The best input I have heard from this group regarding SLI is when someone states the actual scenario for a segment of the list; as 757AV8R and 757Driver have. This is a demonstration of how straight line realtive seniority won't work.

I don't expect to gain anything at a CAL pilot expense but I don't expect (hope) to lose anything either.

In the exapmple of a UAL 1997 hire RelSen fails on all 3 counts in the ALPA merger policy.

Longevity: 13 years continuously at UAL (with several as captain) vs. a 2006 hire at CAL

Career expectations: Retiring at top 200 vs. top 1700 plus all the years in between are a big difference. Plus, UAL is bringing more retirements in the same period of time, or as the DAL/NWA arbitrator put it, more guaranteed advancements.

Status and Catagory: As a previous poster said, DAL/NWA broke down the list by widebody vs narrowbody and then did ratios from there. The same has to apply to us. For example: In straight-line seniority, (top x number of jobs are wide body Capts.; next y number of jobs are narrowbody Capts. , then widebody F/O, then narrowbody FO.) a UAL pilot that was at, say, 75% on the widebody F/O list would end up lower down that list after a straight RelSen integration due to the difference in number of widebodies. Conversely a CAL pilot would wind up relatively higher for the same reason.

This argument might not work in other areas of the list, but I'd like to hear from others at different sections of their seniority lists.