What are the short term and long term benefits/negative effects to all crewmembers of this FDA Enhancement LOA passing/not passing?

I think the "short term" benefits to those who have bid it are obvious --- but are they in the "long term" benefit of those who will live in HKG far beyond the initial FDA startup? (...remember folks, this is still where our future (only) growth is forecast to occur)

...is continuing to add very minor tweaks to the LOA, to barely get the FO slots filled, a tangible benefit to those not bidding HKG? (i.e....allowing the company to keep it extremely junior and therefore stagnate domestic progression)

...at what point in time will we have leverage to actually negotiate significant enhancements to the LOA? (e.g. COLA, increased housing allowance, educational benefits, increased weight allowances, etc)

I guess what I'm getting at is --- how should we view our stance on this issue --- tactically or stragtegically?

Won't our manning/hiring situation change in 3-5 yrs as the over age 60 guys hit 65 and they really do retire?

Aren't there short-term and long-term benefits to all the crew force if the company is forced to hire into the FDAs now to get them filled? (i.e. difficult to furlough, future or perhaps even immediate negogiation leverage)

I think there are many angles to this issue that warrant discussion/reflection before we take a position.