Originally Posted by Bucking Bar

tjAgree with your thoughts. But, correct me if I'm mistaken; weren't we relative seniority, then a pull and plug method used to provide equity for future attrition?

The DAL / NWA merger "worked for us" in as much as no one burned the house down & the Company has been successful ceding our network forsr improved margins without furloughing (yet). But, I think it is a terrible model for merger integration if applied elsewhere. It did not recognize status quo, so there were winners and losers. Further, the new methodology of using future attrition as an equity throws a real wild card in the mix. (just imagine a US Air / Delta merger using that model).

The only fair merger is status quo. Pilots should be in the same seat, equipment and pay after a merger. That does harm those at airlines in decline (as ours is) and award those at dynamic, growing, competitive airlines. But, in both cases, why do pilots expect anything different than they had pre-merger?

There is certainly scenarios where a pilot could go on leave from Delta now, get hired somewhere else and end up being able to pick seniority. Might be a way to hedge your career in the scenario you describe.