Hell, just do it by straight DOB. The youngest inherently have the most opportunity to acquire seniority. The older people will clock out first.

One's related to a merger, the other is related to getting hired on to a new company. Apples and oranges my friend, apples and oranges....


That matter was arbitrated by a 3-man Arbitration Panel and the reason for their decision spelled out in great detail by them. The ruling was made available on VX's ALPA's site. Not sure if it would now be made accessible on AS's but if it is, you should check it out...

This thread is a great argument for a National Seniority List. You get hired at your first Part 121 carrier, you get a National Seniority Number. Then mergers/acquisitions would be strictly DoH.

Sure, Part 135 and military guys are going to get hosed, but they're not Part 121 airline pilots so its a moot point.

Additionally, you get furloughed or you're airline fails, you should get a preferred interview based on your NSN.

If ALPA was a union rather than an association of independent MECs sharing common bylaws and a common tool box (ALPA national) your union number would prevail. No preferential interviews, you would just use your seniority number to pick up a contract at an ALPA carrier on equipment you are qualified on when there was an opening. Of course seat pay and work rules would be set nationally. This is how ship drivers do it. Take a six month contract as Captain hauling oil up the east coast with Chevron, take a few months off when it’s done if you want, then go to the union hall and grab your next contract with Shell or whoever. But the old timers opted (and / or were coerced) into not following this model back in the day—read Flying the Line for why—and it’s just a fantasy now.

Actually Part 135 or military could get doubly hosed. Do you really think a retired military pilot who gets hired at DL, UAL, FDX should have the same seniority as a kid with the bare minimum hours who gets hired at Cape Air the same day?

DOH is one of the least used factors in mergers over the last 30 years. When it has played a major roll in list construction it’s typically accompanied with long tall fences.

Maybe. Longshoremen and merchant Mariners don't give longevity credit to retired military who join their ranks.

Military culture is useful in airline aviation. Maybe give partial credit for the first ten years? After that you have to pick your poison... a 30 year O6 might be a more effective organizational leader and executive, but he doesn't bring three times the pilot skill or cultural value to the table compared to an O3.

All your repeated references to “Gold Standard” might be making exactly the opposite point I believe you’re trying to make. Any search of opinion on the matter considers it a discredited, antiquated, counterproductive system that is only endorsed by uneducated hacks. I guess politicians think it sounds impressive in a sound bite though.

http://http://mentalfloss.com/article/12715/why-did-us-abandon-gold-standard

I guess some of us might add that in addition to DOH being the “Gold Standard” we can add line bidding, step trading, ties and hats and the 737. We can hash all that out later but in the meantime I prefer to repeat a different mantra: “Let the arbs (and our pricey lawyers) do their jobs.”

Onward and upward!

He makes the choice to stay for his career. In addition he's getting a retirement check, medical benefits and insurance the young guy isn't.