We could do it one of two ways. The first way would be to negotiate an agreement.
If the sides cannot agree maybe we could bring in a mediator to help both sides come to an agreement.
If all else fails then binding arbitration might be necessary. Ideally this arbitrator would be one of the most experienced and respected in the nation. Also it would be a big plus if both sides choose this arbitrator.
Ultimately I would hope that this arbitrator come up with a list that would leave senior captains as senior captains. And hopefully it would leave those that were junior FOs in their respective position.
This would avoid any windfall for any one group or person because that would leave them in exactly the same position before and after the merger.
The second way would be to just use date of hire. This would work fine for two companies that had been in business a similar period of time, with a similar growth pattern and financial health. However if one airline had been in business for a great period of time, had not done well financially for many years say two decades and in fact had done nothing but shrink for twenty years (except for one brief period involving red airplanes) and the other airline had only been in business for twenty years but had been continually growing and hiring for that period then date of hire could be problematic. For example it could lead to a furloughed pilot at one airline ending up senior to over half the captains at another airline.
By the way any guesses how the lists will be merged in the coming consolidation. My guess is not one list will be merged DOH.
If the sides cannot agree maybe we could bring in a mediator to help both sides come to an agreement.
If all else fails then binding arbitration might be necessary. Ideally this arbitrator would be one of the most experienced and respected in the nation. Also it would be a big plus if both sides choose this arbitrator.
Ultimately I would hope that this arbitrator come up with a list that would leave senior captains as senior captains. And hopefully it would leave those that were junior FOs in their respective position.
This would avoid any windfall for any one group or person because that would leave them in exactly the same position before and after the merger.
The second way would be to just use date of hire. This would work fine for two companies that had been in business a similar period of time, with a similar growth pattern and financial health. However if one airline had been in business for a great period of time, had not done well financially for many years say two decades and in fact had done nothing but shrink for twenty years (except for one brief period involving red airplanes) and the other airline had only been in business for twenty years but had been continually growing and hiring for that period then date of hire could be problematic. For example it could lead to a furloughed pilot at one airline ending up senior to over half the captains at another airline.
By the way any guesses how the lists will be merged in the coming consolidation. My guess is not one list will be merged DOH.
