PSA needs 400 new hire pilots in 2014

"Special Selection Program", as it is called. All PSA pilots must participate, interviews given in order of seniority. The New American must hire the lesser of 4 pilots per month or 25% of annual hiring totals from within PSA. I understand that this will be re-visited now that the merger is official, mainly with respect to minimum numbers (should increase). First aircraft delivery of the 30 firm (plus 40 options) of CRJ 900's is slated for q2,2014, with 2 per month thereafter. The word is that these are not replacements for the 200's, as those are under commitment until 2018, from what I understand.

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Ziggyfuzz said:
"Special Selection Program", as it is called. All PSA pilots must participate, interviews given in order of seniority. The New American must hire the lesser of 4 pilots per month or 25% of annual hiring totals from within PSA. I understand that this will be re-visited now that the merger is official, mainly with respect to minimum numbers (should increase). First aircraft delivery of the 30 firm (plus 40 options) of CRJ 900's is slated for q2,2014, with 2 per month thereafter. The word is that these are not replacements for the 200's, as those are under commitment until 2018, from what I understand.

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Everyone MUST?? Is that so they can force the pay cap on you?
 
Screaming_Emu said:
Brownstreak
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I've always preferred the term ' Poo Streak'. To-may-to, to-mah-to. *shrugs*

I guess I can enjoy that my own company is threatening to 'Comair' us because other companies are willing to undercut others for new jets... WITH concessions... when their mainline partners are nothing but profitable. It's like that scene in the Dark Knight when the Joker takes over a gang and says there's going to be 'try outs' for new positions.

But hey, THANKS POO STREAK!

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astec said:
did their hourly wage drop? taxes increase?
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The took an across-the-board set of cuts for the promise of new airplanes. They got *very* lucky.

Considering that offer was passed to them only after Eagle pilots balked at a B scale, that they took a big cut with a profitable mainline partner says a great deal.
 
Firebird2XC said:
The took an across-the-board set of cuts for the promise of new airplanes. They got *very* lucky.

Considering that offer was passed to them only after Eagle pilots balked at a B scale, that they took a big cut with a profitable mainline partner says a great deal.
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what cuts are these?
 
astec said:
what cuts are these?
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From a thread earlier in the year. Pay rate caps, cuts for pilots that don't "up and out" and cuts in per diem and compensation for health insurance, etc.

They took a B scale- they sold out everybody's future. Capped at year 4 for FOs? They just erased any respite for FOs that don't upgrade in 4 years, and set the state for it to get worse. Caps at year 12 for Captains? So when the mainline kids aren't hiring, you're capped at step 12 for what used to go higher.

PSA pilots sold out everybody else that will ever work there- and *every* Eagle pilot currently working.

The following is a summary of the changes made to the current collective bargaining agreement (“Agreement”) by two tentative agreements reached between PSA and ALPA and one tentative agreement between US Airways Group (“Group”) and ALPA. This summary does not necessarily enumerate every change to the Agreement. Provisions of the Agreement that were not changed are not included, unless necessary to provide the context for a change. It is not intended to be, nor should it be construed as, a substitute for or interpretation of the actual contractual language.

You'll also note that if for some reason that the deliveries of aircraft don't start by a certain date, these become null and void- thereby allowing AAG and respective managers to use these as leverage to get *everybody else* to cut rates... and then if for some reason the airplanes don't make it to PSA... well, oops, no biggie.

1. Group Letter of Commitment of Large Regional Jets to PSA

• Group commits to placing no less than thirty 71-90 seat jet aircraft at PSA.

• Pilots on the PSA seniority list shall operate the aircraft.

• Commitment is in effect for the duration of the CBA.

• Commitment is binding on any successor (including Group/AMR merger).

• The dispute resolution process in PSA/ALPA contract is binding on Group.

• The Group Commitment Letter is contingent on pilot ratification of the Large Regional Jet Order Letter of Agreement (LOA #4) described below.



