Why would it even have to go that far? There are several morally evil but plausible ways for the JB BOD to "enhance shareholder value" by not having any strings (i.e. employees) causing issues during a transactional event---particularly when the JB's true financial value is contained in hard assets (terminals, gates, slots, aircraft, ect...)
As an example, every single JB pilot is an "at will" employee per NY labor law -- just ask any of the handful of JB pilots fired over the years. (Hint: this is the precedent used successfully by JB when fired pilots have attempted to appeal their termination.) The JB PEA covers the terms of employment but does not guarantee employment...or even appeal.
That's actually a good point. I think the PEA requires the company to pay the employee for the 5 year term, if I remember right, but being paid isn't a guarantee of employment. They could pay but cancel all of the contracts at the 5 year renewal point. Or, more likely, they could threaten that they're going to do that unless the pilots voluntarily agree to a disadvantageous seniority integration.
Lots of ugly possible scenarios without union representation. Good thing there's an ALPA drive going on at JB. Time for some representation.