-fund, vacation buyback, training pay and office pay.
Trips were broken into day and night period trips. Reserve days in conflict (vacation, training) were added into the VTO lines which caused a near 50% reduction in reserve lines, manning. The SLG maximizes efficiency by optimizing reserve manning. This reduces line holders and reserve pilots ability to change their schedules. (minimum manning)

After 10 years, we still don't have the new Secondary Ling Generator. TEN YEARS !!!

We lost first class seats due to poor contract language. We previously secured FC seats in previous contracts by giving up pay.

Draft pays 150% while theirs pays 200%

Our B-fund 9%, UPS 12%

C2015 was a strategic misstep by the union, which failed to anticipate airline industry trends. C2015 was a concessionary contract. We know so because in an earnings call immediately following TA ratification, our founder and CEO called it, "contract neutral."