Colgan Air FA contract
- Thread starter Qgar
- Start date
Qgar
New Member
Well, I guess any contract is better than no contract so....
I've never been a member of any union and may be ignorant to some things, but I believe the contract could have been better and I'm not too comfortable with the USW representing us. I would much rather have had AFA. Time will tell, I guess.
I'm also thinking of becoming involved with one of the committees (hotel committee, if they have one, perhaps).
I've never been a member of any union and may be ignorant to some things, but I believe the contract could have been better and I'm not too comfortable with the USW representing us. I would much rather have had AFA. Time will tell, I guess.
I'm also thinking of becoming involved with one of the committees (hotel committee, if they have one, perhaps).
blee256
Well-Known Member
They should have one, but if they don't, let your union leadership know that you are interested in heading it up. They can never have too many volunteers.
Cruise
Well-Known Member
For those who are curious. Here are some highlights of the new FA contract. I don't have all the information, and as such, some sections have no info. Some good stuff in there...some not so good. But, it's certainly a step in the right direction.
Basic Highlights: Colgan Air Flight Attendant Contract
Section 1
Purpose and Scope
a. Scope Clause
b. A new agreement can be negotiated with regard to work rules and compensation for duty on new aircraft.
c. Voice in the company.
d. Committees
e. Job protection-successor language
f. Just cause-accountability
g. No strike/no lockout.
Section 2
Definitions
a. Calendar day off instead of 24 hours
Section 3
Grievance System
a. Right to union representation for disciplinary actions
b. Mediation and arbitration
Section 4
General
a. Right to look at your file
b. Reduced lost badge fee from $50 to $25
c. Space positive back to home base if injured, on first available flight
d. You will not be penalized for union work
Section 5
Scheduling
a. Scheduling Committee
b. Calendar day off
c. Stand up overnights and after first return to base
d. Maximum 4 consecutive nights away from base
e. No two duty periods scheduled in one day
f. Bids will come on a regular time
g. No junior manning for hot reserve or home reserve
h. If two people show up for work at the same time, the senior person can choose to take the trip, sit reserve, or be released.
i. Trip trades can be made 48 hours ahead instead of 72 hours-quicker trip trade approval (within 48 hours of being sent in)
j. 14 hour limit for home reserve
k. Report time for hubs MAY BE extended to 90 minutes
l. When there is a completed assignment, a 2 hour limit to be notified of another assignment. This is for reserves.
m. Hot reserve can ask for early release
n. 10 minute response time when on reserve to return the call (instead of 5 minutes)
o. If you have to go beyond your 14 hour duty day and a reserve could have been call in, you will be paid an extra 25% of your hourly rate.
p. Meal period or 1 hour compensation if you are scheduled for a duty day of more than 10 hours.
Section 6
Hours of Service
a. 1 hour report time for the Q instead of 90 minutes
b. Notification from Crew Scheduling if your scheduled report time is delayed by more than 2 hours.
Section 7
Seniority
a. Seniority list-monthly
b. Able to go to another craft (job within Colgan Air voluntarily) and keep seniority for 18 months.
Section 8
Filling of Positions
a. 4 consecutive days off to move
b. 14 days notice between base change approval and report date to new base
Section 9
Displacement, Furlough, and Recall
a. If you get displaced, you have 4 consecutive days off to move (instead of 3)
b. 14 days notice between base change approval and report date to new base
c. Furlough went from 3 months to 12 months
Section 10
Leave of Absence
a. Maternity Leave - 3 months
b. Extension of "immediate family" for bereavement leave purposes
c. Jury duty allowance 10 days (which is up from 5 days)
d. Not required to use vacation in conjunction with FMLA leave
Section 11
Physical Exams
Section 12
Training
a. Increase in pay credit for recurrent or transition classes
b. Training committee
Section 13
Sick Leave
a. Rules for when a doctor's note is wanted by company
b. Being able to use 1 sick day per year for medical appointments
c. The company shall return you to base as soon as possible using positive space when you are ill or injured away from base.
