LOL! I can't argue with that.

If you expand your scope and look at it from an aggregate manpower cost to the company, any inversion in seniority is self-leveling.

Try this exercise:

3 year WB FO vs 12 year NB FO

3 year WB FO @ $177/hr *73 hours reserve = $12,921
12 Year NB FO @ $168/hr * 76 hours line holder = $12,921

I realize line guarantee is 70 hours, but show me a BES that builds PBS lines to 70 hours and I'll change the assumption. Add annual vacation and it's about a wash anyway.

I hope that nobody believes that because we have 2 year wide body copilots, that every pilot senior is making more coin. That's simply not the reality of our pay rates and manpower distribution.

Anytime there's growth, there will be distortions in the seniority/manpower model caused largely by seat locks and QOL preference of more senior pilots. Even so, it's largely cost neutral within the CBA. Despite the seniority anomaly, the top 30% of the list will always be the top 30%! Stop the music and add a decade of stagnation (or even 2 years for age 67!) and see what happens to the BES bidding habits.

I don't know if anyone heard the Levy's recent comments about UAL CAPEX being under intense scrutiny with respect to new aircraft. Until the jets are on the property, I wouldn't get too excited. Like all pilots, I think more high-paying aircraft are better than less, although UAL will place only the capacity in the market where is can achieve unit revenue goals. The company is lagging the industry in yield, and the new dream team is supposed to deliver *but* we all know the low hanging fruit is to cut costs.

In the meantime, happy bidding.