A Novel Approach to DAL/NWA SLI
 

First, watch this clip:
http://youtube.com/watch?v=Cx7Dbo48mqA

Okay, so now we allow the NWA pilot group to write the rules for seniority list integration. The catch is that it has to be done in a manner equally applicable to either pilot group. It can be as complicated as you want, potentially factoring in such things as age, longevity, DOH, equipment, three-year rolling pay totals, ratio of ex-wives to boats (or snowmobiles), whatever, so long as when it's all done, you could substitute either pilot group in the formula and have it spit out an integrated seniority list. Then, the Delta pilots get to choose which group goes in which input. Or vice versa.

Thoughts?

im game...that method always worked when I was growing up (however I quickly learned to be the chooser, not the cutter)

[quote=StripAlert;373139]First, watch this clip:
http://youtube.com/watch?v=Cx7Dbo48mqA

Who the hell eats plain peanut butter? Besides the kid on the right (future DAL MEC member) was trying to screw his "brother" out of his rightful piece of the sandwhich.;););)

PS. The above is all in jest - lest anything think I went really off the deep end.

Scoop

Maybe this idea has been floated and I missed it, but what about a mix of DOH and relative seniority?? Would work like this:

Break up both lists by relative seniority in 5% groups. Top 5% of Delta list is integrated with top 5% of NWA list by DOH. Do the same for each 5% on down the line. Assuming it takes a significantly earlier DOH for a current NWA guy to hold the same relative position as a DAL guy, I see some of the pros and cons as follows:

Pros: A) For NWA guys, you could not lose relative seniority and most would actually gain 2-3%. You would also be senior to all the delta guys who currently hold the same relative seniority; therefore, you would advance ahead of your new DAL peers.
B) For DAL guys, most of you would find yourself senior to NWA guys hired before you. Because you hold a relative seniority about 5-10% greater than NWA folks with roughly the same DOH, most DAL guys would find themselves at the bottom of the 5% category they started in, but above NWA guys who were locked into the 5% category below them.

I.E. DAL DOH of Jul 1999 holds 72.5% would go no lower than 74.9%
while NWA DOH of Jul 1997 holds 77.5% would go no higher than 75.0 %
(Assuming a lower percentage is higher seniority, and dates and percentages are hypothetical).

Cons: A) Most NWA folks (accept top of list and bottom of list) will find themselves junior to DAL folks with DOH about 1-2 years after them.
B) Most DAL folks will give up 2-3% of relative seniority.

Bottom line, the seniority picture has changed...there will be some pain. The best way to absorb it is to spread it. I realize there are millions of little details, but I think this could be a workable framework....and it is very simple.

Is it even worth discussing???

Bullseye!

It should be done this way everytime...

Problem with that would be the unlucky DAL guy who was, say, 5.00001% on his list- he would go to 10%(because of NWA earlier DOH in the ENTIRE NWA group from 5-10%) and his next senior DAL mate would be at 5.0%. In the top 20% of the combined list (2500 pilots) the DAL guys (with the possible exception of the 210 or so pre-85' hires) would automatically lose aprox. 2.5% to EXACTLY 5.0%.

Wiggy,
That DAL guy would still find himself senior to several NWA guys with earlier DOH because they started out in a category below him. Like I said, the net result of the merger is some pain...you have to decide how to spread it. The NWA guy at 10.001% who finds himself below your hypothetical DAL pilot might be a little upset because he was hired a year or two before. This is good...everyone is a little ticked off...perfect.

Wiggy,
Also, your statement that a DAL guy could go from 5.0001 to 10.0 is impossible. At the current staff levels, each 5% category would include 270 NWA and 370 DAL. If your DAL pilot was at the top of his 5% category at DAL, the worst he could do is be behind 270 NWA guys moving him from 5.0 to 7.1.

What about splitting the difference DOH and relative seniority. I was hired in 96 at nwa and I have a good friend hired at DAL in Jul 97. My relative seniority at NWA is 67% on the combined DAL list (Thanks to Steve of ezopenboard) I would be 7200 which would put me at 59% relative seniority. Thus if we split the differnce I would be at 64% relative seniority or 7800 which would put me behind my friend hired in Jul 97 at DAL.

I understand what you are saying, maybe reduce the arbitrary interval from 5% to 2.5-3.0% ( the interval represents roughly what a DAL guy would lose- at least in the top 20-25% of the combined list) whereas the NWA guys would gain approx. 0-3.0%.