Well, most of this was probably negotiated prior to the last three months when our paxnumbers and yield started going through the roof. I agree we absolutely have an unbelievable amount of leverage right now. Probably more than we will see you for quite some time, I think the general idea however would be that it is unlikely that you get a contract that does not have a few sections where things don’t necessarily change for the positives. My question starting this thread, would be what are we willing to change? I think scope and keeping our pilots as the PIs at TK would be pretty much untouchable for most of us. I think most other things are flexible, depending on how large the gains are elsewhere. I live in base and bid reserve because I prefer not to fly… The reserve changes don’t really affect me that much. But I understand how they can make a massive quality of life difference for others and I consequently have a hard time supporting why this very obvious give was put forward

Also above, it’s not just untriggered reassignments losing 125%, personally it’s more about moving reassigning a LH to step 2 for untriggered from step 5. LH reassigned on leg 1 before even looking for a reserve or offering SRM is a HUGE give. I want every safeguard in place to keep me on the line I was awarded in seniority order. I actually want it more difficult to reassign not less. The 125% was just a nice way of lubing me up before I got bent over.

How about the fact the DAL gets a full retirement on day 1 of LTD (32% at 50% pay NO CAP) vs we get 16% after 36 months. Plus due to our CAP and NO CAP at DAL many UAL pilots will get less then a true 16% retirement due to CAP.

Let me repeat - DAL gets full retirement on day 1 of LTD - me United Pilots get 50% of retirement after 36 months in LTD. WTF!

That would absolutely be a win. I suppose the question is where that lies on our collective priority list. It didn’t get decreased in this (or likely subsequent) TAs, so how badly do we want this?

Would you prefer a higher hourly wage so that you can purchase your own policy outside United? Or perhaps a UAL “sponsored” insurance option that was pretax?

Completely agree. If you bid for specific overnights, and stay on a fleet because you’re seniority can hold them, I sure as hell don’t want that jeopardized to facilitate our extremely lean staffing model

And Sick List. We’re still in a global pandemic. No change to SL AND losing our Covid Protections? Instant no from me.

To go onto LTD is a massive pay cut. I realize your never going to recover 100% of what you’d normally earn, but it shouldn’t be a massive pay cut to be on LTD. I’d much prefer DAL’s LTD. With 8 1/2 years to go (my highest earning years for retirement) a DAL type LTD is much more preferable for many of us punching out in the next ten years.

Yeah. I had a FLL AUS trip turn into a double EWR turn. Both long and short layover. That was awful.

Gotcha.

filler

They absolutely could have gotten more. APA just got a $2 Billion offer from AA the very next week, which isn’t event that good yet eclipses the UA TA due to the number of concessions the NC agreed to to get the measly deal they got.

Thie UPA TA is concessionary and hurts pattern bargaining. It’s so far from industry leading that the legacy with the worst pilot contract and management group got a better offer less than a week later and the MEC immediately stops supporting the TA town halls and Q&A. That in itself is incredible and telling that this TA needs to be voted no on so the company can be re-engaged and get a better offer.

Voting hasn’t even closed and the value of the TA has been surpassed by hundreds of millions of dollars. Anything other than a no vote sets UAL pilots up for a substandard contract for the next decade.