Some highlights to the TA as a CJCer:

Pros:

Scope protections that eliminate the ability for PNCL to outsource our jobs or purchase another airline and whipsaw the two. Management didn't merge CJC with Pinnacle Airlines b/c they didn't have to. The only thing forcing their hand with Mesaba was the successorship clause within their contract.

Ability to bid all domiciles and equipment at all 3 airlines.

Split F/O rates. The Q rate had always been the same as the Saab rate on the Colgan side, and the awful part about that is it wasn't even "blended" it was unilaterally implemented by management.

Above average payrates for every seat in every piece of equipment.

Min day pay of 4 hours except for the outstations. To be blunt here, the outstations are what ruin productivity. They are the reason why guys at hubs get stuck with long sits and low pay credit while the outstation guys come in for 8 hours a day and fly four legs for 7 hrs block and then go home and sleep in thier own bed. I don't agree with the carveout, but it's not going to make or break my vote.

Block or better per leg.

Block or better per leg cancellation pay.

Ability to refuse extensions/junior man's.

Extension pay (over guarantee). At Colgan they have always looked at you as something they own on a day you work, they've never had to pay for disrespecting your footprint.

At a minimum 8 hours over guarantee if you are junior assigned on your day off.

150% premium pay (over guarantee) for voluntary open time pickup (No more of Jackie/Leroy treating us like we should be so grateful to fly a Final Four Men's Basketball team, we are professional airline pilots)

Ability to solicit taxi 30 minutes after block in. This is huge for some of the current hotels.

Training pay in ground school of 4 hours instead of 2.

Guaranteed "behind the door" rest of 7:45.

Per diem increase from $1.40 to $1.65. Per diem paid on day trips and ready reserve assignments.

Company paid moving expenses. Two weeks hotel accomodations if you change base and don't move.

Flexibility in vacation usage.

75% DH pay instead of 50%.

Prohibition of test flights. If you are at a MX base this is one less way to be used on reserve.

Sim training conducted at normal hours and ability to bid on short term training events. We've always had our PC schedules thrown at us arbitrarily before.

11 days off.

No checkout for lineholders. You finish your trip and you leave.

14 hour duty days scheduled and rescheduled. 15 hour max actual. We currently have a 15.5 hour limit.

Increase in uniform allowance.

Permanent grievance process. Probably the biggest achievement of them all.

Long call reserve/Long call available

Restrictions on scheduling if you are pulled for IOE.

Compensatory days if you are Junior assigned more than once per calendar year or less than 11 days off in the month. This is huge b/c we not only get the 8 hours above guarantee but also get a day off. It used to be up to scheduling whether we'd get 3.75 hours or a day off.

Reduction to health insurance costs.

Commuter policy in the contract.

Match on 401k.

Line improvement period. Have to see the actual TA for this, but they have something at XJT that makes it very easy to manipulate your schedule after award.

Cons:

Not sure if our current CDO practices are more restrictive or not, I'd have to see the final TA.

Saab payrates below Mesaba Saabs and Q rates below CRJ2. (although still well above industry average by the end of the deal, so it's really only the principle of it)

Carveout for no min day pay for outstations.

Loss of holiday pay (I'm sure some people will be furious about losing that 3.75 hrs towards guarantee on 6 days of the year)