Al Coholic
Well-known member
- Joined
- Jul 7, 2004
- Posts
- 157
February 3, 2005
To: The Comair Team
From: Fred Buttrell
Re: ERJ Visiting Cincinnati on February 11
Our proposal to work with pilots and flight attendants on Comair’s growth strategy is generating
a lot of questions and comments. There are three things I continue to hear from our work groups.
One is we want the operation to begin humming again. Second, people want to be part of one
Comair team again. Third, we want to be on the move and make the right decisions to ensure
Comair is here and offering job security 10 years from now. Many of you are very curious about
the ERJ-170. Getting more CRJ700s or the ERJ-170 depends on our ability to secure delivery
positions and financing. We are very interested in the ERJ-170, and if a picture is worth a
thousand words, the real thing is even better. That is why we are arranging to have an ERJ visit
our Cincinnati operation next Friday, February 11, for a static display and demonstration flight.
More information on the ERJ visit will be forthcoming as soon as we finalize the details.
Obviously, proposing a Comair solution that includes pilots and flight attendants to position the
company for the next 10 years has prompted questions. I want to take this opportunity to address
a few of the questions that have been asked most frequently while I have been in the crew lounges
or out in the operation. Please remember that we are working with union representatives to review
the details of our proposal.
To: The Comair Team
From: Fred Buttrell
Re: ERJ Visiting Cincinnati on February 11
Our proposal to work with pilots and flight attendants on Comair’s growth strategy is generating
a lot of questions and comments. There are three things I continue to hear from our work groups.
One is we want the operation to begin humming again. Second, people want to be part of one
Comair team again. Third, we want to be on the move and make the right decisions to ensure
Comair is here and offering job security 10 years from now. Many of you are very curious about
the ERJ-170. Getting more CRJ700s or the ERJ-170 depends on our ability to secure delivery
positions and financing. We are very interested in the ERJ-170, and if a picture is worth a
thousand words, the real thing is even better. That is why we are arranging to have an ERJ visit
our Cincinnati operation next Friday, February 11, for a static display and demonstration flight.
More information on the ERJ visit will be forthcoming as soon as we finalize the details.
Obviously, proposing a Comair solution that includes pilots and flight attendants to position the
company for the next 10 years has prompted questions. I want to take this opportunity to address
a few of the questions that have been asked most frequently while I have been in the crew lounges
or out in the operation. Please remember that we are working with union representatives to review
the details of our proposal.
[font=TimesNewRoman,Bold]
Q: Does your pay freeze proposal mean that a first-year first officer will continue to receive
first-year pay in the second year and over the life of an extended contract?
[/font]first-year pay in the second year and over the life of an extended contract?
A: First officers entering their second year would move up to the second-year pay level and
remain there during the freeze. Our intent is to discuss this same issue with the flight attendant
union. As well, first-year first officers and flight attendants along with the entire pilot and flight
attendant groups would participate in the Performance Pay Program, which provides annual
compensation based on the airline’s operational performance targeted at $1,200 for vested
employees. In 2004 the program paid out $540. The key is the entire Comair team would now be
rewarded for the operational performance of the airline.
[font=TimesNewRoman,Bold]remain there during the freeze. Our intent is to discuss this same issue with the flight attendant
union. As well, first-year first officers and flight attendants along with the entire pilot and flight
attendant groups would participate in the Performance Pay Program, which provides annual
compensation based on the airline’s operational performance targeted at $1,200 for vested
employees. In 2004 the program paid out $540. The key is the entire Comair team would now be
rewarded for the operational performance of the airline.
Q: If the pilots and flight attendants agree to your proposal, are the growth aircraft
guaranteed?
[/font]guaranteed?
A: In exchange for agreeing to the proposal, we commit to at least 10 additional CRJ200s and 25
additional 70-seat aircraft – either CRJ700s or ERJ-170s. Unless delivery positions are secured
and aircraft show up on the property there will be no changes to the working agreements.
[font=TimesNewRoman,Bold]additional 70-seat aircraft – either CRJ700s or ERJ-170s. Unless delivery positions are secured
and aircraft show up on the property there will be no changes to the working agreements.
Q: What happens to Comair’s current fleet of 164 CRJs if pilots and flight attendants do
not agree to the pay freeze proposal? Can those aircraft be taken away from Comair?
[/font]not agree to the pay freeze proposal? Can those aircraft be taken away from Comair?
A: My focus is making the decisions that make Comair a premier regional carrier for the next 10
years. That is why I feel we have to move now. I am not spending a lot of time focusing on what
happens if we cannot achieve our goal, but obviously the options are not as bright as they are if
we can capture this opportunity.
[font=TimesNewRoman,Bold]years. That is why I feel we have to move now. I am not spending a lot of time focusing on what
happens if we cannot achieve our goal, but obviously the options are not as bright as they are if
we can capture this opportunity.
