I've been wondering that too...
But after seeing what our company is doing, I won't be surprised if they don't have some of the newhires sign agreements stating that they are hired as FO's for the first 13 months, at which time they will be transitioned into the Left seat of a narrow body.
Does it cause a wrinkle with regards to bidding an aircraft? Yupe.
Would the union have a valid argument against the violation of Status Quo? Yupe.
Does that mean the company isn't already thinking of (any) ways to get around our UPA and get the Left Seats filled on the NB's? Yupe!

The EASIEST way to solve the Left Seat Vacancy problem (that the company created!) is an ILC23... before the summer of 2023.

They have less than 30 days to get that done. After Mid April and every airline reports their 1st quarter results, the chickens will definitely come home to roost.
Will be interesting to see what our Direct competitor (Delta) reports.. along with the other carriers who have gotten new Pilot Agreements/Extensions. Oh, and what American reports.
Ours is slated to be on Apr 19th, 2023.
Hence-
IF we had an AIP by that week... we
COULD have a TA by 1st week of May and then we
COULD have Road Shows and votes starting by 12 May which would mean we
COULD have a new UPA 1 July 2023.

But~

Friday, May 12th- No TA = No United Next.. but Picketing NOW.
(Expect we will be in Mediation at that point too)

Motch

PS) Wonder if the company could have potential new hires sign an agreement that they bid Capt Narrowbody after their first MV/LOE. If not, they are terminated. Keep in mind (as we have just seen) that they can terminate anyone during the first year for "cause". Wouldn't THAT be something!