PDT/PSA TA info?

[kf4amu]

Oops. I thought you were talking about psa.

Whoops, I should have specified. I think the Airways hiring deal is the same for them, FWIW.

 

[ALGFLYR]

PIEDMONT MEC UPDATE – FEBRUARY 23, 2013

Fellow Pilots:

As you know, the Piedmont Negotiating Committee reached a Tentative Agreement (TA) that the Piedmont Master Executive Council unanimously approved and strongly recommends that you ratify in the upcoming membership ballot.

The Agreement (attached) includes many significant improvements that include:

· A Career Progression Agreement, signed by US Airways, that provides opportunities for mainline hiring by guaranteeing that approximately one-half of all mainline new hire classes come equally from Piedmont and PSA.

· A signing bonus equal to 6% based on 2012 W-2 wages for all pilots on the payroll, to be awarded in April 30 paycheck.

· New pay rates that increase 2.5% on date of signing and continue to increase every anniversary date of the 5-year agreement.

· Deadhead Pay that improves from 50% to 75% and higher Per Diem rates.

· Higher Monthly Guarantees for line-holders and reserves.

· A Minimum of eleven (11) days off for hard, buildup, and reserve lines.

· Increases in the 401(k) company payments.

Just as important, the Negotiating Committee fought off the vast majority of concessions sought by the Company at the start of negotiations. In the end, the Association agreed that two areas of our contract required modest changes to better reflect current circumstances and industry benchmarks: health care premiums and leave of absence provisions.

Piedmont pilots pay a significantly lower portion of health care premiums―approximately 8% of the cost―than virtually all other pilot groups. In fact, pilot premiums at other similar carriers generally range between 25% and 30% of cost. The Negotiating Committee agreed to gradual increases over the life of the Agreement that will increase cost to a maximum of 18%. But over the first three years, any increases will be limited to a specific dollar amount to provide a gradual transition to the higher premiums. Other changes, including the eventual elimination of the indemnity plan and small increases to the Short Term Disability (STD) bank, were also agreed to and will be explained at the road shows. Changes to the Leaves of Absence section basically limit the time that pilots can remain on medical leave while still providing a more flexible approach than most other similar contracts.

The Negotiating Committee will be visiting all domiciles this week and next to detail the contract changes and to answer your questions. The road show schedule is below. We hope you will attend one of these meetings to learn more about the TA.

You will be receiving your ballot materials soon, as the ratification vote begins on Tuesday, March 5, at 10:00 a.m. EST and ends on Friday, March 22, at 10:00 a.m. EDT.

Given the challenging collective bargaining environment for regional carriers, the very significant improvements to many areas of our contract, and the modest company requested offsets that were agreed to, both the MEC and the Negotiating Committee feel strongly that this is an agreement that we can be proud of and unanimously recommend your vote in favor of it.


Sincerely,

Bruce Freedman Matthew Berson
Piedmont MEC Chairman Negotiating Committee Chairman

 

[ALGFLYR]

SECTION 1: RECOGNITION AND JOB SECURITY

· Career Opportunities at US Airways: a specific number of Piedmont pilots will be hired for each new hire class at US Airways. Letter of Agreement to be signed by US Airways (New LOA).

SECTION 2: DEFINITIONS

· Award date (New provision for canceled bids).
· Involuntary displacement (Clarification).
· Permanent bid award (Clarification).
· Relocating pilot: must move more than 50 miles to within 100 miles of new base or hub (Currently no mileage limit).
· Voluntary displacement (Clarification).
· Training definitions added.

SECTION 3: COMPENSATION

· Signing bonus of 6% based on 2012 W-2 wages.
· Pay rates: See attached chart.
· Monthly Guarantee of 75 hours (Currently 72 hours).
· Extensions for reserve pilots (New provision).
· When a reserve pilot is assigned to a trip for pay purposes (New provision).
· Flight deadhead pay increases to 75% on date of signing plus 3 months (Currently 50%).
· 15 minutes pay for drug/alcohol test (Currently no pay).
· Paycheck hourly distribution 50/25 hours (Currently 50/22).

SECTION 5: TRAVELING EXPENSES

· Per Diem rate increases to $1.70 on January 1, 2014 (Currently $1.55).
· International Per Diem increased to $10 per night (Currently $5).
· Additional hotel standards.
· Hotel room in domicile under certain circumstances (New provision).

SECTION 6: MOVING EXPENSES

· Relocating Pilot has to move at least 50 miles to within 100 miles of new domicile or hub (Currently no mileage limit).
· Expense reimbursement of $300 for a relocating pilot and $150 for a non-relocating pilot (Currently $200).
· Increase termination/hookup reimbursement to $300 (Currently $200).

SECTION 7: VACATION

· Displaced/Forced Move Pilot may carry one vacation slot to new domicile (New provision).

SECTION 8: DEADHEAD

· Deadhead to and from training to and from your home (Currently from base only).

SECTION 10: MANAGEMENT FLYING AND PART TIME TRAINING PILOTS

· Part-Time Training pilot pay.
· Retainer $240, $250 at date of signing plus 18 months (Currently $220).
· Daily retainer $60, $65 at date of signing plus 18 months (Currently $55).
· Line check retainer $50 (Currently $40).
· IOE retainer $95, $100 at date of signing plus 18 months (Currently $85).

