I'm actually seriously considering pulling the trigger on ExTO and have a day and a half to make this decision...

Here's what I'm thinking:

Not enough VSP/ExTO takers to offset the furloughs, and as a last-ditch effort, the company proposes LG reduction which SWAPA accepts and the pilot group dutifully votes in. So now, I'm making pretty close to what a guy sitting on the beach is making, but unlike him, I have to go to work to get mine.

I give this scenario 50/50 chance or better of becoming a reality.

A day and a half to make a decision.

This is a very realistic scenario.

These are very much my thoughts. I'm 50/50. Part of me wants to let it ride and hustle as much as I can to squirrel away as much cash before the potential axe falls (should it happen), and the other part of me says take the sabbatical and enjoy time with the family. I've always been somewhat of a procrastinator, so I guess it's typical that I've cornered myself with the final decision inside the eleventh hour!

Just don't go into too much detail during your corporate interview about the recall provision of ExTO like I did.

This is why I literally don’t understand those over 60 staying, particularly if they have military retirement already.

Talk about a no-brainer...

Whatever happened to "we have 22 months of cash"? I get it ticket sales are in a decline but for another almost 2 yrs? Who knows, but I do see the company asking for reduced guarantee since some others have done it. And might as well get what you can when you can says the company.
still our 45+ VPs should take a complete pay cut if we furlough first.

I've been thinking the same. Tough decision to make.


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Recurrent a few days ago the company said they are basically in survival mode and to that
point had 14% taking one of the options. All non-essential stuff is stopped, etc. Not much kool aid this time around but the ominous tone wasn’t sugar coated in the least.

While i don’t have the ability to temp out or VSP, I thank all that take it. Apparently lots of instructors taking it too.

With the ExTO offer, has anyone done the math on the opportunity cost of what you would actually be working for per hour if you turned down the ExTO? I don’t know Southwest’s min guarantee and the TFP conversion is a headache, but here is a rough example using Delta VSP numbers:

58hrs to stay home
72hrs guarantee to work
Say your rate is $200/hr

So you make an extra 14hrs of pay per month x $200/hr means an extra $2800 before taxes. But let’s say you spend 108hrs (72 x 1.5) at work each month to make that (parking lot shuttle until hotel drop off for each day). That means you’re basically coming to work to fly for $25/hr worked. Then you still may end up with a pay rate cut at some point.

Seems like you’d be better off taking the ExTO and driving for Uber Eats, or working a low stress job that you enjoy and perhaps actually making more money when combined with your ExTO.

I recently flew with a captain over 60, retired military, a commuter and not the least interested in VSP because he says taking an early out would cost him around 700k or so.

I just looked at him and said, what about if we vote for reduction in line guarantee to keep everyone on, but now instead of sitting at home still collecting your 67 TFP and being done with it, you have to commute to get it.

“Oh, that’ll never happen.”

Many are realizing this. Personally, I’m just gonna laugh when we start reading about the kernel regret.