This ^^^^

And back to the original post.. Dude how dense are you? If we convert PS to pay rates, it is lost the next contract cycle. Just like the C2012 conversion. Gone.

Actually, I think that's a great idea. That helps put more pilots on property and functions like a paid vacation. Granted I don't think either side would entertain the idea but more time off is a good thing. Sell it back at a premium or pickup something outside the footprint for more cash. What would that do for staffing going into the retirement crush? Create leverage for the next contract.

I think the happy medium would be to make anything picked up at straight pay only. I was just throwing the BS flag on his "QOL" claim.

I don't even know where to start on this. Good Lord.

You must have not gone to the same college Tom Brielmann didn't go to.

It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.

Forget it. Math and risk analysis is obviously hard.

You guys should consider converting all of our pay to profit sharing.

You are dense. The PS is gone. Vanished in the wind. The pay rates are from 3b4. The PS trade lossed us money!

Pay rates will never be considerably greater than the industry average, no matter how you try to get them there. Preserving profit sharing for the future keeps the percentage gains higher, we are above the 20% threshold and any additional profits will be 20% ours. Converting a dollar is not securing it, it is limiting its ability to grow.

The trade you propose will always remove profit sharing potential and lock that dollar value. Inflation will inflate everything except your pay rate. The outsourcing capture is minimized every time we reduce profit sharing.

3B4 will drive us to industry average for years to come without giving up any profit sharing. I would love to get there sooner but that is the destination not anything significantly above that.

Keep throwing that flag, you are making me think about it in a different way. For FOs OE trip drops will be a significant portion of compensation or QOL (as they choose) going forward. There will be a lot of OE in the future. The fact that they have a choice now is significant. The company sees it as a productivity item so I don't see much changing with it.

I'll just leave this right here.

Got this off Chit Chat. This is funny
"I sure hope they show up for picketing in a visible gesture of support for the adopted MEC strategy.

Surely with all the emails and phone calls of support -- the MC/MEC/LECs claim exist -- they ought to be able to contact them quickly and easily fill the picketing lines to capacity.

Maybe they'll even carry signs:

"I ❤️ VEBA"
"No base like a virtual base"
"Sick Leave is for criminals"
"More power to the schedulers"
"MGT has needs too!"

Good luck from the inconsequential vocal/active minority!"
RH

You think it's not??