d. Sick days accrued can be rolled over in the next year, total time 30 days (112.5 hours)
Section 14 Vacation
a. 30 days notice when vacation is cancelled by company
b. You can request to change vacation with 45 days notice (down from 60 days)
c. 1 week vacation of your vacation time can be split
Section 15 Uniforms
a. Reduction in payroll deduction for uniforms purchased ($30 per check instead of $50)
b. Voice in future uniform changes
c. $200 per year uniform allowance (you can $50 of this for approved shoes)
d. $200 per year uniform allowance increases to $225 after 1 year of union contract signing
Section 16 Insurance and 401 K
Section 17
Traveling and Moving Expenses
a. Per diem increase to $1.40 per hour
b. Per diem increases to $1.45 per hour one year after union contract signing
c. You can choose which airport to have your Colgan paid parking (with limitations)
d. 4 consecutive days to move instead of 3
Section 18 Compensation
a. Small additional raise - new pay scale
b. 100% pay for ferry flights instead of dead head time
c. Off-site drug testing pay credit
d. Extension pay credit for trips added outside the original calendar day
e. Faster pay error correction
f. Morning flight attendant performing the RON security check will receive an extra 15 minute pay credit
Section 19
Dead Head
Section 20
Duration
Section 21
Agency Shop and Dues Check Off
Section 22 Retirement
ALSO:
a. New commuter clause for FA's
b. Opportunity to work part time, yes, part time flight attendants
c. 6 year union contract but with ability to re-open sections 16, 17, and 18 after 3 years which would reopen negotiations on wages and/or benefits
d. Dues will be 1.3% of your monthly gross pay
Basic Highlights: Colgan Air Flight Attendant Contract
Section 1
Purpose and Scope
a. Scope Clause
b. A new agreement can be negotiated with regard to work rules and compensation for duty on new aircraft.
c. Voice in the company.
d. Committees
e. Job protection-successor language
f. Just cause-accountability
g. No strike/no lockout.
Section 2
Definitions
a. Calendar day off instead of 24 hours
Section 3
Grievance System
a. Right to union representation for disciplinary actions
b. Mediation and arbitration
Section 4
General
a. Right to look at your file
b. Reduced lost badge fee from $50 to $25
c. Space positive back to home base if injured, on first available flight
d. You will not be penalized for union work
Section 5
Scheduling
a. Scheduling Committee
b. Calendar day off
c. Stand up overnights and after first return to base
d. Maximum 4 consecutive nights away from base
e. No two duty periods scheduled in one day
f. Bids will come on a regular time
g. No junior manning for hot reserve or home reserve
h. If two people show up for work at the same time, the senior person can choose to take the trip, sit reserve, or be released.
i. Trip trades can be made 48 hours ahead instead of 72 hours-quicker trip trade approval (within 48 hours of being sent in)
j. 14 hour limit for home reserve
k. Report time for hubs MAY BE extended to 90 minutes
l. When there is a completed assignment, a 2 hour limit to be notified of another assignment. This is for reserves.
m. Hot reserve can ask for early release
n. 10 minute response time when on reserve to return the call (instead of 5 minutes)
o. If you have to go beyond your 14 hour duty day and a reserve could have been call in, you will be paid an extra 25% of your hourly rate.
p. Meal period or 1 hour compensation if you are scheduled for a duty day of more than 10 hours.
Section 6
Hours of Service
a. 1 hour report time for the Q instead of 90 minutes
b. Notification from Crew Scheduling if your scheduled report time is delayed by more than 2 hours.
Section 7
Seniority
a. Seniority list-monthly
b. Able to go to another craft (job within Colgan Air voluntarily) and keep seniority for 18 months.