SECTION 11: TRAINING

· Numerous changes to incorporate AQP terminology into the contract.
· All training records will be emailed to a pilot after a written request (New provision).
· Pilot may file an objection to contents of his/her training record (New provision).
· Pilot will not be recorded during training without his consent (New provision).
· Company may not use AQP to circumvent the contract (New provision).
· ALPA access to the AQP manual (New provision).
· No permanent freeze after withdrawal from 2nd upgrade attempt (New provision).
· Except for ground school, a pilot may request a change of instructor (New provision).
· Maximum length of daily ground training reduced to 8 hours (Currently 9 hours).
· 2 consecutive days off in 7 during training (Currently one day off).
· 10 hours of rest between flight training sessions (Currently 9 hours).
· Clarification of days off after completion of SOE.
· 4 hour maximum simulator session (Currently 5).

SECTION 12: HOURS OF SERVICE

· Minimum of 11 days off (Currently 10).
· Duty and rest limits after a forced overnight (New provision).
· Current contract provisions to remain in effect until new Flight Time/Duty Time regulations implemented.
· New Flight Time/Duty Time regulations will replace current Section 12 Duty/Rest provisions (New LOA).
· Substantial changes to the new Flight Time/Duty Time regulations subject to agreement and/or grievance (New LOA).

SECTION 13: LEAVES OF ABSENCE

· Medical leave for probationary pilots reduced to 1 year (Currently 5 years).
· Medical leave for pilots with 1-5 years longevity reduced to 3 years (Currently 5 years).
· Medical leave for pilots with over 5 years longevity limited to 10 years total (Currently no limit).
· Pilots currently on medical leave grandfathered under current provisions (Clarification).
· Pilot retains health insurance while on medical leave (Clarification).
· Pilots on personal leave accrue seniority and longevity for 30 days (Currently do not accrue seniority or longevity).
· Maternity leave increased to 12 weeks (Currently 6 or 8 weeks).

SECTION 15: PHYSICAL STANDARDS

· Incorporated alcohol testing LOA.

SECTION 17: PRISONER, HOSTAGE, OR HIJACKING

· Online form for Section 17 benefits.

SECTION 19: INVESTIGATION AND DISCIPLINE

· Written notice for disciplinary fact finding meeting to include subject matter (New provision).
· Who the Company may discuss disciplinary matters with (Clarification).
· Pilot option to pursue disciplinary grievance through system board or through normal grievance process (New provision).

SECTION 20: GRIEVANCES

· Procedure to hear disciplinary grievances (New provision).
· Disciplinary grievance cannot be heard by manager who issued the discipline (New provision).
· Grievance Review Board implemented to streamline grievance resolution (New LOA).

SECTION 21: SYSTEM BOARD OF ADJUSTMENT

· Expanded procedure for maintaining list of arbitrators.

SECTION 22: SENIORITY

· New hire seniority by Date of Birth (Currently by Social Security Number).
· Company to provide ALPA with seniority list (New provision).

SECTION 23: REDUCTION IN FORCE, FURLOUGH AND RECALL

· Recall procedure for short term furloughs (New provision).
· Furloughees entitled to health insurance at Cobra rates. (New provision).
· Voluntary Furlough Program (New provision).

SECTION 24: PROMOTIONS AND FILLING OF VACANCIES

· Procedure for cancelled bid (New provision).
· On-line bidding of permanent vacancies (New provision).
· TDY mileage rate $.40 per mile. (Currently 31.5)

SECTION 25: SCHEDULING

· Conversion to all electronic bidding (New provision).
· Minimum of 11 days off for Hard, Buildup and Reserve lines (Currently 10).
· Pushup Interface trips cannot go on a line if it would take the line over 90 hours. (Clarification).
· Maximum Reserve On Call/Duty: 16 hours (Clarification).
· Call for Reserve Period: 1700 – 2100 (Currently 0000 – 2100).
· Reserve may be assigned trip two days ahead (Currently one day ahead).
· Reserve call back 15 minutes from contact (Clarification).
· All electronic process for pilot to pilot trip trades (New provision).
· 48 hour trip trades increase to 8 days when system fully automated (Currently 6 days).
· Reserves may add a trip on a day off if no conflict (Clarification).
· Last minute swaps will be approved with 30 minute notice (Currently 20 minutes).
· Company must provide crew card prior to departure until fully automated (New provision).

SECTION 26: GENERAL

· Passport renewal expenses (Clarification).
· Uniform change paid by Company (Currently prorated reimbursement).
· Uniform allowance: $25 per month (Currently reimbursed for ½ the cost of replacement items).
· Crew room: Clean, comfortable and away from public access (Currently no requirements).

SECTION 27: INSURANCE

· Health Insurance Premiums: Graduated increases in premiums over current contractual increases (See attached chart).
· Dental Insurance Premiums: No increase in premiums over current contractual increases.
· Indemnity Insurance plan frozen to new entrants (Currently not frozen).
· Company to offer additional health insurance plan with lower premiums in 2014 (New provision).
· Short Term Disability Bank funding increased to 1500 hours (Currently 900 hours).
· Short Term Disability Bank deductions increased to 1 hour per month (Currently ½ hour per month).
· Company will meet with Association to share health insurance data and cost information (New LOA).

SECTION 28: RETIREMENT

· Social Security Bridge deleted with no prejudice to ongoing Grievance.
· 401K company match increased by 2% of wages for pilots with defined benefit plan (See attached chart).
· 401K company match increased by 3% of wages for pilots not in defined benefit plan (See attached chart).

SECTION 31: DURATION

· 5 years
· 180 Day opener