Not only bc of SL, but also UA will be the only major airline with "assigned" CA upgrade... and I only see improvements benefiting company in exchange for some add pay, pay is standard + $1... Yes to me it is very mediocre TA and we are leaving a lot on the table with concessions, why would company insist on "assigned" upgrades if QOL and pay will be so much better? Why on earth you have to force someone to make 300K+??

I don’t have an issue with the SL on the TA and also don’t have an issue with the 95 hour cap in pay when using SL. SL shouldn’t be a means to get a quarterly bonus. The problem with getting NB Captains to sign up is more than likely pay… not enough incentive to bid it. My recommendation on the survey was to look into increasing the pay disparity between Captains and FOs rather than pushing it down to the youngest new hire in a class… the difference in hourly rate should be closer to $100/hr between a NB Captain and WB FO… not $60.

I think you’ve cut to the heart of it; I’m a yes but that is probably my biggest gripe. We have some unique dynamics here that delta doesn’t have with
the size of our WB fleet and the ability to get a WBFO spot with minimal
if any seniority, the NBCA/WBFO pay differential should reflect that.

The real issue is that a significant number of our pilots are from a new generation that don’t care how many stripes they have. They can live well above their current means at 150K and are happy with what they have.

They want to work as few days as possible and spend the rest of their lives doing other things besides flying airplanes.

I have been flying with a lot of young FOs and too a person they don’t care about money they only care about Time off. By the time our next contract comes do the union and company will need to recognize this monumental shift in desires.

Force Upgrades, no schedule flexibility, rolled days off… a lot of those people you talk about saw those things at the trash regional they spent time at prior to arriving at United, only to see the United pilot group eager to accept the same work rules as trash regionals.

That would have added another 1.5 Billion dollars to the contract.

Delta's contract was 7.3B and UAL contract would be 11.5B

Would that be achievable? If you think it is vote No, if you think it's not, vote yes.

You have the correct information but are twisting it in a way that is pretty typical of older guys who don't want to listen to viewpoints that don't align with your own.

It has nothing to do with not wanting to work or not wanting to fly airplanes. What millennial and younger pilots want instead is an actual work life balance. You know, a life to come home to. We don't give a crap about earning a truckload of money if we come home to a whiskey bottle and multiple alimony payments.

Shocking I know, that people might have desires other than how much money we put in our checking account.

That’s exactly what he/she/they said and I didn’t interpret the slightest bit of negativity. However, you became triggered by it and had to add your own narrative. Things that make you go hmmm…

I’m exactly the type of person they’re describing and I didn’t take it negatively at all. Just a factual summation of a changing culture.

Raise NBCA pay by $25/hr, cut WBFO pay by $15/hr. That should be about cost neutral.

No argument from me. I've been here for more than 20 years and this is the best non-pay improvements I've seen in a contract.

I think that the best way to handle this is through liberal use of PP. For those that want to work, plenty of additional money. For those that want to fly less, the schedules are built more reasonably.
I used to pick up a decent amount of PP. I'm not going to pick up extra flying at straight pay. The company needs to figure out that one size doesn't fit all and use more PP for those that are willing to work additional hours.