As I see it there are a couple of courses of action for us to follow:
1: The AOA issues a policy that we don't work G days, and institute general contract compliance. The company responds by screaming "Industrial Action" and, as NC suggested, generating minimum G day rosters padded with reserve. This may even help them for a short while, until people start to run out of duty and flight hours and once again they are up against it.
When, inevitably, the wheels fall off and flights are cancelled, they will publicly blame our "Industrial Action" for the problem. I remember, at the height of the 2001 Troubles, when the company spin was to refer to it all as a "pay dispute." This had the effect of denying us any public sympathy, even though it was a complete fabrication. Now we really are talking about pay, they'll have a field day.
2: Or, the AOA maintains a dignified silence. We make up our own minds about the correct course of action to follow. Phone calls from crewing are not answered, and one by one even the determined G day workers eventually decide that the overtime is not worth the fatigue. Requests are met with polite refusal.
This time, with no AOA directive or overt action on our part, it's a lot more difficult to point the finger in our direction. Who knows, they might even have to accept some of the responsibility themselves!
The choice seems simple to me...