OK
Based on what I've read here is my proposed settlement. It requires compromise as most negotiations do.
The 2 lists are compared and integrated as follows.
And a counter...
Dynamic Seniority List
A seniority list that is merged based on a straight ratio basis and then adjusted annually to reflect the attrition that has occured on each pilot's original list.
Airline "A" has a much older group of 200 pilots. Airline
"B" has 100 pilots.
Dynamic ratio list lasting one year (for the top 15 pilots; ordering convention would be uniform thru-out the list)
1) Jim
2) John
3)
Bill*
4) Mike
5) Phil
6)
Mary*
7) Mark
8) Sue
9)
Chuck*
10) Archi
11) Jon
12)
Pete*
13) Lynn
14) Doug
15)
Craig*
In a "Static Seniority List", everyone would move up as a group as people ahead of them retires, alway maintaining their relative position as compared to the people ahead and behind them on the merged list. In a "Dynamic Seniority List", Pilots move up to replace only those positions that were originally occupied by pilots that were from their original airline.
During year 1, Jim, John, Mike, Mark, Jon & Doug (all from the older "A" pilot group) retire. Only
Bill* & Pete* retire from the
"B" pilot group.
The annually adjusted "Dynamic Seniority List" now looks like this.
1) Phil
2) Sue
3)
Mary*
4) Archi
5) Lynn
6)
Chuck*
7) Jerry
8) Joseph
9)
Craig*
10) Lonnie
11) Betty
12)
Gwen*
13) Jeff
14) Blake
15)
Kevin*
Notice that everyone has moved up; no pilot was stagnant or penalized. Lynn, the most junior "A" pilot of the first years top 15, has moved from #13 to #5.
Craig*, the most junior
"B" pilot of the first years top 15, has moved from #15 to # 9. "Airline "A" pilots moved up the merged list faster than airline
"B" pilots simply as a function of their original seniority list's greater attrition. Certainly, other questions, such as how to do the next merger, would need to be answered. A movement toward this by USAPA would at least help open communication and move us away from this "Hatfield & McCoy" strategy.