CommutAir

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Bottom line is I think United already had a plan for XJT long before CommutAir's CPP. I just don't think it's right that XJT feels some type of way against C5 pilots.
 
There's probably less than 10% left at Xjt that could have flowed. If they are upset at Commute air then they are mad at the wrong person.


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AQP training was mentioned in the ALPA conference call last night, but nothing other than talk. The TA appears fair and not concessionary, with big improvements in work rules and benefits rather than out and out hourly rates.

Is there some language more beneficial to the company regarding our transition to a two fleet carrier? Perhaps, but for going into uncharted waters for C5, it's not entirely favorable to the company. Industry leading no, but better than the usual 5th place C5 has been, in my opinion. I'll wait until I see the whole thing before voting. But it sounds like a fair deal to me as of now.
 
My completely biased overview:
It's a good agreement. Everyone makes a fair amount more money. Bidding restrictions are structured to prevent high training costs, but not to prevent people from switching airplanes.
Other than pay and the bidding restrictions? This agreement makes so many changes, fixes so many issues that pilots were concerned with. I am biased, but my vote is yes.
 
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Mostly a quick copy and paste of highlights of the TA, some details are in (bold).

·50-seat jet captain pay rates that are within the regional industry average for that equipment.
( 1st year F/O all types: $36. First year Dash CA: $51.84 First year 145 CA: $63.)

·Top-scale jet captain rates will reach $106.39 by the end of the contract term.

·Top-scale Q200 Captain rates will reach $80.95 by the end of the contract term.

(Both above CA rates are for 20 year captains, which I think we have 3 or 4 right now. Most C5 Captains are 4 or 5 years, so that's about $67-$69 for the 145 and about $57-$59 for the Dash)

·8-12 percent raises for DHC-8-200 Captains (making these rates better than Piedmont’s).
·Q300 override will now be tiered and will increase with longevity (between $5 and $8).
·Per Diem will increase to $1.70 now and to $1.85 in two years.
·Raises for all training pilots.

·Increased deadhead pay. ( 50% now, 75% DOS and 100% by the end of contract)

·Improvements to sick leave, vacation and leaves of absence. (Better accrual rates and usage)

·Reserve pilots who complete standup(CDO) on the last day of reserve will now be released
·Reserve pilots with no assignment by 19:00 will be released.
( Above reserve rules are a HUGE improvement, e.g. Scheduling would give you the required rest and then have you come back after a CDO)

·Pilot share of health insurance premiums will decrease from current 40.5 percent to 35 percent in 2016, and 30 percent in 2017.

·Company matching retirement contributions between 1 percent and 6 percent depending on longevity. (Currently no 401k match, for most of us it will be 2% match)

·Up or Out training policy eliminated.

All this is in addition to the industry-leading commuter policy negotiated in LOA 8 just 18 months ago.
( 4 Company paid hotels per month for commuters. Currently can only use at the beginning or in between trips, TA changes this to whenever needed. Also hotel in base if on a trip and cancels in base)

Min Guarantee Day with TA 3.75, currently 3.0
4.5 hours pay for Stand-up/CDO currently 3.0
Standup/CDO line holders get extra 2 commuter hotel rooms per month
$17.50/mo "no questions asked" uniform allowance and upkeep.
Max Duty limit is 14 hours

The jet transition language increases the amount of CQF's ( Captain Qualified First Officers) from 5% to 10% of seniority list.
12 month limit on CQF duty is eliminated
18/24 month seat lock for upgrades, there are variations on this.

I've been in upgrade training for the past week since this TA was announced, so I'm not sure what the feelings are in the crewrooms to this TA. As I understand, since the 145's will be IAD based, the IAD people are happy enough with it, the EWR people are not (totally understandable).
 
Is there any word on how many UA will be interviewing /month? Or does the SSP you guys have not work that way? I apologize if this has been answered before, but I haven't read anything about those particulars.
 
How are C5's -145 going to be IAD based with TSA already there on the -145? I would have thought C5 would be flying them out of EWR?
 
Max Power said:
Mostly a quick copy and paste of highlights of the TA, some details are in (bold).

·50-seat jet captain pay rates that are within the regional industry average for that equipment.
( 1st year F/O all types: $36. First year Dash CA: $51.84 First year 145 CA: $63.)

