The current system gives massive leverage to management during bad times, either across the industry or even at just one airline. Pretty much every major airline has a 1-3 year B scale. While some justify it as "pay your dues because I had to" the end effect is that whenever a pilot group is under pressure to deal concessions, the company knows that starting over is not an option. They MUST cave or call the company's bluff (although the company isn't always bluffing and sometimes liquidation is a real threat).

A 1-3 year B scale with 12 (or more?!?!) year longevity scale means that at most airlines 50%+1 must never at any cost have to start over. Management knows this and constantly uses it against us. We need to get rid of these mini B scales and push for higher pay all across our scales. Then we need to have a strong preferential hiring plan so that any pilot group knows the worst management can ever threaten them with is they will have to start over making 6 figures. A NSL is dead in the water and always should be so that is not an option. In that case, starting over is not nearly as scarry a foundation and would prevent massive concessions in most cases because 50%+1 of each pilot group could affor to satrt over rather than survive by any means necessary.

Other than that, longevity pay is fine with me as long as it doesn't lead to a 20-30 year scale scheme that makes things way too top heavy in the name of seniority entitlement. And we would still, always, have the issue of replacing planes with smaller planes because even LG based pay would still take into account the fleet average relative to the old speed/productvity/capacity model. If not, we would remain under pressure to outsource the bottom end in order to buff the pay scales and that is unaceptable.

That's why although LB pay might be OK, but I prefer banded pay with a small narrowbody band to encourage growth at the lower end of the capacity spectrum.