Yes, but....

Unfortunately, CAL did not give longevity to furloughed employees prior to the merger so the employees that were furloughed have an adjusted date. It seems wrong in comparison to the pre-merger UAL policy or what happened post-merger in the UPA, but that was the situation when the merger occurred.

Speaking with my reps, the company considers this a can or worms because fixing it would either include fixing it across the board or excluding other employee groups. Each "solution" then creates additional issues with a benefit that is non-contractual in the first place.

Not that there isn't a solution, as there are several obvious ones, but it's not as simple to fix as one would like to think.

Without the company having interest in coordinating a solution to the problem, it remains a problem.