The point is still valid. The industry just reset the value of the job and we’re in serious catch up mode.

A key point is Deltas now just getting pay banding, so 18% is very generic calculation and many people will be getting more there, 22%+ DOS.

We don't need to spend much negotiating capital digging out of that hole like DAL and "spending" negotiating dollars should be able to put that elsewhere, or higher end rates.

In other words, It's not apples to oranges in rates/gains either giving the disparate starting points, and we should be moving the ball forward just as far as DAL did, $7.2 billion in new costs, 45% increase in value over 4 years. And yes, that will end up in a smidge more than DAL +1% the way I see it roughly speaking.

Thor Please elaborate on the bolded last sentence above. How, exactly, does that relate to the discussion at hand? What does the Air Force and/or Guard have to do with ANYTHING? So WHAT if the individual has less than three years on the property. He or she is paying union dues like everyone else, correct?

Vast majority of the pilots within 18 months of flowing to AA have turned down CJO’s from UA and Delta. So that’s about 500-700 pilots staying for the pay and QOL vs going to a Legacy right away

One captain ran the numbers and he would make over $300K more by staying for 12-18 months and flowing to AA than going to UA. He didn’t even bother going to interview after he ran the numbers.

barf i would pay 300k not to work at aa

That’s nothing compared to his lifetime earnings at UA vs AA plus giving up 18 months of seniority (3,000 mainline seniority numbers) over a career.

I genuinely hope it works out for them, but I hope they understand the risk involved. Bankruptcy/recession/merger/“other”, can easily turn those 18 months into 5+ years. If they think that gravy train at the regionals is going to continue when hiring stops at the majors, I have a bridge to sell them.

It’ll work out just fine for everyone right up until it stops working… at which point it will be too late. My advice would be don’t get greedy. If you have an offer from a place you want a career at, take the job and don’t look back.

That’s not the 10 LCAs at PSA that you were talking about before, but even with the numbers above it doesn’t put a dent in the applicant pool at the legacies. This is only an issue until it’s an issue. United has no shortage of minimally qualified applicants. Until that changes, the bargaining chip of the regional pay rates and people’s decision to stay put at the moment doesn’t really help us.