Ummm....domicile basing? Vacations? PBS bidding? Furlough? Displacements/AEs? theater of operation lifestyle? Premium flying awards?

Unless with this new normal pay rate template we somehow also adopt some other kind of metric for all these things other than relative seniority on the list?

To use an extreme example....airline X is a startup acquired by a legacy airline Y. The number one pilot at airline X is a 29 yr old 737A with 5 years longevity. So an arbitrator wouldn't care that this pilot is slotted in with a 35 year number one 777A at the legacy on the seniority list because the legacy group has a longevity pay rate model and there is no harm to all the legacy pilots below that 30 year 777A with such an integration?

is that the argument you believe could be rationally made to an arbitrator?