Section 8
Filling of Positions
a. 4 consecutive days off to move
b. 14 days notice between base change approval and report date to new base
Section 9
Displacement, Furlough, and Recall
a. If you get displaced, you have 4 consecutive days off to move (instead of 3)
b. 14 days notice between base change approval and report date to new base
c. Furlough went from 3 months to 12 months
Section 10
Leave of Absence
a. Maternity Leave - 3 months
b. Extension of "immediate family" for bereavement leave purposes
c. Jury duty allowance 10 days (which is up from 5 days)
d. Not required to use vacation in conjunction with FMLA leave
Section 11
Physical Exams
Section 12
Training
a. Increase in pay credit for recurrent or transition classes
b. Training committee
Section 13
Sick Leave
a. Rules for when a doctor's note is wanted by company
b. Being able to use 1 sick day per year for medical appointments
c. The company shall return you to base as soon as possible using positive space when you are ill or injured away from base.
d. Sick days accrued can be rolled over in the next year, total time 30 days (112.5 hours)
Section 14 Vacation
a. 30 days notice when vacation is cancelled by company
b. You can request to change vacation with 45 days notice (down from 60 days)
c. 1 week vacation of your vacation time can be split
Section 15 Uniforms
a. Reduction in payroll deduction for uniforms purchased ($30 per check instead of $50)
b. Voice in future uniform changes
c. $200 per year uniform allowance (you can $50 of this for approved shoes)
d. $200 per year uniform allowance increases to $225 after 1 year of union contract signing
Section 16 Insurance and 401 K
Section 17
Traveling and Moving Expenses
a. Per diem increase to $1.40 per hour
b. Per diem increases to $1.45 per hour one year after union contract signing
c. You can choose which airport to have your Colgan paid parking (with limitations)
d. 4 consecutive days to move instead of 3
Section 18 Compensation
a. Small additional raise - new pay scale
b. 100% pay for ferry flights instead of dead head time
c. Off-site drug testing pay credit
d. Extension pay credit for trips added outside the original calendar day
e. Faster pay error correction
f. Morning flight attendant performing the RON security check will receive an extra 15 minute pay credit
Section 19
Dead Head
Section 20
Duration
Section 21
Agency Shop and Dues Check Off
Section 22 Retirement
ALSO:
a. New commuter clause for FA's
b. Opportunity to work part time, yes, part time flight attendants
c. 6 year union contract but with ability to re-open sections 16, 17, and 18 after 3 years which would reopen negotiations on wages and/or benefits
d. Dues will be 1.3% of your monthly gross pay
Qgar
New Member
Give me a little bit and I can do a side by side on what the USW did for the FAs over at PCL. I happen to know where a copy of the FA contract is.
Are your FA's happy (for the most part) with their representation?
kellwolf
Piece of Trash
Honestly, the ones that pay attention aren't. The others are either part time and don't really care or they're new and don't know any different yet.
The part that really rubs me wrong is how many FAs were overjoyed the company was buying them a roller bag and didn't really even read the rest of what they voted on.
The part that really rubs me wrong is how many FAs were overjoyed the company was buying them a roller bag and didn't really even read the rest of what they voted on.
Cruise
Well-Known Member
Seriously? 'Cause I thought the CHO base was full of NO people? I've met many NO voters.....and every time they bitch about something I remind them of their vote and tell them to S.T.#.U., they have no right to bitch! I have no sympathy for the NO voters. NONE!
However, I am happy to council them on changing their tune for the next round.
Qgar
New Member
I've been paired with ALL newhires for most of this month----so I'll be interested to find out how they voted. I'm pretty certain they're the ones who were responsible for it passing. If you ask me, they shouldn't have been allowed to vote straight out of classes. What do they know about the job? 
SlumTodd_Millionaire
Most Hated Member
They allow newhires to vote? Bad idea.
kellwolf
Piece of Trash
Just some highlights from the PCL FA contract:
Section 1 - scope
They pretty much have the SAME scope clause we have. Revenue operations by "The Company (defined at Pinnacle Airlines, Inc)" must be performed by FAs on the seniority list, and then on the next page it says the contract is binding on any company or successor in control of the company. Yet, the FAs have made no move to try to hook up with the Colgan FAs......and they're even in the same union now! Also, there's a clause saying that if Pinnacle gets airplanes greater than 50 seats "a new agreement with regard to work rules and compensation for duty on that aircraft will be negotiated. If an agreement cannot be reached within sixty (60) days, either party may invoke the Interest Arbitration Procedures....." Guess who's flying the -900s for the same pay and work rules?
