Fellow SWAPA Pilots,
At 1000 Herb today, the SWAPA Board of Directors held an electronic board meeting via conference call to discuss items including general business, the DEN domicile representative appointment, AirTran transition timeline, the Company's ability to meet the contractual deadline of January 1, 2015 and board direction relating to Section 6 negotiations.
After identifying the multitude of issues in our current CBA in need of attention, the board of directors during the August board meeting tasked the Negotiating Committee to investigate the viability of a seeking an agreement that would expedite addressing these concerns. This strategy would have addressed issues affecting our pilots on both sides of the cockpit due to deficiencies in our current CBA that have been revealed during this time of stagnation and transition. Some of those items included: reserve, domicile manning, retirement and monetary considerations. As with any negotiation, both parties have their own sets of "asks" and the Company was no exception. When your NC began bargaining and presenting these concerns, it was quickly realized the Company's desires were too broad and involved too many areas in the contract to expedite any agreement.
The Company also wanted to address a protracted pay scale. To be clear, this concept would begin with current first-year pay and end with our current maximum pay rate, but over an increased time period. Additional provisions in this proposal would give current pilots longevity adjustments to ensure their pay remains in parity with their current rate, and going forward they would only apply to new hire pilots. We view this proposal as a new B-scale.
Additionally, Southwest expressed the desire to address minimum productivity metrics for eligibility of Company-funded insurance. We felt this wasn't an issue we should consider while addressing the viability of a short-term bargaining path. While we understand this has been an issue for other work groups, the Company has not identified the pilots as a problem in regard to being productive.
Despite lack of resolution to date, valuable progress has been made, talks are productive and will continue. After lengthy discussions on these and other points, we found that a traditional bargaining timeline for Section 6 would be required to effectively address each issue appropriately. Time spent discussing these items was not lost. We have identified issues and concerns, and now better understand some of these elements as we move forward in bargaining. SWAPA remains committed to enhancing our contract equitably and as we progress. Look forward to more frequent updates.
Finally, I want to report on the Company's progress on the transition. They now appear more confident they will comply with our transition deadline of Jan. 1, 2015. It seems the Company has the ability to expedite the transition in a way that safely moves all operations under Southwest Airlines. This will result in the capturing of the upgrades afforded in Side Letter 10. I appreciate the pilot group's concern with this issue and allowing the Association to work alongside the Company in an effort to find a mutually beneficial solution. SWAPA's position all along has been that the only solution is to comply with our contractual agreement.
Fly Safe,
At 1000 Herb today, the SWAPA Board of Directors held an electronic board meeting via conference call to discuss items including general business, the DEN domicile representative appointment, AirTran transition timeline, the Company's ability to meet the contractual deadline of January 1, 2015 and board direction relating to Section 6 negotiations.
After identifying the multitude of issues in our current CBA in need of attention, the board of directors during the August board meeting tasked the Negotiating Committee to investigate the viability of a seeking an agreement that would expedite addressing these concerns. This strategy would have addressed issues affecting our pilots on both sides of the cockpit due to deficiencies in our current CBA that have been revealed during this time of stagnation and transition. Some of those items included: reserve, domicile manning, retirement and monetary considerations. As with any negotiation, both parties have their own sets of "asks" and the Company was no exception. When your NC began bargaining and presenting these concerns, it was quickly realized the Company's desires were too broad and involved too many areas in the contract to expedite any agreement.
The Company also wanted to address a protracted pay scale. To be clear, this concept would begin with current first-year pay and end with our current maximum pay rate, but over an increased time period. Additional provisions in this proposal would give current pilots longevity adjustments to ensure their pay remains in parity with their current rate, and going forward they would only apply to new hire pilots. We view this proposal as a new B-scale.
Additionally, Southwest expressed the desire to address minimum productivity metrics for eligibility of Company-funded insurance. We felt this wasn't an issue we should consider while addressing the viability of a short-term bargaining path. While we understand this has been an issue for other work groups, the Company has not identified the pilots as a problem in regard to being productive.
Despite lack of resolution to date, valuable progress has been made, talks are productive and will continue. After lengthy discussions on these and other points, we found that a traditional bargaining timeline for Section 6 would be required to effectively address each issue appropriately. Time spent discussing these items was not lost. We have identified issues and concerns, and now better understand some of these elements as we move forward in bargaining. SWAPA remains committed to enhancing our contract equitably and as we progress. Look forward to more frequent updates.
Finally, I want to report on the Company's progress on the transition. They now appear more confident they will comply with our transition deadline of Jan. 1, 2015. It seems the Company has the ability to expedite the transition in a way that safely moves all operations under Southwest Airlines. This will result in the capturing of the upgrades afforded in Side Letter 10. I appreciate the pilot group's concern with this issue and allowing the Association to work alongside the Company in an effort to find a mutually beneficial solution. SWAPA's position all along has been that the only solution is to comply with our contractual agreement.
Fly Safe,