I understood your position, but I don't understand the reasons for it. What I mean is that you seem to be focused on the DB plan. Unless drastic changes are made, lowering the DB cap will have minimal impact on the federal tax situation.
I come back to the University of California as an example of the public sector. Today, many UC employees can contribute up to $82,500 in tax advantaged DC plans ($44,000 in tax deferred accounts plus $38,500 in Roth accounts through the backdoor). I effectively did this when I was a UC employee. In addition, many UC retirees have $100K pensions, whereas only a handful of employees are impacted by the ~$200K DB cap.
I don't see how lowering the DB cap will have much if any impact on federal taxes. In fact, it may have the opposite effect since pension payouts are taxable as regular income at the federal level.
On the other hand, I understand arguments for limiting DC plans. Why should UC employees be allowed up to $82,500 in tax advantaged plans ($44,000 deferred), when many people are limited to only $5000 in IRA's? I am currently a private sector employee but still contribute $65,000 to tax advantaged plans each year. That is a big range ... $5000 to $82,500, with federal (and usually state) tax payers subsiding the tax advantaged treatment. For the most part, though, I would increase the lower limit rather than decrease the upper limit. Admittedly, this would lower federal tax revenue on the short term and some people would argue that only well-paid employees could make significant (e.g., > $16,500) contributions to tax advantaged plans (I disagree with the second issue since a LBYM lifestyle can free up considerable potential savings).
On the mostly unrelated topic, while UC and similar institutions do have filing cabinets full of applications, there tend to be few qualified applicants. This is why open positions often remain open for some time (or are re-opened). We have spent 2 years trying to fill one position. Of the 100 or so total applicants, perhaps 20 were given a second look, with only 1 or 2 considered qualified for the position. So having good benefits (DC and DB plans) can be a strong hiring incentive.