No, my statement isn't a "flame" post at all. I haven't spoke to ONE pilot yet that doesn't think "relative seniority" is the way to go. Since UAL did the majority of hiring before CAL, offering DOH would be a windfall for them. Either way SOMEONE is going to get a good deal, and the other is going to get screwed. Their is no easy way to please everyone. Personally I think the namecalling bit for giving an opinion is over the line, but some can't grow up on this forum.

As for the new guys, I welcome them aboard and am glad to see them back in the cockpit where they rightfully belong........whether UAL or CAL.

What I think is getting a bit ridiculous is all this "moving the planes and pilots around" stuff. Our planes have worked nicely where they are, but now we have to literally turn the bases upside down and move everyone somewhere else? Really? Guess we must have money to burn.

And you're right........good luck to us all!

 

Those would be the guys retiring in the next year or so, and many of them crossed the picket lines. Don't think they have much dog in this fight at this point, so their opinions aren't highly respected any more. Thank GOD.

 

I never said it wasn't. DOH is desirable by several factions within each pilot group - as is relative seniority.

I was only speculating on the more senior members having DOH desires and what influence they might have with their respective merger committee.

My opinion is that you will see the three negotiating points followed by the arbitrator - Career Expectations, Longevity, and Status and Catagory.

When I imagine where I'll be after the SLI sausage is made - I consider the above three anchors. To imagine the process being guided only by DOH or relative seniority would foolish.

I spent over an hour on the phone with my merger committee rep and have faith that the process will follow ALPA policy.

**The merger representatives shall carefully weigh all the equities inherent in their merger situation. In joint session, the merger representatives should attempt to match equities to various methods of integration until a fair and equitable integrated seniority list is reached. Factors to be considered in constructing a fair and equitable integrated seniority list, in no particular order and with no particular weight, shall include but not be limited to the following: Career expectations, Longevity, status and category.

 

I don't recall anyone advocating DOH here? I only mentioned DOH as the opposite 'extreme' of Relative Seniority. IMO, neither will happen. IMO the integration will be done IAW the merger policy -- as it should be. Talk of RS or DOH is a waste of time.

 

DOH or RS are not options as they create windfalls for certain groups.

There are ways to do an ISL that are fair and equitable.

This is really an easy exercise for an actuary or anyone who has access to actuarial type computer programs. They look at facts/figures and take out the emotion that pilots have on sensitive subjects.

 

While that makes sense, how does it account for growth at one company while the other is stagnant? With the latest bid out, we'll probably (PROBABLY) have captain upgrades with a DOH that would be furloughed at UAL's hire date. Just wondering.....

 

But those are narrow bodies. They don't count, remember?

And our most junior CA was hired in 2005, Fwiw.

 

Good question. The snap-shot was taken some time ago and any seat/fleet movement since then will not be considered in the ISL. Anything else is wishful thinking.

 

Questions like this are going to be left to the Merger Committees and the arbitration panel. Arguments will be made for both sides and the arbitrators will decide. One obvious response to the growth you claim will bring Capt bids below the UAL furlough line is that the 'growth' is in UAL DOMICILES. I think your claim to this 'expansion' is tenuous at best.

Seriously, this course you're on is doing nothing but causing agitation --is that your goal?

 

Relative Seniority?...HaHaHaHaHaHaHaHaHaHaHaHaHaHaHa

You guys crack me up