The win-win part that AMFA is referring to is the fact that our contract does not get violated, layoffs for the first time in Southwest history does not happen, and no concessions take place.
As DFW said, if you look at the overall big picture of it all, AMFA went all the way to fight for their members contract instead of just allowing layoffs and concessions happen to them. You are correct that a decision was not handed down in a ruling on this case, but, also as DFW gen said; It will be brought back into the system "if need be". I would also like to point out that this "Expedited Arbitration" is just one of the new processes AMFA and Southwest has agreed to use for future grievances on emergency issues as this one was. (I think you asked me about those new processes before TD).
Another reason "I" see it as a win, is we immediately saw AMFA stand up and fight for their members rights and contracts, not just sit back wonder, gee, can they really do that? I can very positively tell you that IF we were still with the teamsters they would have questioned the companies action but would have came out of behind closed door meetings saying; "look guys, we did the best we could, they wanted to layoff 500 mechanics and related but we were successful at nego them down to only 300, therefore we (teamsters) saved jobs". Sound familiar???
Another reason it's a win in my eyes is the fact that our contract remains unopened and in tact, as is.
Please also understand that I am not saying AMFA stopped Southwest from layoffs and concessions as they did at Alaska when they won that arbitration ruling, however, I will say that AMFA will go those extra miles to fight for their members contracts and rights. Something all you AA'ers really need to think about while making a decision about representation when the time comes for you guys. Now you guys have seen AMFA fight and win at Alaska over layoffs, rifs, and concessions and again here at SWA they went to fight for their members/contracts. Not seen this happen with the current representation at AA for a long, long time.
On a final note: TD, you asked how does it cover us thru 2021? Yes you are correct about the PSP covering until March 2021. But it was told to us by our CEO in a company memo that now that the PSP has been passed and signed into law that we were all safe from furloughs/layoffs and concessions until the end of 2021. The same timeframe was also reiterated by AMFA in their update too.
Hope this answered all your questions.