This is a good post. 1.25 over 82 is unique to Frontier, and I’d be willing to part with it, but absolutely not unless we are offered pay rates that are substantially better than what Spirit just signed.

200% premium would be a must if the 125% were to go away. Giving up any soft time is a bad idea imo. You’ll never get it back. And I’m rarely over 82. Payrates can go down in a recession/downturn. It’s tough to get a judge to readjust/takeaway provisions.

-Pay realistically somewhere between the DAL 321-321NEO rates. Especially since we have more pax in our 320s and are transitioning to receiving a ton of 321neos.
-LTD own occupation of AT LEAST 20 years. (id like to see to 65)
-401k contribution increased to 18%
-Min DAY guarantee. No more of this 3 day 11hr redeye stuff.
-Min days off for reserve and lineholders 13/14 with the ability for reserves to drop 2 days on "low credit months"
-Intl. per diem and a per diem increase
-Redeye/intl override
-16-18hr long call
-3hr short call (this would also incentivize CS to offer premium more due to not being able to instantly get a pilot somewhere)
-Drop to 0. Probably wont happen, but dropping below 65hrs any month would be nice, even if it is just to 40.
-Lower insurance costs
-FLICA paid for
-Medical paid for each year
-Only F9 pilots touch F9 metal
-IF CS is not going to be offering much premium and stuffing reserves into all open trips first, then I want to see ALL open time pick up increased to 125% baseline.
-If/when we get wifi onboard, pilots get free access.


oh yeah, and NO concessions. Not in this market. I dont think any of this is unrealistic to ask for.

No concessions on anything. Vaca rules stay as well therefore. Two weeks of vaca got me the entire month off with sliding and stretching for 75 hours. That should stay that way.

DL 321 rates as a minimum. We’re flying 240 pax in them soon for crying out loud. 1 for 1 same rate or better. Over 82 can stay but I shouldn’t have to work more to get paid the same as my neighbors so
rates need to be 1 for 1 the same. We fly more pax and do more for less. So pay up.

18% DC.

LTD I improvements.

Serious language for company violating CBA when they are found in the wrong.

That’s all I can come up with after 3 coffees. Carry on.

Getting rid of 1.25% over 82 is a concession. Absolutely 0 reason to give a single concession in this environment.

Jetblue/ Spirit rates are a bridge for the JCBA they are about to start negotiating. We definitely need to be negotiating well above that.

It’s not a concession if something else is negotiated that is of equal or greater value. Personally, as a minimum credit flyer, that item isn’t doing much for me. I agree that I’d rather see higher rates than keep the 1.25 over 82. That rule makes it much easier for the company to short-staff the airline.

Agreed. The JetBlue rates aren't too bad. The Spirit rates are a good bit behind though. $14/ hour lower at the top of the scale and a bit more lower on the scale. For us, JetBlue rates are the low bar to shoot for. The Spirit rates really shouldn't even be considered as part of the industry averages

In addition to what I have seen…

-Holiday pay

-IF they aren’t willing to give us straight DL 321 pay they had better put at 321 override % in

-PS

-Snap up

-IF we get XLRs before the next round of negotiations we had better be prepared with long haul provisions (crew rest, DH, food, ect)

This is the same sentiment that was said last negotiation - right up until the point where a bottom of the industry TA was sent out for vote (that included a line generator called PBS that the NC said they would absolutely never accept).

There are too many around who still remember…

As for rates, there’s no way I’m voting for anything less than that of an average of the top 5 of 767/321 rates. Unless we have a snap up (which is, in essence, getting the same thing).

No one's mentioned a reduction in the banding/slope of the payscale, but I think it's pretty important to the newer folks. And maybe important to the company for recruiting and attrition. I keep hearing that the last contract focused on rates at the top of scale since the airline was top heavy, but that's not the situation any more. It's currently a pretty large pay cut to come here versus 2-3+ year regional captain pay and takes years to break even.