$$$4nothin
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Beechnut
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Poolies and those leaving any regional considering JB, read this.
August 16, 2012 * * | Please CLICK HERE to view our current pay rates. * * Thank you for reading this issue of the Pilot Hotline. If you have any questions regarding this hotline, please contact your local representative. * * TABLE OF CONTENTS * Update on Revised 1113 Term Sheet Safety Committee Update * * * **** * * Update on Revised 1113 Term Sheet* [toc] The Negotiating Committee, accompanied by MEC Chairman Tom Wychor and ALPA staff from the Representation and Economic & Financial Analysis Departments, met with the company today to receive a revised 1113 term sheet. The full term sheet is attached to this update. While our analysis of the term sheet is just beginning, we are sharing it now so that all pilots can see and understand the demands being made of our pilot group. * We encourage all pilots to read the entire update, but to briefly summarize the new information presented today: ·******** The total ask of all labor groups has increased from $42.6 million to $76.5 million per year. The pilots’ share increased from $33.2 million to $59.6 million dollars annually.
·******** The term sheet itself includes the entire ask made in May, along with additional reductions in pay rates, changes to pay structure, modifications to cancellation pay, reductions in vacation accrual, reductions in deadhead pay and further changes to the health care plans to provide only a single HRA plan.
·******** The proposed pay scales will be capped at 12 years for captains and 4 years for first officers. Upgrading pilots would start at the first “step” of the captain pay scale regardless of longevity.
·******** The deadline required by the DIP financing agreement for filing a motion in bankruptcy court to reject our collective bargaining agreement has been pushed back to September 13.
Background ****** As you are aware, the Negotiating Committee had been in session with management throughout May and June to work towards a consensual agreement with reference to the prior term sheet. Management withdrew from those negotiations in late June citing a need to revise their business plan in light of the new scope limitations contained in Delta’s collective bargaining agreement with its pilots. * The company spent the next six weeks performing an internal analysis of the business plan. The company informed us late last week that they would be presenting the new 1113 ask today. The plan presented today is still based on a fleet of 140 CRJ-200s and 41 CRJ-900s in the final “steady state.” * Term Sheet Summary The new term sheet contains all of the original demands from the May 8 term sheet, including re-insertion of the provision for 10 days off on reserve that had been removed in the May 18 revision. The total value of the ask increased by 80%, from $33.2 million to $59.6 million. * The revised term sheet includes demands for additional changes in the following areas: ·******** Pay Rates. The proposal includes significant reductions in pay rates for Captains, ranging (according to the company) from 7 to 24% from current rates. There have also been further reductions in the proposed single First Office rates beyond one year of longevity.
·******** Pay Scales. The company has proposed capping pay for Captains at 12 “steps” and capping First Officer pay at 4 years of service. Moreover, the company is seeking a provision to require pilots who upgrade to begin at “Step 1” Captain pay, no matter their prior longevity as a First Officer (or, for pilots who have been previously downgraded due to a displacement, their time as a Captain). Such a scheme would be unique in our industry.
·******** Cancellation Pay. Replacement of our current leg-by-leg cancellation pay with the guarantee based on the value of a pairing (Trip Guarantee).
·******** Customs Pay. Removal of all customs pay.
·******** Vacation Accrual. For pilots with more than one year of service, vacation accrual would be reduced by one week.
·******** Recurrent Pay.* Pilots will have their recurrent training blocked off in PBS but zero (0) credit will go towards the line credit.** Actual pay for training will remain the same.**
·******** Uniform Allowance. Eliminate uniform allowance.
·******** Per Diem.* Eliminate Per Diem on day trips.
·******** Move benefits.* Eliminate voluntary move benefits.
·******** Reserve Days Off. Reduction of minimum days off for reserve pilots to 10.
·******** Deadhead Pay. Reduction in deadhead pay from 75% to 50%.
·******** Health Care. Instead of the two CDHP plans proposed in the May 8 term sheet, the revised term sheet includes only a single HRA plan, with a 35% pilot contribution.