·Top-scale jet captain rates will reach $106.39 by the end of the contract term.

·Top-scale Q200 Captain rates will reach $80.95 by the end of the contract term.

(Both above CA rates are for 20 year captains, which I think we have 3 or 4 right now. Most C5 Captains are 4 or 5 years, so that's about $67-$69 for the 145 and about $57-$59 for the Dash)

·8-12 percent raises for DHC-8-200 Captains (making these rates better than Piedmont’s).
·Q300 override will now be tiered and will increase with longevity (between $5 and $8).
·Per Diem will increase to $1.70 now and to $1.85 in two years.
·Raises for all training pilots.

·Increased deadhead pay. ( 50% now, 75% DOS and 100% by the end of contract)

·Improvements to sick leave, vacation and leaves of absence. (Better accrual rates and usage)

·Reserve pilots who complete standup(CDO) on the last day of reserve will now be released
·Reserve pilots with no assignment by 19:00 will be released.
( Above reserve rules are a HUGE improvement, e.g. Scheduling would give you the required rest and then have you come back after a CDO)

·Pilot share of health insurance premiums will decrease from current 40.5 percent to 35 percent in 2016, and 30 percent in 2017.

·Company matching retirement contributions between 1 percent and 6 percent depending on longevity. (Currently no 401k match, for most of us it will be 2% match)

·Up or Out training policy eliminated.

All this is in addition to the industry-leading commuter policy negotiated in LOA 8 just 18 months ago.
( 4 Company paid hotels per month for commuters. Currently can only use at the beginning or in between trips, TA changes this to whenever needed. Also hotel in base if on a trip and cancels in base)

Min Guarantee Day with TA 3.75, currently 3.0
4.5 hours pay for Stand-up/CDO currently 3.0
Standup/CDO line holders get extra 2 commuter hotel rooms per month
$17.50/mo "no questions asked" uniform allowance and upkeep.
Max Duty limit is 14 hours

The jet transition language increases the amount of CQF's ( Captain Qualified First Officers) from 5% to 10% of seniority list.
12 month limit on CQF duty is eliminated
18/24 month seat lock for upgrades, there are variations on this.

I've been in upgrade training for the past week since this TA was announced, so I'm not sure what the feelings are in the crewrooms to this TA. As I understand, since the 145's will be IAD based, the IAD people are happy enough with it, the EWR people are not (totally understandable).
Click to expand...


I completely forgot about the flow through with UAL! There is that, but I'm not 100% on the details with it. I want to say 10 pilots a year? More of an SSP is what I understand, but I'm not entirely certain on any of that. Mainly because I'm not counting on it? It's been attempted before, but that was before United had 40% stake of C5.

10 pilots a year wouldn't be much, but right now we're only 180-ish pilot group.
 
kaudbron said:
How are C5's -145 going to be IAD based with TSA already there on the -145? I would have thought C5 would be flying them out of EWR?
Click to expand...

Not 100% sure on TSA's position in IAD or UAL's plans for them. Company has said our 145's will be IAD based only. There is talk of maybe another base (IAH or ORD has been whispered) but there's nothing initially about it.
 
CFIscare said:
Boy I tell ya, it certainly is refreshing to see regional TA's that are not concessionary.
Click to expand...

This is a complete overhaul of the company too. Right now, we're 25 planes and about 180 pilots (including training guys and gals,who are line pilots and management). 40 145's total, but even if we only get half of that, that will double our size and fleet types! I can't imagine how this place will look in a year ( provided all goes to plan). I may be, for once in my career, at the right place at the right time. I have no idea of course, but it's exciting and scary at the same time.
 
chrisreedrules said:
Is there any word on how many UA will be interviewing /month? Or does the SSP you guys have not work that way? I apologize if this has been answered before, but I haven't read anything about those particulars.
Click to expand...

2016 will be ten pilots hired. 2017 will be 10% of the CommutAir pilot group or 5% of United's total hiring, whichever is greater. Big movement in 2017.
 
Jpax said:
2016 will be ten pilots hired. 2017 will be 10% of the CommutAir pilot group or 5% of United's total hiring, whichever is greater. Big movement in 2017.
Click to expand...


Is this set in stone or is it something United can simply say sorry, nevermind?
 
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