Good points, but I guess my question would be during the timeframe that the plan survived while other work groups at lus paid more, did any of those other unions have what is common place at AA and that is a Me Too clause in their contracts. That clause is everywhere now, but I honestly don't know the history of negioations at lus. While I agree why give it up now when billions are being made, management is hell bent on getting everyone on the same plan and to let us keep the lus plan what extra cost will it incur when applied to every other work group. Is that a reason to just throw our hands up and say ok you win we will give up the lus plan? No. But what in your opinion is the trade-off ? Remember this plan will effect all work groups. What will be the total additional cost? Are you willing to accept less in other areas, possibly outsourcing of work to pay for this company wide? We are only allotted a certain monetary amount in this negioation. How we split it up is the question. If we only are allotted $450 million(just an example) do you think we can squeeze $600 million out of management then for them to change everyone else at an additional?? Eventually it becomes unrealistic. I personally am willing to wait and fight for lus medical but if it costs me more in other areas ie a pay cut, outsourcing, vacation, retirement then I'd give up on the idea. Ted DiBiasie said "everyone's got a price", what's yours if this plan is given up