While certain sections of the contract are certainly tied to the NPRM, there are parts of those sections that could be addressed. We all have issues that are important to us, and not so much to others. How about really fixing 4.A.2.b., min pay for reserve day, etc, etc....

Our management team lost my goodwill a long time ago. They abused 4.A.2.b., are taking a hard line with discipline, changed the informal accepted fares process, min manned reserve, bumped and flushed, 777 pay rates, etc.

The company wants the FDA LOA to help them save costs. We all know this, but when you have to deadhead someone to Europe or Asia, they spend thousands on airline fares. They also lose tons of productivity from that pilot because he easily spends 20-30 hours of his BLG coming and going. An FDA results in LESS PILOTS REQUIRED. I know they are also hoping to realign seniority in the FDAs. They are paying tons of passover in HKG now.

Per diem 20 cents? A signing bonus of 1% based on a company imposed 4.A.2.b.?

I believe we'll get the 3% out of them eventually anyway. That's the real advantage. What's the time value of money when it is such a small sum?

When they want to really negotiate with us, they will. We have a peak season coming up in 10 months where we will be significantly undermanned and hopefully a united crew force (I have my doubts, but I can still dream). I'll wait until they really want to talk..