Section 2
Definitions. 'Nuff said
Section 3
Sets forth the grievance process
Section 4 - General
Can see personal file
Crew lounges must be provided at each domicile
Positive space home in case of an injury
Positive space on union business
"Subject to staffing and operationl requirements" FAs may be released for union leave. In other words, if things are getting rough, FA will suddenly be "understaffed."
"The Company shall be excused from compliance with any firm date and time obligations in this Agreement in the event a circumstance over which the Company does not have control is the cause of such noncompliance." This includes "but is not limited to, an act of nature, LABOR DISPUTE, grounding of a substantial number b/c of a decrease in available fuel supply or other critical materials......" Essentially, if something happens that the company deems "out of its control," it can go past deadlines indefinately.
Section 5 - Scheduling
Scheduling Committee
Minimum of 11 days off, reserves min of 10 days off
One calendar day off in 7 consecutive days
No schedulied duty more than 14 hours
CDO terminates at the release time for the first scheduled arrival in domicile on the second day
The company will use its "best efforts" to schedule 9 hours of rest out of domicile and 10 hours of rest in domicile (Translation: we made it LOOK like reduced rest is going away, but it's not really b/c the Company made a "best effort" and couldn't do it)
Meal period of at least 45 minutes will NORMALLY be scheduled (there's that soft language again) in a duty day more than 9 hours. However, if they don't get the 45 minutes free from duty, they get paid for 2 hours.
5 consecutive days max on a trip, but you can volunteer to extend that to 6 days
No double duty unless you're a reserve
Bid packages out at 1200 Central on the 10th of the month
Bidding closes at 1200 Central 5 days after bidding opens
Lines posted no later than 48 hours after closing. (Note: it's 24 for the pilots, but they're doing good to hit 48, making EVERY bid period a grievance for the pilots)
"In the event of unanticipated alerations in marketing schedules" they can alter schedules prior to bid awards and can "minimize adjustments to the numbers of days off and total time." (Translation: we might change your stuff and you won't even know until the bid comes out)
Protests on the bids must be filed within 48 hours of awards and the company has 48 hours after the protest is filed to respond
Company posts open time, but may assign it as part of those reworked lines mentioned above. Any that can't be covered by line holders, they can assign it to FAs on "will fly (I'll go into that later)," ones already on a trip, off duty FAs and even FA trainers and supervisors.
No JMing for home or airport reserve
Company can re-schedule you based on their needs
JMs pay 125%
Reserve line holders can be re-scheduled up to FAR limits
Two line holders report for the same trip, senior one can take the trip, sit reserve or be released
Home reserve is on call for 16 hours
2 hour report time for home reserves
Can trade reserve days
Home reserve may be called in for airport reserve, but only after exhausting all schedule airport reserves (I call BS on this one since it happens just about EVERY day)
Reserve FAs can be held for 1 hour airport reserve (but a trip must start 3 hours after the arrival of the last leg of the previous trip), but they aren't in rest unless they receive a "express release from the Company"
Airport reserve is for 12 hours (Holy CRIPES!)
15 minute call out for airport reserves
Okay, "will fly" is when you call in and say "Hey, I'm off today, but I'd like to fly." On the pilot side of things, they can call, offer the trip and you have to right to say "Nah, that one sucks. I'll stay home." Looks like with FAs, they HAVE to take the trip.
Section 6 - Hours of Service
No fewer than 8 days off a month
Replacement day off if you're reduced below the minimum days off (11 for line holders, 10 for reserve). Request for said day are made in writing, but you can opt to just cash it out.
