Let's turn that around. Can you prove your assertion?

Look at the layers of penalties in our book compared to everyone else's book. Look at the results. Can I connect the dots through language alone? No. But you should be smart enough to connect the dots as well.

One other thing...it's not popular to say, but relationships are important. Most other trade unions are content to "fight" management. It's real comfortable to walk in circles, beat your chest and huddle around the 55 gallon drum. This administration tried a different strategy, one of engagement. They've been in front of Congress, the State Department, regulators, Bankers, and Wall Street, but the first step was a birthday party.

That "party" revealed a clear divide in Delta management. Those that invited the pilots are still here. Those that didn't (or didn't get an invitation themselves) are gone (and good riddance). That simple act was noted throughout mid-level management and changed the way they did business. The MEC solidified that paradigm change during Parker's hostile takeover attempt.

You ask if I can "prove it." I say the proof is in the results. No furloughs. A Delta pilot heading the ARC. The FAA Administrator coming to the Delta MEC before he spoke with ALPA Intl. Congressmen and Senators coming to Delta MEC meetings. The "open skies" negotiator coming to the MEC for input on Haneda and Narita. The elevation of the Pilot Director to full voting member prior to the merger. Contract stability with pay increases, stock issuance and a smooth merger, things nobody else have done in this environment.

Have you seen any other labor union do that?

I think the answer to your question is obvious. You get to make your own decision. If you disagree, I'll ask you to provide proof, you know, language that supports how all the above got done with nothing in the book about it...

Play the scene from "A few good men" where Tom Cruise snatches the "rule book" from Kevin Bacon and asks about the chow hall...