Q: Does the pay freeze last until we reach a new collective bargaining agreement?
[/font]
A: We have proposed that longevity would kick back in at the end of the freeze.
2
[font=TimesNewRoman,Bold]
Q: Why did you extend the agreements for one year?
[/font]
A: If I am successful in locking in the delivery positions for 70-seat airplanes, that means we will
still be taking deliveries in 2006 and 2007. We will have to work on permanent financing during
that time for the deliveries versus interim financing that would come from the manufacturer. That
requires a stable environment at the company. We are in discussions to lock in manufacturing
slots in 2006 and 2007. We are guaranteeing that all deliveries are to happen by the first half of
2008. That would be 35 aircraft deliveries in about as many months – a pretty aggressive
schedule.
[font=TimesNewRoman,Bold]still be taking deliveries in 2006 and 2007. We will have to work on permanent financing during
that time for the deliveries versus interim financing that would come from the manufacturer. That
requires a stable environment at the company. We are in discussions to lock in manufacturing
slots in 2006 and 2007. We are guaranteeing that all deliveries are to happen by the first half of
2008. That would be 35 aircraft deliveries in about as many months – a pretty aggressive
schedule.
Q: If someone moves to a captain slot, would they stay frozen at first officer pay?
[/font]
A: No, if you upgrade to captain you would get captain pay. If you upgrade to a 70-seat first
officer position, you would get pay for that level. That is why there is ultimately more goodness
than badness in our proposal.
[font=TimesNewRoman,Bold]officer position, you would get pay for that level. That is why there is ultimately more goodness
than badness in our proposal.
Q: Why are you proposing a pay freeze versus a pay cut to get airplanes?
[/font]
A: I have to make this a Comair solution that is palatable to all work groups. I think with the pay
freeze proposal, we will be able to knit together an agreement that addresses our differences with
the other players in the industry. What we cannot do is deal with the pay increases scheduled in
June and longevity bumps thereafter.
[font=TimesNewRoman,Bold]freeze proposal, we will be able to knit together an agreement that addresses our differences with
the other players in the industry. What we cannot do is deal with the pay increases scheduled in
June and longevity bumps thereafter.
Q: How long does the pay freeze last and at what longevity and level do I come back when it
ends?
A:
ends?
A:
[/font]Although specific details remain subject to negotiation with the unions, here is a general
example of how our proposal would work. A five-year CRJ captain with an anniversary date of
July 1 who remains in that position will enter the pay freeze at the five-year pay scale of $68.13.
At years six and seven, the pay scale would remain at $68.13. When the freeze ends and
longevity resumes, at his anniversary date the captain would receive a rate of $70.23, which
would be the next longevity bump. More details will be shared after they have been negotiated
and agreed to with the union.
example of how our proposal would work. A five-year CRJ captain with an anniversary date of
July 1 who remains in that position will enter the pay freeze at the five-year pay scale of $68.13.
At years six and seven, the pay scale would remain at $68.13. When the freeze ends and
longevity resumes, at his anniversary date the captain would receive a rate of $70.23, which
would be the next longevity bump. More details will be shared after they have been negotiated
and agreed to with the union.
[font=TimesNewRoman,Bold]
Q: How does this agreement benefit flight attendants?
[/font]
A: This is a Comair solution that involves all work groups and is necessary to get us where we
need to be 10 years from now. Obviously the flight attendants are an important part of that
solution. From a flight attendant perspective there are many positives. There would be 350 new
hires and about 160 flight attendants would move off reserve to become line holders, more senior
folks would have a chance to work on a more comfortable aircraft and with growth there is a
chance for more bases. Most important is that if we are growing we can offer more job security,
which is as good as we can ask for in today’s environment. Trying to provide stability and job
security for all Comair employees is my biggest concern. In addition the flight attendants will be
in the Performance Pay Program, which means all Comair employees are in the boat rowing
together.
Thank you again for the engaging dialogue and the professional warm welcome when I am out in
the operation. I look forward to moving all three of our major corporate initiatives forward with a
collaborative approach.
need to be 10 years from now. Obviously the flight attendants are an important part of that
solution. From a flight attendant perspective there are many positives. There would be 350 new
hires and about 160 flight attendants would move off reserve to become line holders, more senior
folks would have a chance to work on a more comfortable aircraft and with growth there is a
chance for more bases. Most important is that if we are growing we can offer more job security,
which is as good as we can ask for in today’s environment. Trying to provide stability and job
security for all Comair employees is my biggest concern. In addition the flight attendants will be
in the Performance Pay Program, which means all Comair employees are in the boat rowing
together.
Thank you again for the engaging dialogue and the professional warm welcome when I am out in
the operation. I look forward to moving all three of our major corporate initiatives forward with a
collaborative approach.
