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Not to pick on you General but its that mentality that has put us in arbitration.
A negotiated list will build brotherhood but I think arbitration will treat NWA better. There is no way that the arbitrators could do worse than a 500 pilot staple.
It's a brotherhood right? It'll all work so each side gets the most out of the merger--no side will take advantage of the other for their own gain.
My opinion only but I believe a straight ratio based on relative seniority will be the best solution in the long run. You're at 50% now, and end up at 50% in the combined company. No bump/flush and short fences to transition then bid what you can hold.
If you hold the same relative percentage after the integration that you held before the seniority integration, then your QOL and bidding abilities will not be affected. If you're trying to get anything more than what you already have, you are contributing to the "me first" attitude that's accelerating the downward spiral of the piloting profession.
What is the DL side (AND the NW side) planning to do about:
- making newer DL pilots equal within their classes by doing by Date of Birth within classes (like the rest of their company and most others)
-making newer NW pilots equal (BEFORE a negotiated or arbitrated seniority list) by making them equal citizens in applying the same longevity and probation rules everyone else on both sides are now enjoying?
-recognizing that the DL new hires that started AFTER the merger announcement have NO BUSINESS being placed higher in seniority to NW new hires who accepted their jobs before the merger was officially announced?
I have buddies at both places and wish you all the best, and you are setting precedents that others may follow, so please be TRULY fair, not selfish, as I said "Career Expectations" mean nothing as United, PanAm and MANY MANY others can attest.
What is the DL side (AND the NW side) planning to do about:
- making newer DL pilots equal within their classes by doing by Date of Birth within classes (like the rest of their company and most others)
-making newer NW pilots equal (BEFORE a negotiated or arbitrated seniority list) by making them equal citizens in applying the same longevity and probation rules everyone else on both sides are now enjoying?
-recognizing that the DL new hires that started AFTER the merger announcement have NO BUSINESS being placed higher in seniority to NW new hires who accepted their jobs before the merger was officially announced?
I have buddies at both places and wish you all the best, and you are setting precedents that others may follow, so please be TRULY fair, not selfish, as I said "Career Expectations" mean nothing as United, PanAm and MANY MANY others can attest.
What is the DL side (AND the NW side) planning to do about:
- making newer DL pilots equal within their classes by doing by Date of Birth within classes (like the rest of their company and most others)
-making newer NW pilots equal (BEFORE a negotiated or arbitrated seniority list) by making them equal citizens in applying the same longevity and probation rules everyone else on both sides are now enjoying?
-recognizing that the DL new hires that started AFTER the merger announcement have NO BUSINESS being placed higher in seniority to NW new hires who accepted their jobs before the merger was officially announced?
I have buddies at both places and wish you all the best, and you are setting precedents that others may follow, so please be TRULY fair, not selfish, as I said "Career Expectations" mean nothing as United, PanAm and MANY MANY others can attest.
I forgot to add this list...
-Are both sides working from the MOST current lists that show the MOST current equipment and active status?[/quote]
That would be great. Their SLI computer model showed 94 active DC9s, and had slots for 787s....also, let's get RA's opinion on how long the 742s will remain. If it is already in the business plan to get rid of them soon, that is important.
Bye Bye--General Lee