I’m one of them; being forced out by legalized age discrimination with 35 years of service.

Until the NC lets it on the full ask we do not know what their ask is. How much is the 10 point scope ask costing? What are the actual pay ask?


Company has unfortunately made it so we are bargaining within ourselves on what is going to get cut out of the TA. The MEC seemed to be helping with this by trying to be secretive. Lay it all on the table then or make some hard decisions and lead.

Let the prisoners fight amongst themselves.

We had a survey in the fall of 2022. The data should have shown the tide had changed, but instead we chose to rush TA1 to a vote due to large group of pilots on first year probation.

Ironically, it was approximately 500 senior members who stepped up to the plate and voted NO to get us a second chance. I hate to see anyone retire here without a bump, but very thankful for those senior folks who gave us a shot to get this fix. If you have issue with the timing then ask yourself "What am I doing today to help our cause?"

What am I saying we should ask for? You don't know because I haven't given specifics for the company to use against us at the table. The company already offered a FAE of $330k alongs with an option to switch to an 18% CoC DC plan. Yes, there was an earnings cap, but that is what negotiations are for. Maybe you should read those messages again. What you are stating the NC said about a "V1 decision" and significant moves to the middle simply aren't accurate. They stated that pilots look at the pay tables first, so that is a V1 decision point the value of a TA. That doesn't mean that pay rates must be higher than the big 3, it just means that a catastrophic event, way too low pay rates, would cause us to reject the TA. What is way too low? Well, I'm not going to state publicly and give the company data points to use against us. It is not your job to publicly try to negotiate a compromise to get a TA. That is what we elected reps for. They in turn selected a NC to speak for us at the table. If you want to be the person speaking for us, start the recall process.



Exactly, no one knows to total cost of our asks. The NMB asked both parties to make significant progress. That doesn't mean that we have to give up everything in one area to gain in another. What else do we have in our contract that others don't have are you willing to give up to get pay rates? Wouldn't that be concessions?

You have no idea what you are talking about. The last 5 profit sharing checks have been 10%, 10.4%, 5%, $1250 for those eligible, and 0.



Unfortunately, a lot will not do their research and believe his/her/their line of BS!

We don't know what that survey showed, just like we don't know what the current surveys show. All we know is what they say the surveys show.

Profit sharing
 

Considering we were offered a "raise" of 12-14% in TA 1.0 I'd say a 10% profit share is very significant, relatively. It's like overtime, it's not always there but they were compounding on both.

Should….Reading comprehension is hard when fatigued. Rest up!

what was the age when you started your career. Were you complaining about age discrimination in your 30’s 40’s and early 50’s? Or are you one of the many that only see discrimination when it gets close to your age? 35 years you should have enough cash and savings to retire comfortably. Don’t make others pay for your mistakes.

Yes, should, but what did the rest of what you wrote mean? Should have shown, but didn't? Should have shown, but we ignored it? Should have, but we didn't have time to get the results? The TA didn't happen for more than 6 months after that survey. So, what was your point in posting "should have shown the tide had changed, but instead we chose to rush TA1 to a vote...?"