* Longevity The company represented throughout the presentation that they believe our pilot group’s average longevity is the main source of their cost problems. Hence, the proposals to reduce vacation accruals, capping longevity steps on Captain payrates and modifications to the 401(k) matches. They have cited, as “comparable” carriers, airlines that did not even exist while some of our pilots were already working to help our own airline to grow. Now, the company is seeking to penalize those pilots for their loyalty through good times and bad. * To be clear, we fundamentally disagree with the company’s premise. Our longevity patterns compare similarly to other large regionals such as American Eagle, ExpressJet, SkyWest, etc. The fact that our pilots are experienced should be rewarded rather than penalized. * Our Process and Next Steps The MEC convened this evening to review the term sheet and share their initial impressions with the Negotiating Committee. The Negotiating Committee, along with the support of ALPA professionals, will now begin the work of analyzing the proposal and the supporting documentation provided by the company to determine the true needs of the company. It remains our goal to reach a consensual agreement on any changes to the JCBA viewed as necessary by the MEC. * We plan to meet with the company tomorrow and next week to review the term sheet and supporting documentation in more detail.* Additionally, we will continue to work on a letter of agreement regarding upcoming realignment notices. * The company’s intended deadline for an 1113 motion in the bankruptcy court is now September 13, and, though that deadline has shifted multiple times in the past, we will commit the necessary resources to work productively with the company towards our goal of a pilot-ratified agreement. * Your Role Your role as a line pilot in these negotiations (and that’s what they are – the 1113 term sheet is a starting point and not a destination) is to stay informed and stay professional. As we move forward in the process, we will be ramping up our Pilot-2-Pilot and SPC programs so that all pilots have the information they need to make an informed decision when the time comes. We encourage every pilot to show the professionalism that brought us survival during past challenges, success during good times, and will carry us through this bankruptcy.
August 16, 2012 * * | Please CLICK HERE to view our current pay rates. * * Thank you for reading this issue of the Pilot Hotline. If you have any questions regarding this hotline, please contact your local representative. * * TABLE OF CONTENTS * Update on Revised 1113 Term Sheet Safety Committee Update * * * **** * * Update on Revised 1113 Term Sheet* [toc] The Negotiating Committee, accompanied by MEC Chairman Tom Wychor and ALPA staff from the Representation and Economic & Financial Analysis Departments, met with the company today to receive a revised 1113 term sheet. The full term sheet is attached to this update. While our analysis of the term sheet is just beginning, we are sharing it now so that all pilots can see and understand the demands being made of our pilot group. * We encourage all pilots to read the entire update, but to briefly summarize the new information presented today: ·******** The total ask of all labor groups has increased from $42.6 million to $76.5 million per year. The pilots’ share increased from $33.2 million to $59.6 million dollars annually.
·******** The term sheet itself includes the entire ask made in May, along with additional reductions in pay rates, changes to pay structure, modifications to cancellation pay, reductions in vacation accrual, reductions in deadhead pay and further changes to the health care plans to provide only a single HRA plan.
·******** The proposed pay scales will be capped at 12 years for captains and 4 years for first officers. Upgrading pilots would start at the first “step” of the captain pay scale regardless of longevity.
·******** The deadline required by the DIP financing agreement for filing a motion in bankruptcy court to reject our collective bargaining agreement has been pushed back to September 13.
Background ****** As you are aware, the Negotiating Committee had been in session with management throughout May and June to work towards a consensual agreement with reference to the prior term sheet. Management withdrew from those negotiations in late June citing a need to revise their business plan in light of the new scope limitations contained in Delta’s collective bargaining agreement with its pilots. * The company spent the next six weeks performing an internal analysis of the business plan. The company informed us late last week that they would be presenting the new 1113 ask today. The plan presented today is still based on a fleet of 140 CRJ-200s and 41 CRJ-900s in the final “steady state.” * Term Sheet Summary The new term sheet contains all of the original demands from the May 8 term sheet, including re-insertion of the provision for 10 days off on reserve that had been removed in the May 18 revision. The total value of the ask increased by 80%, from $33.2 million to $59.6 million. * The revised term sheet includes demands for additional changes in the following areas: ·******** Pay Rates. The proposal includes significant reductions in pay rates for Captains, ranging (according to the company) from 7 to 24% from current rates. There have also been further reductions in the proposed single First Office rates beyond one year of longevity.
