upup89
Well-Known Member
I. Commuter Policy
1)The intent of the language is to protect a pilot who makes a good effort to get to work. No more disciplinary action for commuting failures if a few conditions are met.
2)Pilots must register as a commuter pilot, but previous provisions related to investigating sick calls have been removed.
3)One primary and one backup flight with no specific number of available seats. The jumpseat counts as an available seat.
4)Company-paid hotels for commuters who choose to commute the day prior to a trip. Each commuter pilot may receive four of these per month.
II. Alternate Deadhead
1)Pilots will not lose deadhead pay when they chose to cancel a deadhead to or from an assignment.
2)Example 1. An IAD-based pilot has a trip that begins with a deadhead from IAD-EWR. The pilot lives in CLE, attempts to commute to IAD but finds an available seat on a flight from CLE-EWR. The pilot calls scheduling to cancel his deadhead, and is paid for the deadhead.
3)Example 2. An EWR-based instructor pilot is scheduled to deadhead from EWR to ATL. The pilot intends to commute from CLE to ATL, so he calls scheduling to cancel his deadhead form EWR to ATL. The pilot is paid for the deadhead.
III. Uniforms
1)New-hire uniform costs will now be payroll-deducted across 20 months, with the deduction offset by a $25 credit each month.
IV. Parking
1)Existing language on in-domicile parking.
2)Commuters will now be reimbursed for their cost to park at home, for the lesser of their actual cost, or the cost to park in domicile.
V. Pay Rates
1)Pay rate increases for all pilots on property.
2)1st F/O pay $30/hr, 2nd year $32, 7 year cap of $37
3)No more q300 override for first officers
4)Except 1-3 year captains, all captains receive $4/hr raise on the Q200
5)1-3 year captains receive slightly more than $4/hr
6)New pay scale created for Q300 captains: Q200 + $5/hr
While this LOA does not completely bring us up to par with some other pilot groups, it is a great step forward. It addresses major concerns for commuters, increases pay, and helps incoming pilots afford their uniforms. It should improve pilot quality of life, and we hope to improve QOL even further as our Scheduling Committee continues to learn the ins and outs of how to build better schedules and lines with our new PBS system. If the agreement is ratified and slows our attrition, this alone should ease the staffing constraints that are currently making all of us work so hard.
LOA 8 is NOT an extension of our existing contract, or a new contract. The agreement provides mid-contract improvements in advance of our amendable date, which is still December 1, 2015. Later this year the Negotiating Committee will begin planning for our upcoming contract negotiations, where we hope to raise pay and QOL even further along with other improvements to our CBA.
Here is the rest of the E-mail
1)The intent of the language is to protect a pilot who makes a good effort to get to work. No more disciplinary action for commuting failures if a few conditions are met.
2)Pilots must register as a commuter pilot, but previous provisions related to investigating sick calls have been removed.
3)One primary and one backup flight with no specific number of available seats. The jumpseat counts as an available seat.
4)Company-paid hotels for commuters who choose to commute the day prior to a trip. Each commuter pilot may receive four of these per month.
II. Alternate Deadhead
1)Pilots will not lose deadhead pay when they chose to cancel a deadhead to or from an assignment.
2)Example 1. An IAD-based pilot has a trip that begins with a deadhead from IAD-EWR. The pilot lives in CLE, attempts to commute to IAD but finds an available seat on a flight from CLE-EWR. The pilot calls scheduling to cancel his deadhead, and is paid for the deadhead.
3)Example 2. An EWR-based instructor pilot is scheduled to deadhead from EWR to ATL. The pilot intends to commute from CLE to ATL, so he calls scheduling to cancel his deadhead form EWR to ATL. The pilot is paid for the deadhead.
III. Uniforms
1)New-hire uniform costs will now be payroll-deducted across 20 months, with the deduction offset by a $25 credit each month.
IV. Parking
1)Existing language on in-domicile parking.
2)Commuters will now be reimbursed for their cost to park at home, for the lesser of their actual cost, or the cost to park in domicile.
V. Pay Rates
1)Pay rate increases for all pilots on property.
2)1st F/O pay $30/hr, 2nd year $32, 7 year cap of $37
3)No more q300 override for first officers
4)Except 1-3 year captains, all captains receive $4/hr raise on the Q200
5)1-3 year captains receive slightly more than $4/hr
6)New pay scale created for Q300 captains: Q200 + $5/hr
While this LOA does not completely bring us up to par with some other pilot groups, it is a great step forward. It addresses major concerns for commuters, increases pay, and helps incoming pilots afford their uniforms. It should improve pilot quality of life, and we hope to improve QOL even further as our Scheduling Committee continues to learn the ins and outs of how to build better schedules and lines with our new PBS system. If the agreement is ratified and slows our attrition, this alone should ease the staffing constraints that are currently making all of us work so hard.
LOA 8 is NOT an extension of our existing contract, or a new contract. The agreement provides mid-contract improvements in advance of our amendable date, which is still December 1, 2015. Later this year the Negotiating Committee will begin planning for our upcoming contract negotiations, where we hope to raise pay and QOL even further along with other improvements to our CBA.
Here is the rest of the E-mail
