Originally Posted by PrattFan (Post 3403025)

Having been through ALPA merger training myself, it’s alarming how spectacularly uneducated most people are in this thread, on both sides, about a policy that is readily available publicly and has significant precedence available from numerous previous mergers.

I said this when it was F9/NK and the same applies if it ends up being B6/NK, the JCBA has a far greater impact on all of our careers and futures than how an arbitrator will piece us together. Stop all the d!@k measuring and realize it’s us, all of us, against them. They revel in the notion that we would be fighting each other instead of them.

Originally Posted by IwasInverted (Post 3403291)

It is an emotional response to a fact. I’m not arguing that a straight relative integration doesn’t place 2011 b6 hires with 2016 nk hires. I’m saying that the perceived harm isn’t as bad as b6 guys seem to try to make it out to be. Our entire careers are based on seniority as percentage in our base/seat/company. Career expectations are an increase in company seniority percentage, relative seniority keeps everyone on that same trajectory. The major adjustment I’ve noticed would involve retirements. B6 has more than NK so the sli needs to account for that. I just don’t want this to end up being toxic and the statement that b6 gets screwed because they are placed next to this guy from NK doesn’t help. How about being placed next to a qualified pilot, everybody gets paid more with better qol, and nobody steps on anyone to better their position.

Originally Posted by IwasInverted (Post 3403257)

That seems to be an emotional response. You still have the same relative seniority, so your same bidding power and you still have your longevity for pay rates.

Originally Posted by Steelers (Post 3403194)

I am a 2011 B6 hire if the list was straight relative senority i would be slotted with 2016 NK hires.

Originally Posted by gonyon (Post 3403319)

i get that. But in actual terms of quality of life work/personal what would you lose?

an nk pilot who lost 15% would stand to lose quite a bit as compared to now

Originally Posted by keysersose (Post 3403316)

You know better than that. I'm a Jetblue guy in my last 12 years. My current expectations are that I will be very senior here in my last seven to eight years. In a relative seniority integration I would be mixed with pilots hired 10 years after me. That means the average age of those pilots would be 10 years younger than me and I would never attain a senior position.

Thats why longevity matters.

We shouldn't get emotional. I expect Spirit pilots to fight for relative because the vast majority of you are so new. We will argue for DOH and somewhere in the middle we will meet. That is how it will work and the rest of this talk is just a divisive wast of resources.

Originally Posted by IwasInverted (Post 3403332)

I don’t think anybody is getting twisted up, just looking for a discussion. Guess looking for insight on apc probably not the best idea.

Originally Posted by IwasInverted (Post 3403322)

You will be very senior still, the company will be double in size. Also you should know that hire date and age have nothing to do with one another. Same class can have a 25 yr old and a 50 yr old. It should not be either end of the this argument but somewhere in the middle. It’s also crazy to think that everyone at b6 wants doh and everyone at nk wants relative. Ask your top guys how they feel about doh. My original comment was to try to get some of the logical arguments as I have not been through this before and the statement “ I don’t want to be placed by a ‘16 nk hire” is not the argument, it’s the emotional response.