There have been some very composed and well expressed views in this thread. If nothing else it shows a developed focus and clarity which is how agreements are reached.
Regardless of the real or perceived motivations of the company there is undoubtedly developing a consensus for closure of some kind.To not seize the opportunity would, IMHO, be a mistake. The opportunity (and by this I do not mean the offer) may never come around again, leaving the issue as a nettle in every seat cover of every a/c CX will fly for generations to come.
How then does one gather together the differing views and nuances of those directly aggrieved, the rest of the pilot body and the company?
I think MG has helped to open the door a little, but it is actually up to the 49er group themselves to now grab the ball, if they wish to, bearing in mind the AOA's nuanced position on extended funding.
There is no point at this stage debating the so-called offer, as you as a group have not received one. I believe if you cannot grab the ball and run as a group, then reject the offer and move on to the courtroom.
However, do not give the company the opportunity to say that they tried but that there was no response.
I have already said enough on the subject in past years but suffice it to say, this is what I would be inclined to do.
Step back from what the company wants or seems to be offering for a moment and reach consensus on what it takes to bring closure. Not necessarily satisfaction but closure.This is the hardest step.
State what you want directly to the company on a document, including a philosophical statement of what you want out of it as a human being, namely full or partial redemption and restoration of dignity.
Address it to AS, the Chairman,the CEO, the COO and the DFO. Noone else. Make it as personal a document as possible.
Make it simple but preface it with a few opening remarks before going into any legalise.
Acknowledge your understanding of the background to this whole sorry mess but also state clearly your dismay that a company of such standing could employ random and discriminatory methods to wreak havoc on so many lives. I would also be inclined to express regret over some of the press brouha declaring CX management as unfit to run a school tuckshop.
If you want to divide, no more than two camps. Those that want to return and those that don't or cannot. Black or white as there is no way to cover all the grey in between.
Write a brief preface for each group. Why you want to return or why you do not. Short but eloquent.
List one set of requirements and requests for each group.
State what you want for each group. Dot points.
Group under:
Financial restitution - salary, super etc
COS - access to old seniority and scale after what period.
What you will do for this. Freighter time etc.
Keep it out of the press.
When you clap your hands, which hand makes the noise?
Who cares as long as the two hands meet.
Enough said. Best of luck.