·******** Pay Scales. The company has proposed capping pay for Captains at 12 “steps” and capping First Officer pay at 4 years of service. Moreover, the company is seeking a provision to require pilots who upgrade to begin at “Step 1” Captain pay, no matter their prior longevity as a First Officer (or, for pilots who have been previously downgraded due to a displacement, their time as a Captain). Such a scheme would be unique in our industry.
·******** Cancellation Pay. Replacement of our current leg-by-leg cancellation pay with the guarantee based on the value of a pairing (Trip Guarantee).
·******** Customs Pay. Removal of all customs pay.
·******** Vacation Accrual. For pilots with more than one year of service, vacation accrual would be reduced by one week.
·******** Recurrent Pay.* Pilots will have their recurrent training blocked off in PBS but zero (0) credit will go towards the line credit.** Actual pay for training will remain the same.**
·******** Uniform Allowance. Eliminate uniform allowance.
·******** Per Diem.* Eliminate Per Diem on day trips.
·******** Move benefits.* Eliminate voluntary move benefits.
·******** Reserve Days Off. Reduction of minimum days off for reserve pilots to 10.
·******** Deadhead Pay. Reduction in deadhead pay from 75% to 50%.
·******** Health Care. Instead of the two CDHP plans proposed in the May 8 term sheet, the revised term sheet includes only a single HRA plan, with a 35% pilot contribution.
* Longevity The company represented throughout the presentation that they believe our pilot group’s average longevity is the main source of their cost problems. Hence, the proposals to reduce vacation accruals, capping longevity steps on Captain payrates and modifications to the 401(k) matches. They have cited, as “comparable” carriers, airlines that did not even exist while some of our pilots were already working to help our own airline to grow. Now, the company is seeking to penalize those pilots for their loyalty through good times and bad. * To be clear, we fundamentally disagree with the company’s premise. Our longevity patterns compare similarly to other large regionals such as American Eagle, ExpressJet, SkyWest, etc. The fact that our pilots are experienced should be rewarded rather than penalized. * Our Process and Next Steps The MEC convened this evening to review the term sheet and share their initial impressions with the Negotiating Committee. The Negotiating Committee, along with the support of ALPA professionals, will now begin the work of analyzing the proposal and the supporting documentation provided by the company to determine the true needs of the company. It remains our goal to reach a consensual agreement on any changes to the JCBA viewed as necessary by the MEC. * We plan to meet with the company tomorrow and next week to review the term sheet and supporting documentation in more detail.* Additionally, we will continue to work on a letter of agreement regarding upcoming realignment notices. * The company’s intended deadline for an 1113 motion in the bankruptcy court is now September 13, and, though that deadline has shifted multiple times in the past, we will commit the necessary resources to work productively with the company towards our goal of a pilot-ratified agreement. * Your Role Your role as a line pilot in these negotiations (and that’s what they are – the 1113 term sheet is a starting point and not a destination) is to stay informed and stay professional. As we move forward in the process, we will be ramping up our Pilot-2-Pilot and SPC programs so that all pilots have the information they need to make an informed decision when the time comes. We encourage every pilot to show the professionalism that brought us survival during past challenges, success during good times, and will carry us through this bankruptcy.
StarChecker
Warp this...
- Joined
- Apr 16, 2002
- Posts
- 481
ATTENTION ALL REGIONAL PILOTS:
COME BUILD A CAREER AT JETBLUE....HEY....AT LEAST IT'S BETTER THAN YOUR ***HOLE REGIONAL
Are we really back to this? Our compensation/benefits is below industry average WHEN COMPARED TO OUR PEERS: MAJOR AIRLINES
And every one of our peers has now been through bankruptcy and we're STILL below them in pay/benefits. No excuses anymore...
CE560XLPLT
Member
- Joined
- Sep 21, 2011
- Posts
- 7
Thanks for the update!
CE560XLPLT
Member
- Joined
- Sep 21, 2011
- Posts
- 7
They are at least into the low 20's. A co-worker was called yesterday for the October class and he was number 21 on the list.
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