I don't think there is any negotiating precedent for that. I am not sure any company in the USA does this.

The career is end-loaded or back-loaded. Our system is a 12 year contract. So, theoretically, one could "max out" at the 12 year mark.

We don't really get to realize our full potential, economically speaking until we get senior enough to enjoy the best routes, the best schedules, on the highest paying airplanes.

I don't see any short-cut to that process.....

The 16% number is a pretty good number.

I think a good way to do this is simply "means test" what a new hire would get today using the 16% number and see if he/she would end up short by age 65. My goal is to retire at 65 with 2.2 million. A new hire today may want upwards of 3 million. However, the real magic to saving is starting young. Some folks depending on weather or not they have other sources of revenue, or depending on what they did before UAL may want to contribute more, or less to their 401K, Roth, etc.

I am not an expert on R/I, but what we are doing right now, I feel is great. I don't think the negotiating leverage exists to do more on the Retirement front. I suppose allot of it depends on the IRS limits and one's age.