We'll all be lucky if United gets even regional level reserve rules in the next TA.

There are a few on here that say fixing reserve rules isn't worth the negotiating capital. Why is it our capital to spend? United wants pilots to upgrade. Pilots aren't going to upgrade without a significant NB CA pay bump and much better reserve QOL. It's United's problem to solve, so they should be spending the capital, not us.

Yep. I think that is what everyone is saying when they are referring to negotiating capital. Although, I’m not convinced that reserve improvements will fix the problem. Look at DL’s recent award. Extremely junior captain awards with a good reserve system.

You didn't address age 67?

I think you’re on to something. The contract must increase QOL and reserve improvements but pilots are still motivated by pay as well. Look at last January and 200% add pay as an example. Record completion factors. Maybe it’s time to increase the pay gap between CA and FO if CA is what they’re having problems filling. Tumi TA attempted to address the TK staffing issues with extra pay. Today anyone off probation can upgrade if they so chose so it’s not a senior vs junior thing increasing CA pay greater % than FO (while still getting FOs greater than inflation adjusted increases as well.).

Because "senior" FO's can still make more $$$ with even less work by getting bought off for training, bidding scheds with trips that are easy to give away and then being available for premium trips.

If your a junior FO then being a junior CA doesn't make much of a difference in QOL except for a lot more $$$$ to be junior.

If/when the music (hiring/training) stops/slows down to a slow rhythm you will see the captaincy return to it's more historical norms.

Okay - I fully admit to being the village curmudgeon, but I think I need to be honest and say I am a bit tired of the complaining about reserve. When I was a boy we would walk two miles in the snow with baked potatoes in our pocket to keep our hands warm on the way to school.

Okay . . . I'm sure younger pilots are a bit over hearing about how things used to be, but here's the problem folks.

An airline has last minute problems that arise and all of us would agree we want our company to do well so we need to solve the problem of how to staff last minute changes. At United the company's only tool available today is SC or FSB. At AA or DAL or at the regionals they use reassignments. Can the system stand to be improved? Yes. Is it the worst element in our current contract? To me? No. Reassignments are to me far worse.

When my seniority bids a Pheonix layover then by God the company better not send me to Peoria unless pigs are about to fly or they are paying me a ton of money.

Personally . . . reserve should be 100% short call . . . all the time. That's what reserve is in my mind . . . BUT . . . line holders game the system and can earn tons and tons of extra .. . . SO . . . reserve should pay WAY more.

Line holders work 12-14 days. Reserves should work the same.

A day off should be a day off whether you are on reserve or a line holder.

Anyways, rant over.

Just voicing an opinion.

Classic 😄😄. I'd rather remember C2000, but I'll settle for remembering that our reserve rules are way behind the regionals.

What does one need to do to allocate some or all of their PS to their 401K? Been on Schwab; been all over FT. Can’t find it.