2. Enhanced Career Opportunities Letter of Agreement (LOA #3)

• This LOA modifies the “Career Opportunities Letter of Agreement” (LOA #1) in the current Agreement.

• Pilots hired by US Airways pursuant to LOA #3 will be placed on personal leave with PSA until they complete or fail training. If a pilot fails, he can return to his most recent position at PSA and retain his status, domicile, longevity and seniority. If a pilot is terminated after completing training, he does not retain any rights to return to PSA.

• If a pilot meets the eligibility requirements, he will be offered an interview (previously, the pilot would be “considered” for an interview).

• Interviews will be granted in seniority order.

• Previously, one requirement was that a pilot not be “the subject of active discipline.” This term was clarified to mean he is not currently suspended.

• Exempts newly upgraded PSA captains from the requirement that they be in their current position for 12 months.

• If a pilot is not offered a position, he will be given the reasons why an offer was not made.

• If a pilot interviewed but was not offered a position prior to the effective date of LOA #3, he will be granted two additional opportunities after the effective date.

• Job offers at US Airways will be made in seniority order.

• Commitment of job offers is the lesser of 25% of positions offered in a calendar year or four positions for each month US Airways hires pilots.

• Job offer commitment extends for the life of the Agreement (2023). Previously, the commitment was for 3 pilots hired per month in 2013, 2014, and 2015, then 2 positions in 2016 and 2017.

• PSA may delay a pilot’s start of training at US Airways for PSA staffing reasons, but US Airways must still comply with the job offer commitments by the end of each calendar year.

• If a pilot declines an offer, he will not be considered for a position again until he notifies PSA and US Airways that he wishes to be considered.

• The terms of LOA #3 are binding on a successor, including the merged US Airways and American.

• After the merger, the parties will meet to discuss increasing the minimum number of jobs offered to PSA pilots, taking into account the size of PSA’s pilot force relative to the other wholly owned carriers.

• No furlough. Pilots on the seniority list as of the date of ratification of LOA #3 will not be furloughed except in case of conditions beyond PSA’s and US Airways’ control.

• LOA #3 is contingent on the ratification of LOA #4.

• LOA #3 is effective January 1, 2014 and is in effect for the duration of the CBA.

• LOA #3 is null and void if no 71-90 seat aircraft are delivered by December 31, 2015 or if the merger of US Airways Group and AMR does not occur by December 31, 2015.



3. Large Regional Jet Order Letter of Agreement (LOA #4)

• Current pay rates (longevity and annual increases) in Section 3.A.1 of the Agreement remain the same through March 31, 2018.

• Pay rates are extended until March 31, 2023 with 1% yearly increases.

• All pilots will still receive pay rate increases caused by adjustments to the blended rate resulting from the addition of large jets to the fleet.

• All pilots will still receive pay rate increases of 0.03% for each large jet added to the fleet in excess of the current 49 aircraft (this calculation is done prior to calculating the blended pay rate).

• The following pay caps and pay freezes will apply to all pilots and will occur upon the delivery of the first 71-90 seat jet aircraft (anticipated to be July 2014):

o Captain longevity pay is capped at 12 years of service or the pilot’s actual years of service, whichever is greater.

o First Officer longevity pay is capped at 4 years of service or the pilot’s actual years of service, whichever is greater.

• Pilots who decline a job offer or fail training at US Airways and return to PSA will cease to receive longevity pay rate increases and April 1 annual increases at the time they decline the offer or fail training.

• Pilots who fail to fill out the required paperwork to apply for a position at US Airways prior to December 1, 2013 or within 10 months of their date of hire will be considered to have declined a job offer. Such pilots will cease to receive longevity pay rate increases and April 1 annual increases at the time their seniority would otherwise grant them an interview at Airways.