DH not considered "rest"
Show time in domicile is 45 minutes prior to departure, 30 minutes in an outstation
Duty terminates 15 minutes after block-in
Section 7 - Seniority
Seniority date is the date you FINISH training and become qualified on the aircraft
Section 8 - Filling of positions
Rules governing vacancies
Section 9 - Displacement, furlough and recall
Rules on what happens if the fecal matter hits the spinning blade thing
Section 10 - Leaves of Absence
Discretion of the company, a non-probationary FA can take a leave of up to 1 year
Still retain and accrue seniority, but not longevity (seniority goes up, but pay does not)
Have to get current when you come back, fail training and you're terminated
Providing satifactory medical evidence that you're unable to work, medical leave for 12 months (may be extended to 24 month at Company descretion)
Mustify notify management no later than the 20th week if you become pregnant
Maternity leave according to law
Written permission from the doctor to fly after week 27
May opt for other non-flight related jobs if applicable
Acrrue seniority but not longevity on maternity leave
Expires 90 days after birth of child
3 consecutive days off for immediate family memeber bereavement, but monthly guarantee is adjusted downward
Section 11 - Physical Exams
FA may have to submit to a physical exam if the Company questions fitness
Section 12 - Training
Location and times announced ASAP and subject to change
"Best effort" not to schedule training more than 8 hours, but no more than 10 hours
Can be removed from training and assigned flight duties if operationally necessary
Distance learning paid at 50% of the FAA credit hours but not less than 1 hour
Section 13 - Sick Leave
Accrue 3 hours of sick leave for each full month of active service
Get paid scheduled block if you call in sick as a line holder and 3.75 if you call in sick as a reserve, if the time is in your sick bank
Call in for the entire trip, or opt to sit reserve if you want to fly
No fewer than 2 hours notice on sick calls
Company may require a written doctor's note to return to work under some circumstances (like you call in sick the day before or after vacation, 2 times in 6 months or before after or on a holiday)
More than 4 sick calls in 12 months before discipline
Positive space to domicile if sick away from domicile
Section 14 - vacation
Bidding and accrual of vacation. 1.75 hours per month accrued the first year, 3.50 the second year, 5.25 after five years and 7.00 at FIFTEEN years.
Can slide vacation days forward or backwards 4 days
May cancel vacations with 30 days notice
Section - 15 Uniforms
Purchase initial uniform at Company's invoice cost. Can be cash or payroll deduction.
Anyone with one year seniority at DOS of the agreement gets a 21" roll aboard bag, and a new one every 5 years afterwards.
Uniform allowance of $300 on the anniversary of seniority date
Section 16 - Insurance and 401K
Same medical and dental as other non-contract, non-management employees
Company sponsored 401K plan for other non-contract, non-management employees
Scetion 17 - Travelling and moving expenses
$1.50 per diem, single occupancy lodging and transportation to/from the airport
Company pays $1200 for moving expenses if involunatrily displaced
Section 18 - Compensation
0-6 months $15.40/hr
6 months - 1 year $17.17/hr
1 year $18.64/hr
2 year $19.78./hr
Etc, etc
Airport reserves get per diem
75 hour monthly guarantee
Paid leg values, not block time
Commission on liquor sales, 15% of total liquor sold if it's over $100
Get company performance bonuses same as other non-contract, non-management employees
5% signing bonus
50% CX/DH pay
Contract last until Jan 31, 2011
Section 1 - scope
They pretty much have the SAME scope clause we have. Revenue operations by "The Company (defined at Pinnacle Airlines, Inc)" must be performed by FAs on the seniority list, and then on the next page it says the contract is binding on any company or successor in control of the company. Yet, the FAs have made no move to try to hook up with the Colgan FAs......and they're even in the same union now! Also, there's a clause saying that if Pinnacle gets airplanes greater than 50 seats "a new agreement with regard to work rules and compensation for duty on that aircraft will be negotiated. If an agreement cannot be reached within sixty (60) days, either party may invoke the Interest Arbitration Procedures....." Guess who's flying the -900s for the same pay and work rules?
Section 2
Definitions. 'Nuff said
Section 3
Sets forth the grievance process
Section 4 - General
Can see personal file
Crew lounges must be provided at each domicile
Positive space home in case of an injury
Positive space on union business
"Subject to staffing and operationl requirements" FAs may be released for union leave. In other words, if things are getting rough, FA will suddenly be "understaffed."
