Mike,
In my opinion, the main stumbling block is illustrated in the bar graph displayed on post #4. It shows roughly the top third of each pilot group and the bottom third. I'm fairly certain the middle third was not shown because there is very little disparity in that section. From the anecdotal information it appears Delta's proposed SLI is based on a ratio that keeps everyone within their same "relative position" on the new list compared to their position on their old list. For a number of reasons, we have the great disparity that is shown on the bar graph. Here is the problem with a straight ratio:
1. Since NWA has a much greater number of senior pilots in the top third compared to Delta, a ratio would put a number of Delta pilots (who were hired after NWA pilots) senior to NWA pilots (who were hired earlier). Without job loss protections, this could allow a Delta pilot (with a later date of hire) to bid an NWA aircraft and bump that NWA pilot (with an earlier date of hire) to a lesser paying aircraft.
2. Since Delta has a much greater number of junior pilots in the bottom third compared to NWA, a ratio would put a number of Delta pilots (who were hired after NWA pilots) senior to NWA pilots (who were hired earlier). This particular issue is where the heart of the problem appears to lie. With this demographic disparity in the bottom third, if the new company should need to reduce capacity and layoff pilots, NWA pilots (with earlier dates of hire) could be laid off while Delta pilots (with later dates of hire) would retain their jobs.
Sorry for the length of this post, but that's it in a nutshell.
Carl
11-21-2016