• Pilots who do not meet the eligibility requirements for a US Airways interview described in LOA #3 are not subject to the freezes to longevity and April 1 annual increases described in the two bullet points immediately above.

• Pilots who are not offered a job at US Airways after their first interview will continue to receive April 1 annual increases, but their longevity increases will be capped at the greater of their current longevity step or at 12 years (for Captains) and 4 years (for First Officers).

• Pilots who are not offered a position at US Airways after a Repeat Opportunity as described in LOA #3 following his second interview will cease to receive longevity pay rate increases and April 1 annual increases.

• Pilots at the top of the PSA pay rate scale (18 years and above) may decline a job offer at US Airways and continue to receive 1% annual increases on April 1.

• Longevity caps and freezes apply to pay rates only, not to other accruals based on longevity such as vacation, sick leave, retirement, etc.

• Current per diem ($1.65 per hour as of 4/1/2013; $1.70 as of 10/1/2014; $1.75 as of 4/1/2016 and $1.80 as of 10/1/2017) modified to eliminate the 10/1/2017 increase to $1.80.

• Current medical insurance premium cost sharing percentage of 27% for the life of the Agreement changed to 29% on 1/1/14; 31% on 1/1/15; 33% on 1/1/16; and 35% on 1/1/17.

• Duration of the Agreement extended from 5 to 10 years.

• LOA #4 is null and void if no 71-90 seat aircraft are delivered by December 31, 2015 or if the merger of US Airways Group and AMR does not occur by December 31, 2015.
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Firebird2XC said:
From a thread earlier in the year. Pay rate caps, cuts for pilots that don't "up and out" and cuts in per diem and compensation for health insurance, etc.

They took a B scale- they sold out everybody's future. Capped at year 4 for FOs? They just erased any respite for FOs that don't upgrade in 4 years, and set the state for it to get worse. Caps at year 12 for Captains? So when the mainline kids aren't hiring, you're capped at step 12 for what used to go higher.

PSA pilots sold out everybody else that will ever work there- and *every* Eagle pilot currently working.
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so you're saying that if you dont leave, you actually lose pay? Are you sure you just dont get a raise? per diem is negligible at 10 cents and health insurance, you can thank your president for any increase or decrease in that.

B-Scale? Are you saying that anyone hired after the contract was accepted is being paid less or a different rate?
 
astec said:
so you're saying that if you dont leave, you actually lose pay? Are you sure you just dont get a raise?
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Yes. If you don't get hired from your "guaranteed interview" (or decline the interview) your pay is frozen at current longevity rates for the rest of your career at PSA. In layman's terms, if you are a 6 year captain and you botch the interview at Airways, you'll be stuck at 6th year pay forever.

astec said:
B-Scale? Are you saying that anyone hired after the contract was accepted is being paid less or a different rate?
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Yes. A captain on 13th year pay when the TA was ratified will receive annual longevity raises up to 18th year pay. A current new-hire would be capped at 12th year pay as a captain (and 4th year pay as an FO).
 
adk said:
Yes. If you don't get hired from your "guaranteed interview" (or decline the interview) your pay is frozen at current longevity rates for the rest of your career at PSA. In layman's terms, if you are a 6 year captain and you botch the interview at Airways, you'll be stuck at 6th year pay forever.



Yes. A captain on 13th year pay when the TA was ratified will receive annual longevity raises up to 18th year pay. A current new-hire would be capped at 12th year pay as a captain (and 4th year pay as an FO).
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Both are incorrect.

If you are not hired after your SECOND interview, your are frozen. After the first they give you a detailed reason you weren't hired and you continue up the longevity ladder up until year 12 pay.

A captain at 13 year pay will stay at 13 year pay once the first plane arrives on property. He does not continue until year 18.

No one takes a pay cut. At all. And the incremental increase in healthcare premiums send to bring us in line with most other carriers. I'm not at all saying that's good. I'm saying that to say it puts us behind the curve and makes others negotiate down to us is untrue.

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