"The Company shall be excused from compliance with any firm date and time obligations in this Agreement in the event a circumstance over which the Company does not have control is the cause of such noncompliance." This includes "but is not limited to, an act of nature, LABOR DISPUTE, grounding of a substantial number b/c of a decrease in available fuel supply or other critical materials......" Essentially, if something happens that the company deems "out of its control," it can go past deadlines indefinately.
Section 5 - Scheduling
Scheduling Committee
Minimum of 11 days off, reserves min of 10 days off
One calendar day off in 7 consecutive days
No schedulied duty more than 14 hours
CDO terminates at the release time for the first scheduled arrival in domicile on the second day
The company will use its "best efforts" to schedule 9 hours of rest out of domicile and 10 hours of rest in domicile (Translation: we made it LOOK like reduced rest is going away, but it's not really b/c the Company made a "best effort" and couldn't do it)
Meal period of at least 45 minutes will NORMALLY be scheduled (there's that soft language again) in a duty day more than 9 hours. However, if they don't get the 45 minutes free from duty, they get paid for 2 hours.
5 consecutive days max on a trip, but you can volunteer to extend that to 6 days
No double duty unless you're a reserve
Bid packages out at 1200 Central on the 10th of the month
Bidding closes at 1200 Central 5 days after bidding opens
Lines posted no later than 48 hours after closing. (Note: it's 24 for the pilots, but they're doing good to hit 48, making EVERY bid period a grievance for the pilots)
"In the event of unanticipated alerations in marketing schedules" they can alter schedules prior to bid awards and can "minimize adjustments to the numbers of days off and total time." (Translation: we might change your stuff and you won't even know until the bid comes out)
Protests on the bids must be filed within 48 hours of awards and the company has 48 hours after the protest is filed to respond
Company posts open time, but may assign it as part of those reworked lines mentioned above. Any that can't be covered by line holders, they can assign it to FAs on "will fly (I'll go into that later)," ones already on a trip, off duty FAs and even FA trainers and supervisors.
No JMing for home or airport reserve
Company can re-schedule you based on their needs
JMs pay 125%
Reserve line holders can be re-scheduled up to FAR limits
Two line holders report for the same trip, senior one can take the trip, sit reserve or be released
Home reserve is on call for 16 hours
2 hour report time for home reserves
Can trade reserve days
Home reserve may be called in for airport reserve, but only after exhausting all schedule airport reserves (I call BS on this one since it happens just about EVERY day)
Reserve FAs can be held for 1 hour airport reserve (but a trip must start 3 hours after the arrival of the last leg of the previous trip), but they aren't in rest unless they receive a "express release from the Company"
Airport reserve is for 12 hours (Holy CRIPES!)
15 minute call out for airport reserves
Okay, "will fly" is when you call in and say "Hey, I'm off today, but I'd like to fly." On the pilot side of things, they can call, offer the trip and you have to right to say "Nah, that one sucks. I'll stay home." Looks like with FAs, they HAVE to take the trip.
Section 6 - Hours of Service
No fewer than 8 days off a month
Replacement day off if you're reduced below the minimum days off (11 for line holders, 10 for reserve). Request for said day are made in writing, but you can opt to just cash it out.
