Dispatch Commuter Clauses

M

MountainsOrBeach

Well-Known Member
Questions about commuter clauses have come up recently for a few different airlines. Since multiple airlines are currently negotiating new contracts and have interest in this topic, I thought I would post info I have gotten from fellow dispatchers from the airlines below. **Thank you for those who sent messages with helpful information. If anything is incorrect, please feel free to update. If there’s more info that could be added, feel free to do so. If there’s another airline with a commuter clause or pass that’s missing, feel free to add. One reason this forum is here is for us to lean on each other to get useful advice or information if possible… use that DRM! ; )

AS - When coming into work, commuters go to the top of the standby list and bump other nonrevs to get a seat. If there is a day of IROPs, delays, full flights etc and you can not get on a flight into your HDQs, you must prove you tried to get on at least 2 flights. If you can not, you are not penalized. I’m sure pilots take priority over the dispatchers for a seat, and it goes in seniority if there’s more than one commuting dispatcher. But otherwise you go to the top of the standby list and bump other nonrevs. Not sure if this applies to get home as well or just going into work.

DL - Dispatchers can reserve the flight deck jumpseat. Coming to work, you can reserve the jumpseat 5 days out. Going home, you can reserve it 3 days out. Traveling for leisure you can reserve it 1 day out. Once reserved, no one can bump you out besides an FAA or working pilot. You have to prove that you attempted to get on at least 3 flights. If you can not, you are not penalized.

WN - Southwest you must prove you tried to get on at least 3 flights. If you cannot get on and into work, you must make up the day for the company down the road.
 
This is something I think a fair bit about. I don't really like the city I'm based in. I don't think I want to live here the rest of my life. But I know commuting is a choice, that this career has very limited options in where to work. And I know the company isn't going to give anything for free in negotiations. Should we give something else up in order to get a commuter clause? Would I give up higher pay for it? Should my coworkers give up something because I chose to come here but want to commute? I don't think so.


When I was at AS (not in dispatch), commuter status applied to and from work, and did not change jumpseat priority (only cabin seat).
 
You nailed it. I would guess 5-10% commute so why would the majority of the group give up something to benefit the small group. I know tons in this group that work an 8-7 or month on month off to make the best of commuting and it works for them.
 
Updating a couple things I was corrected on:

WN - You only need to prove you attempted to get on 2 flights not 3. If the flight arrives within an hour then it’s just 1.

AS - The commuter clause goes to and from work and home, and the pilots do not have priority over dispatch. The jumpseat just goes by seniority.


It would be interesting to know for sure what percentage of people commute at each airline. But you’d also have to factor in those who would commute if we actually had a commuter clause and protections, that currently do not. There’s been numerous conversations with people that do not like living in the HDQs city and have said if we had a commuter clause they would not only live out of that city, but out of the state. So I would also love to know the true percent of commuters there would be if we had full protections and people felt less pressured not to commute.

It’s good to see what other airlines are offering. I can’t say what would have to be given up or negotiated in order to get a commuter clause. But we could discuss that with the other airlines that do have a commuter clause in place. They are still making excellent money that rivals or excels even AA or UA pay. They have great schedules, hours and benefits as well. Minus AS, they also have about the same number of dispatchers. It is not affecting the rest of their groups in a negative way. I understand people asking why the larger group should care what a smaller portion of the group wants. These questions should be asked. I would argue the same thing for a few other topics in negotiations as well. Especially topics that benefit mostly international or senior people. They are also a small percent of the group compared to the larger, more junior, domestic groups. Often times many topics that people want negotiated affect only certain people or a smaller group in general. As long as any of the topics don’t hurt the rest of the group negatively, hurt the schedules or the pay etc, then I don’t see issues with supporting them. Like the saying goes that we’ve all heard here “Rising tides raise all ships”.

Again this is just info for everyone as the topic has been brought up a few times, and we have multiple negotiations going on. Do with the information what you like.
 
Sorry if this has been discussed already, but has there been any word as to whether UA is trying to get a commuter clause in their upcoming contract? Any information is much appreciated.
 
ManualDXer said:
Sorry if this has been discussed already, but has there been any word as to whether UA is trying to get a commuter clause in their upcoming contract? Any information is much appreciated.
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I have heard from a few UA dxers they are discussing it, but nothing solid yet. If they do get one, then AA would now be the only major carrier out of DL, UA, WN, AS that does not have a commuter clause, or any protections for their commuters at all. I’m hoping UA is fighting for one. Would put more pressure on AA. Hopefully a UA dxer can shed some better light on it. We can also ask on the UA thread as well.
 
I don't really see any benefit to people discussing what's going on in negotiations. Hell, nobody from Delta will even share their new starting pay and they've apparently already approved it.

Nothing is given up for free. If dispatchers at a company are happy with their current solution, there's no reason for them to give up something else or accept more onerous requirements for commuter protection when they clearly have managed without getting fired already.

Of course it's being discussed; if other airlines have anything you don't, you use it as a bargaining chip. But being discussed and making it to a TA are miles apart.
 
Well it just so happens to be that the people who negotiate these contracts happen to be dispatchers for said company. Some people do know what they are pushing for in negotiations and what goals the union has. So I really don’t understand the point of shutting down a question from prospective candidates who are just trying to plan out their lives and would just like to know more about the company. It can be answered or not and either way it’s okay.

Also don’t understand all this shunning of people applying without much experience, everyone has to do what is best for their interests so my take is just do what maximizes your odds. You never know what will happen just don’t get your hopes up.
 
CrashesDrones said:
If dispatchers at a company are happy with their current solution, there's no reason for them to give up something else or accept more onerous requirements for commuter protection when they clearly have managed without getting fired already.
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SOME dispatchers are happy with their current solution, others aren’t. The point of negotiations is to make better contracts that change, evolve. Again why be the only airline without one, especially when it’s a large legacy? Clearly it’s not hurting the other large airlines that do have one.

FYI people at my legacy asked what percent of commuters we actually have at a recent union meeting, and we were told possibly up to 50%… That’s a far larger number than the measly 5-10% people like to say. There also would be an even larger percent of people commuting if we actually had protections. So it is not such an insignificant small group.

The point of this forum is to network and get career advice, as well as any other information so people can make semi educated guesses as to which company they would like to work for. Or what direction to go in. It’s ok to debate different sides and opinions. But some of us do have questions we are going to ask.
 
ManualDXer said:
Well it just so happens to be that the people who negotiate these contracts happen to be dispatchers for said company. Some people do know what they are pushing for in negotiations and what goals the union has. So I really don’t understand the point of shutting down a question from prospective candidates who are just trying to plan out their lives and would just like to know more about the company. It can be answered or not and either way it’s okay.

Also don’t understand all this shunning of people applying without much experience, everyone has to do what is best for their interests so my take is just do what maximizes your odds. You never know what will happen just don’t get your hopes up.
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Do not take a job at United based on discussion of a commuter clause. If a commuter clause is important to you, wait until there is a TA or contract and see.

The two most important things in the negotiation are pay and work hours, if that answers your question.
 
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