I do understand all of those things you wrote. But I have my position on this particular situation because it's not really true "negotiations". That occurred when the MTA was penned. APA had a chance to make that happen then, because it was at that point that various people (including Parker and Kirby) wanted the MTA signed so they could proceed with the merger. This is just the mopping-up phase. They already cleaned APA's clock. HBT and the other issues have value to them, but not enough value to drive them to cave into any of APA's more costly requirements. The only "out" we have is an arbitrated result, and I'm pretty certain the company is willing to live through an arbitrated contract if that's the way we want to go.

A lot of us are willing to live with it to. We still get perhaps 85% of our pay raises in less then a year, section 6 sooner, an excellent chance of slapping Parker's hand away from our work rule till and the opportunity to remain relevant in our next bargaining chance be it 2019 or sooner.

With this TA, we get a quicker and slightly better payoff that will likely cost us more in the long run and a death sentence as a cohesive union and group capable of correcting the present imbalance.

Huey,
If your already happy and satisfied with the job, why the rush to accept more money for QOL and pilot group concessions for a slight bit more? Let it run to arbitration, let the QOL stand with more pay. If those concessions are worth it to MGMT, they will come back to the table even after arbitration.

Huey, the prevailing argument from people wanting to vote yes is that arbitration would yield worse results. However this won't be the case because you won't go to arbitration. If you vote no, the company will come to the BOD and accept the min calendar day proposal. It's the next logical step in the chess match

There's no certainty that would happen. I'm not willing to risk the pay raise for that gamble.

76 is willing to risk destroying his future for a slightly early, slightly better pay raise that will likely be more then offset in other ways as time goes on.

Now THAT is a gamble. :cool:

You are asking Tex to think too much.

Slightly better? $25k this year alone is slight?

Even if we went with the MOU rate, and gave up the pay for this year, the proposed company rate would still be worth around $10k a year more than the MOU rate in 2016.

Sorry, but the miniscule items that the company wants is worth the pay to me.

Has anyone talked to their union reps regarding the possible effects of the 2018 Cadillac Healthcare plan review?

What does this provision allow the company to do? Can they act unilaterally?

This issue alone could all but nullify the shiny pay raises.

Destroying future? I think thats just a little bit dramatic...

I am in the NO column right now (if I was able to vote) based on some QOL items, but if it passes, it certainly doesn't destroy my future.

I don't know why APA didn't slide the Delta contract across the table from the very beginning, but I expect nothing less when section 6 negotiations start.