Ask yourself - would ANYONE in their right mind w/ multiple CJOs choose F9 (with the new contract) over anyone else in the majors (who doesn't live in Tampa)?

 

Unfortunately, it is complicated.

The real question usually comes down to $70,000 raise today (yes vote) or mystery pay raise at a mystery time in the future (no vote)

That's what's complicated.

 

Indeed. The time value of money has to be considered. Though I am currently not thrilled with what I saw if they can pull 100% retro it sure helps the math.

 

Can it be anything else ?
Not trying to stir the pot but look at it objectively…… business plan support that idea ? How about the quality of MGT to someday get there with a different business plan (ULCC isn’t the way) ? I have my doubts…

IMO when F9 lost its unique appeal and hopes of being a market disruptor is when they filed CH 11. That set off a downward chain of events that ended up with the current Indigo situation. At the time of the acquisition it seemed like a perfect situation long term with the merger of SPA and F9 being the end game.

The market has shifted away from that business model and may shift back in time but does the company have enough cash to weather that storm with the Board and CEO they have in place now ?

Get all you can in Section 6 but you will never surpass Legacy contracts - that’s just my opinion.

That being said I will be walking in circles with y’all when you need it.

 

70k raise is $352 an hour for a 12yr captain. We proposed $360 for 24’ and $374 for 26 I don’t believe it will get any lower than that. And if it does it’s an easy no for me.

 

70k raise is $352 an hour for a 12yr captain. We proposed $360 for 24’ and $374 for 26 I don’t believe it will get any lower than that. And if it does it’s an easy no for me.

 

I don’t think anyone is asking or expecting to surpass Legacy contracts. That is silly. We just want to be in line with everyone else.

 

You’re actually wrong. We want to pass their current rates. Time value of money. We make substantially less than them. Never meet their same hourly rate and delay 2-4 years to even get that gap to be within 5%.

we want to beat their current pay rate. We are last in cycle we should be pulling the industry up not snapping on to the last cycle years later.

but thanks for telling us you don’t value our work as much because we have a different name on the side of our 321NEOs.

 

unfortunately if that’s the way you wanna look at this:

should’ve got that legacy retro/profit sharing/pay raises from 2-3 years ago and invested it in the market or housing.

but hindsight is 20/10.

 

There’s room to go down to legacy guarantee and bump the rates no? Not one person has mentioned the other side of the equation.