"I don't have the details of the 40K, one year retirement notice. But why don't we all get that? Sounds like another 25K Veba deal."

What? Why don't we all get that? It's obviously an incentive for people to give notice of retirement. I would guess that anyone will have access to that, but obviously, they have to give the required amount of notice.

Some of the complaints here don't even make sense.

Ditching the A plan for newhires would make sense for very few of them. In order to replace 130K annual income at age 60, you'd need a lump sum of about 2.5 million, for something that got a mediocre return. Not going to get that unless you are a good investor, hired very young. As disappointing(but not surprising) that we were unable to get an A fund increase, I'd rather keep it for the new guys. Yes, it won't be worth near as much 20 years from now, but pension plans are going the way of the dinosaur, look around you. The equivalent of 2.5 million is still a lot of money, get your best revenge and live for a long time.

Obviously, this is something asked for by the company. They don't want to get left short handed. Pilots 54-64 are going to be offered this, according to the gouge sheet. If they want this to take effect, simply leave out the age and offer it to all pilots when they retire. We'll have to read the fine text, but I see it as anyone under 54 doesn't get this benefit. This certainly isn't my biggest issue though...

I would just like to see a good look at the numbers. We can all use a calculator and guess what inflation will be over 30 years, but I'd rather see an expert's numbers. Of course it will be a best guess. But what will 130k (minus survivor benefit if applicable) be worth in 2045? What would 16% times 30 years (at an average of 300k??) be worth? Of course the B fund rides the market (pilot determines risk), which could be really good or really bad depending on investment choices and market performance.

My take is that if we can't get an A fund improvement now (possibly the best time to negotiate a contract in the last decade), will we ever see an improvement?

I think most of us agree an A and B fund is the way to go. Sort of limits market risk and the A fund is a monthly check so you don't spend strictly from savings. But if the A fund isn't at least cost of living adjusted, what is it's real worth? I just think it's something to look at, that's all. I don't advocate throwing new hires under the bus, but will they see a better deal overall if they just have a higher paying B fund???

Uh, you can't retire until you are 55. Thats why it only affects those above that age.

I thought that meant for pilots who put in their notice at that age, not those who were at that age now. If so, that would not be evenly applied, I agree.

That's just the way I read it, we'll see the real thing tomorrow. But, regardless it's not a make or break issue either way...

One way of looking at this would be to make a golf game analogy, whereby each section of the contract represents a hole, with the length of the contract in years representing the par for each hole. Now I know there's no such animal as a golf course with the same par on every hole, let alone a 6-par.
Anyway, it would be nice if someone made a pro/con analysis of the contract like a DL bubba did earlier, except say whether section was par(no real gain), bogey(concession), or birdie (gain). Further refinements could be made on double bogeys, eagles, etc.

Back to the point: Playing 18 holes of 3-par/hole, one wouldn't be too unhappy to come away with a par game with an occasional bogey offset by a birdie. (Also a quicker way to spend an afternoon vs. conventional course.) However, if I (or a lot of others) were to play 18 holes of 6/par per hole, there had better be a lot of birdies (with an eagle or 2 thrown in), and ZERO BOGEYS for one to be a happy camper. Such a "course" with too many bogeys would make for a very long day, never mind an afternoon. Best wishes going forward.// vroll

I understand there are issues here,but in my heart I just can't vote for this TA. When as a pilot group have we really said to FedEx, enough is enough? Never. This is my last contract and so it really won't make much difference to me. I feel sorry for the rest of the hard working crew getting exploited for the next 10 years. We have never had a better opportunity to really make this an industry leading contract. 767 sims , new hires quitting, ie the $4000 new hire pay/fda pay. Vacation cancellations in all seats except 75 FO, Trips not being operated due to no crew! Max BLG, no drops, ect due to staffing. We didn't create this issue FDX did! Its is time to show some resolve and tell it to the MEC and NC. We are tired! You have to do what is right and acceptable. Wait til the next divert? We made this company what it is and I am sick of begging for the scraps. Peak is just around the corner and if FDX expects the good will of the pilot crew force to make stuff happen again, I hope collectively we can respond! Hello, we need testicular fortitude! I just made that up, Ha.
Never forget , we are the amazing pilots that make this FDX thing work in the worst conditions possible know to man! or women. Sorry
I know there are people that will disagree, that is good, but the bottom line for me. I can Not vote for this in good faith for me and my fellow crew members. If Im wrong tell me what it like to be "spam in a can" in the 767 in a few years.
PS . this post is for entertainment only , and is not intended for public viewing so I don't get put on special secret probation. " No guts, No Glory" !!

Agree 100%!! An 18% B fund doesn't hold a candle to what we have now, even if you are young. Although, the lack of an increase in the A fund is my biggest reason for leaning NO at this point. But in fairness, I will wait to read the entire TA and attend the road shows before making final judgement.