We have been watching team Tempe profit from it for quite a while now

...but the only people we have a chance of beating at this point.

Ourselves. :cool:

We aren't in a good position thanks to the 65% who voted yes. Basically the company got everything they wanted minus scope... It's not hard to predict what the next round of contract talks is going to entail. We actually held the line on scope it was the one thing everyone could agree on last time- I hope 2020 is no different.

The game was forfeited by us in 2012. The game is over and so who blaming who is pointless now. We are where we are............all of us.

We are NOT in a good position (and never will be from this point forward) because of the "go it alone" philosophy of the three LAA labor groups trying to "end run" our side of labor by making agreements that benefited only themselves and LOCKED US IN to what we have now. The lack of profit sharing and the "cost neutral" arbitration for the JCBA NOT TO MENTION the open ended language of Company implementation of certain sections of the contract doomed us to what we have now....pure and simple.

Once again the yes voters at US Airways are absolutely to blame. The MOU (PHX 97% yes) passed and so did the JCBA. You can write pages upon pages of excuses and twisted logic. Yes voters have killed us and now we kicked the can clear into 2020. When 2020 does roll around we have no work rules left to sell. We voted our way into a corner. My point is clear, if you voted yes don't complain.

I'd love for you to expand on why the sky falling for us. While there is a small segment of the "third listers" that is adversely affected the vast majority have zero change in outcome in the SLI. I think the worst case scenario for somebody hired in their 30s is a 2 year change in reaching the 50th percentile, and an 18 month change in reaching the top 10%. The only thing falling on us is the spittle from the occasional ranting pilot.

Lack of an implementation schedule..one of the many reasons that I voted no. I agree it's a big deal. Especially since the company has allocated nearly all of its IT resources towards the Res system while letting our stuff fall apart (vacation bidding, pay, etc). Making it work on the backs of the employees is pretty standard for this group of managers.

Lastly, no whining if you voted yes. Nothing personal but you wanted it.. You got it. That includes no implementation schedule.

This chart is before uniteds 13% pay increase.

As an added bonus we managed to give away our work rules and basically have no LTD plan, hotel language, etc. Yes voters couldn't look past the hourly rates.