DH not considered "rest"
Show time in domicile is 45 minutes prior to departure, 30 minutes in an outstation
Duty terminates 15 minutes after block-in
Section 7 - Seniority
Seniority date is the date you FINISH training and become qualified on the aircraft
Section 8 - Filling of positions
Rules governing vacancies
Section 9 - Displacement, furlough and recall
Rules on what happens if the fecal matter hits the spinning blade thing
Section 10 - Leaves of Absence
Discretion of the company, a non-probationary FA can take a leave of up to 1 year
Still retain and accrue seniority, but not longevity (seniority goes up, but pay does not)
Have to get current when you come back, fail training and you're terminated
Providing satifactory medical evidence that you're unable to work, medical leave for 12 months (may be extended to 24 month at Company descretion)
Mustify notify management no later than the 20th week if you become pregnant
Maternity leave according to law
Written permission from the doctor to fly after week 27
May opt for other non-flight related jobs if applicable
Acrrue seniority but not longevity on maternity leave
Expires 90 days after birth of child
3 consecutive days off for immediate family memeber bereavement, but monthly guarantee is adjusted downward
Section 11 - Physical Exams
FA may have to submit to a physical exam if the Company questions fitness
Section 12 - Training
Location and times announced ASAP and subject to change
"Best effort" not to schedule training more than 8 hours, but no more than 10 hours
Can be removed from training and assigned flight duties if operationally necessary
Distance learning paid at 50% of the FAA credit hours but not less than 1 hour
Section 13 - Sick Leave
Accrue 3 hours of sick leave for each full month of active service
Get paid scheduled block if you call in sick as a line holder and 3.75 if you call in sick as a reserve, if the time is in your sick bank
Call in for the entire trip, or opt to sit reserve if you want to fly
No fewer than 2 hours notice on sick calls
Company may require a written doctor's note to return to work under some circumstances (like you call in sick the day before or after vacation, 2 times in 6 months or before after or on a holiday)
More than 4 sick calls in 12 months before discipline
Positive space to domicile if sick away from domicile
Section 14 - vacation
Bidding and accrual of vacation. 1.75 hours per month accrued the first year, 3.50 the second year, 5.25 after five years and 7.00 at FIFTEEN years.
Can slide vacation days forward or backwards 4 days
May cancel vacations with 30 days notice
Section - 15 Uniforms
Purchase initial uniform at Company's invoice cost. Can be cash or payroll deduction.
Anyone with one year seniority at DOS of the agreement gets a 21" roll aboard bag, and a new one every 5 years afterwards.
Uniform allowance of $300 on the anniversary of seniority date
Section 16 - Insurance and 401K
Same medical and dental as other non-contract, non-management employees
Company sponsored 401K plan for other non-contract, non-management employees
Scetion 17 - Travelling and moving expenses
$1.50 per diem, single occupancy lodging and transportation to/from the airport
Company pays $1200 for moving expenses if involunatrily displaced
Section 18 - Compensation
0-6 months $15.40/hr
6 months - 1 year $17.17/hr
1 year $18.64/hr
2 year $19.78./hr
Etc, etc
Airport reserves get per diem
75 hour monthly guarantee
Paid leg values, not block time
Commission on liquor sales, 15% of total liquor sold if it's over $100
Get company performance bonuses same as other non-contract, non-management employees
5% signing bonus
50% CX/DH pay
Contract last until Jan 31, 2011
dingo222
Well-Known Member
the CHO base WAS full of no voters. THey all quit or got fired, lol
USMC-SSGT
Well-Known Member
Few things I noticed.
60 minute show instead of 90: We have a 90 minute showtime now as pilots only to be able to turn the lights on for the FAs and then we as pilots (meaning FOs) only need 15 minutes to do all we need to do. Hopefully it goes back to 1 hour for all of us
Per diem: 10 cents more than the pilots
something about calendar day off after standup overnight: If I read that right and you do a standup overnight then after your return flight back to base the following morning you would not have to return to work until the following day. That is great considering I have all standup overnights this month and do not have that protection. I will fly out at night, sit for 7 and then fly back in the morning and then fly out that night again to repeat. Then it list that I have 3 days off although on the first of those 3 days I actually fly in that morning from the previous nights standup. That part is not bad either.
60 minute show instead of 90: We have a 90 minute showtime now as pilots only to be able to turn the lights on for the FAs and then we as pilots (meaning FOs) only need 15 minutes to do all we need to do. Hopefully it goes back to 1 hour for all of us
Per diem: 10 cents more than the pilots
something about calendar day off after standup overnight: If I read that right and you do a standup overnight then after your return flight back to base the following morning you would not have to return to work until the following day. That is great considering I have all standup overnights this month and do not have that protection. I will fly out at night, sit for 7 and then fly back in the morning and then fly out that night again to repeat. Then it list that I have 3 days off although on the first of those 3 days I actually fly in that morning from the previous nights standup. That part is not bad either.
dingo222
Well-Known Member
Don't ever tell a fed that you only need 15 minutes to get that plane ready, lol