Just saying everyone here seems to want the delta language for every part of our contract good or bad. We have a few things that are better than theirs like our training and reassignment language. They have more training being done by non-seniority list pilots. The profit sharing language is pretty close to deltas and I believe we have more pressing areas to negotiate like Ltd, reserve, and retirement.

What do your instructors get paid. The reason we have so many non sli’s is because there aren’t enough people interested in the job at current pay. That may change with the new contract but who knows.

Really? That's what you think about your fellow pilots? That... is sad.... BTW, I've been here 25+ years and I'd never say/think something like that.

Unfortunately this is the mindset of many pilots here at United. Anytime someone on here or other forums points out how much worse our reserve/scheduling/bidding rules are compared to even most regionals, a dozen people come out and say "they're hiring!". They completely miss the point that QOL needs to improve, and would rather just have $5/hr more with no other changes to the contract since it doesn't affect them.

There is some misconception on this thread about profit sharing in regards to the number of people in the pool. I believe this was explained in a union email a few years ago. Profit sharing is calculated as if every employee is eligible for it. That gets you the number you see. Anyone not eligible for it does not get their calculated portion paid to them. So adding employees on property less than 1 year does not dilute the pool any further.

Also, it has been standing direction since Jay Heppner was Master Chair after the merger for the MC to attempt to get PS for all pilots regardless of time on property.

You have obviously missed the point of my comment. See my previous reply to one’s similar to yours. When most of us were new-hires, the thought of b****ing about something like PS was ludicrous. Have some damned humility. You’re NEW here!

The flight attendants got 3.3574% profit sharing. Maybe we should have our crack team talk to AFA negotiators for some ideas :cool:

Just missed being in that generation😉

I tire of the me, me, me selfish BS - especially the hypocritical variety. Since the early 2000s United pilots have been shifting the contract value DOWN to the junior end of the list. This was done purposefully and has benefited every new hire. So to hear *****ing about the 'old guard' rubs me the wrong way. Without the votes of a significant number of 'old guard' pilots this airline would look very different post covid than it does now.

All the contracts build off each other. After UAL got 1hr pay above guarantee for unused SC's, DALPA was able to get 1hr credit towards guarantee on the last contract and now on this new TA get pay above guarantee. Not sure that provision would be there today if not for UAL getting it first.

Annual pensions benefits should vest $2-3k/yr starting on DOS up to a maximum of of the PBGC insured limit of $67k. I don't want to give boomers a windfall while bearing all the risk that I'll lose said pension through contract changes, bankruptcy, illness, death, divorce, etc. Boomer on his 5th wife gets 100k and I at 23 years old on my second wife need to split it among another 3 plus take on 42 years of risk to get the same? No thanks. Also, I'll take all money in excess of the insured limit in my paycheck.