This merger will create job losses, but probably not on the pilot side. Synergies does not imply job losses, if anything it can help prevent them.

Job losses will occur on the non frontline. HR employees, sales agents, etc will lost likely be given opportunites to move their jobs from IAH to ORD. Dispatchers, mechanics, etc will receive the same offers. Some will decline, & take a severance. My guess is IAH will be hit the hardest as far as non frontline job employees.

pilot never cease to amaze me. It is no different than our current paint other than the name on the side. Same color, font, everything and it is hideous. Hilarious. allbeit I am a heterosexual so I am not very good at this sort of stuff. They can paint the thing pink for all I care.

The new company will be free to pursue opportunistic growth in the rebounding economy now that the respective management teams no longer need to keep themselves groomed for the inevitable industry consolidation.

My $.02:

http://www.airlinepilotforums.com/me...tml#post805378

Hmmmmm... you don't really seem interested in scope... want DOH.... I'll go out on a limb and guess you are a UAL 747 lineholding captain and have been for about a hundred years...

Anybody have the fleet breakdown?

I think scope is as important as ever. The smaller gauge flying being kept (brought back) to mainline means less job attrition to the so called "synergies" of these mergers.

700ish planes...Just at mainline...APC has everything on the individual profiles of the airlines.

This link is to a presentation that includes a lot of information to include the fleet breakdown.

http://www.unitedcontinentalmerger.c...ion%5B1%5D.pdf

From the employee Q & A:
 

13. Will there be any involuntary furloughs in front-line workgroups as a result of the merger?

Given normal attrition and retirements, we currently expect on a system-wide basis that we will hire and/or recall from furlough employees in all major frontline workgroups (pilots, flight attendants, technicians and airport agents) over time. However, when we complete the operational merger process (expected by the first half of 2012), there will likely be overlapping workforces at some airport locations, which may result in local furloughs as some employees won't be able to relocate to accept open positions elsewhere in the system. Because these local reductions will occur up to two years from now, we expect to be able to minimize and perhaps eliminate the need for local furloughs through retirements, attrition and special voluntary programs such as early outs, company offered leaves of absence and voluntary furlough initiatives.

14. I’m not a frontline co-worker. What happens to me and my department?

First of all, nothing will happen prior to the legal merger, which we expect won’t occur until late 2010. As in most mergers, some operating efficiencies are created by eliminating overlapping jobs within the management and clerical ranks, particularly administrative jobs at both United’s and Continental’s original corporate headquarters. Any reduction in headcount will occur only after a careful and thoughtful review of the people and the functions they perform at each of the carriers. This review will likely take many months to complete, and consequently it’s too early to provide details on the ultimate resolution. As soon as we have more details on the process and the outcome, we will let potentially impacted management and clerical co-workers at Continental know, and we expect United will do the same for their people. We are committed to an equitable process between Continental and United, with determinations based on the business needs of the combined company. Just like with frontline co-workers, we expect retirements, attrition and special voluntary programs at both carriers will help us manage the process.

Yes, scope is still the number one issue.