Since we're all having fun with this.....:rolleyes: I really am just curious if anybody else has run the numbers like I have. I agree with the above opinions about worrying about it. It's in the hands of someone else now. But, for the hell of it, I ran some numbers and I'll place my bet.

My seniority at CAL is about 38%. I'm a 2005 hire. Today's numbers, that would hold 737 Captain or any FO positions at any base.

I compared that to the Seniority list of UAL from the website minus the guys on furlough. At 38% on that list give or take a few numbers is a junior captain on the bus. There are a few captains below this position and a lot above it. Also in that seniority is a bunch of 777 FO's. It looks like with the same seniority at UAL, I'd be holding the about the same equipment or seat.

I'm not trying to raise the hair on anybodies back. Just placing my bet. I will bet that when the numbers come out, at the combined company, the 2005 hires will be about the same seniority as a mid 1996 to early 1997 hire on the combined list.

Has anybody from any other seniority group run the numbers like that? What could you hold with your percentage at the other company? Do they match up seniority wise with the same equipment? What year groups match up in your mind?

Also my bet is that anybody off property due to furlough on either list will be stapled. Not judging the right or wrong of it, again just placing bets.

Cheers guys. Keep it light. Remember, we all have to work together about 3 feet apart. We have very little say in the matter. I hope everybody is a little ****ed at the end and can get over it quickly. I look forward to drinking a few beers with my new fellow pilots.

Not desperate at all! Just don't want you thinking you can pull a scab run of 83-84 or a PE steal of 84-85. You don't know your history do you? You steal you pay -

If you say so Hoss. All I know is on the flying together website, there are bid results for 12-03, published 9/17/2010. 12-05, published 2/21/2011, and 12-07, published 7/27/2011. You can look for yourself or keep calling me names. I could care less either way.

Sled

You have your opinion. I have mine. Your scenario works great in a straight relative seniority list based on today's numbers. But the merger announcement was 3 years ago and although relative seniority and other things can be considered, 1.longevity, 2.category and status, and 3.career expectations MUST be considered. The new Alpa policy was tested in the Pinnacle/Mesaba merger. Very interesting read if your into that sort of thing.

Sled

Be careful of what you ask for! The Pinnacle/Mesaba/Colgan award makes a lot of reference to pay scale, and awards a bunch of slots due to pay scales at time of merger! I don't think you really want to go there, it's a slippery slope! Some of us were making over $40 per hour more than our UAL buddies... and do you want to look at widebody pay? 764 paid more than 744, hmmm!

What? $193 v $190? And how many more of those jobs did we have? The Pinnacle award ref to Longevity and "what each side brought to the table" (category and status) is what I expect. Mesaba fared pretty well especially in the top fifth of the list. Time will tell.

Sled

Is that narrow body to widebody comparison?

I agree Sled, all opinions. Just curious Sled, where do you think I'd be on the combined list. I'd be 200 from the bottom of the UAL list by DOH. That puts me 1200 deep into a 1400 pilot furlough. Again, not talking right or wrong in anybodies mind. Where do you think I'll be? I.E. What's your bet? Cheers.

Yes our 762 and 764 paid that as well, what did your 767 pay? And what about the bus VS 73, 129 v 169...hmm! 757 and 777 pay were the only parodies. The 737 8-9-9er paid more than the 757 at UAL. Like I said, slippery slope!

Stop cherry picking and look at things for what they are. I can freely admit that you bring more widebody seat to the table, but if Boeing had there crap together, the ballgame would be quite different. All factors will be argued, what is considered is not up to you and I, only the arbitrators consideration will matter!

When considering pay, remember to include an additional 4% 401K as well as higher medical coverage.