Yeah, I'm good with it. But there are still portions which you mentioned are incorrect.

More credit does not necessarily equate to more days off. More credit means higher pay. Days off is days off - they are related when it comes to vacation but the options you mention didn't equate to more pay for less work. Using a vacation day - whether its 4 hrs of credit, 5 hours of credit or 6 hours of credit - had a relationship to where credit values meant different # of days working but also a different paycheck in the end. It is a great option I will agree - as mentioned, our vacation flexibility is the one thing I think we have that is industry leading.

Despite the above, we are still arguing different points. You just explained why the last contract is the way it is. I'm actually AGREEING w/ you on that. I'm also arguing that many of those options which helped w/ the equivalency have been countered by the company to make our pay (and some QoL issues) less than. I hope you don't think we are still being equivalently compensated.

I'm addressing those who think that "flying the contract" (ie. not picking up OT or premium) will get us a new contract faster. That is just preposterous to me. For one, at this point, we've already discussed how this would be viewed as illegal. Second, we are BOTH AGREEING that picking up OT is part of the OPTION we all voted for in the last contract. The pilot group voted to keep the over 82+ specifically with picking up and vacation in mind and to not utilize it would be voluntarily reducing our already shrinking equivalency. And to boot, the move would be easily countered by the company.

We just think different.

All I know is, another contract w/ subpar rates - no matter how much supposed equivalent compensation is built in - and I think there will be a mass exodus (me included). Too many issues w/ it to include ability to recruit and retain. We're the only major w/ a training contract...Simply put, the equivalent compensation contract of ours was a failure in more ways than it wasn't.

I suppose that's great news for your seniority since you'll be staying.

More credit does not necessarily equate to more days off.


When the solver starts with 35 credit and not 23 credit like most others had it’s more days off. End of story. This shouldn’t be that difficult a concept to understand. Please just stop with false statements.

Ah yeah, memories!! I voted yes, because I did not think our NC would try to get more, and the delay if we recalled was not worth not getting a good rate adjustment. But what we gave up in reserve QOL was terrible. It was good for the senior, and good enough for the junior....

Wow. Let me get the popcorn out. Thread is a feeding frenzy as everyone attacks each other.

I am sure Barry loves the "unity"

COVID was March 2020, when it "kicked off".

or 5 years ago. Yes, a long time (maybe "longish" not-yesterday-time) ago, in airline terms. In 5 years infants become kindergarten students, and entire presidential administrations only last 4 years.

Some of our first officers hadn’t even been born yet!

WHAT?

When the solver starts w/ 23 credit, it schedules time to ALV (more days working). When it starts w/ 46, less days working. VSD and vacation credit adjustment allows for either. Nothing false about that. Do you understand how the system works (and why we asked for it)?

Can we go back to arguing about something I know almost nothing about? (sorry)

NVM bro. Whatever you and Coolaid wanna think...

Question......

does social media pressure help?

I could see a social media campaign directed at passengers equating our contract with their safety making an impact if it were executed correctly.