Originally Posted by
Fritzthepilot
DOH is not even part of the merger policy. Longevity however, is. I have spoken with quite a few Captains that you feel would get "hammered." Most of them feel that an appropriately constructed fence would protect them in their bases, if longevitiy is implemented along with the other prongs of ALPA merger policy. Which is what it all comes down to. Do we negotiate within the confines of ALPA merger policy or, do we run to the arbitrator with revisionist views to see what might stick? I would like to hear from those who wrote the current policy. Why did ALPA change it after DAL/NWA? Why did ALPA put in longevity? How do you quantify career expectations? But alas, mother alpa will stay quiet because they are neutral. I guess it all boils down to the arbitrator and the valid "mine is bigger than yours" strategy.
I have talked to the person who added that longevity term and it was meant to deal with leaves (military, familiy, etc....). It was not intended to mean anything else. He will testify to this. The bottom line is it will go down pretty much by relative seniority. They are not going to put somebody on furlough ahead of any active pilots. Wih relative seniority all the "waves" of hiring in different years are leveled out and everbody continues to do what they were doing.
Fences are a good thing in some ways and very bad in others. If you are going to fence off your captains so they dont get bumped down by junior CAL captains then you must fence off all upgrades on narrow bodies for the same amount of time, and definetly all 787 flying.
Career expectaions are obviously a large variable, they will look at what the "future" BEFORE the merger looked liked and weigh it how ever they do.(I.E. upgrade time, a/c deliveries, equipment, retirements,etc...