Has anyone really looked at the contract? Can anyone posed the actual contract and LOAs? Truly just interested in seeing them. Besides the loss of per diem and year cap...what are the other negatives? The positives for this small group of aviators at PSA are well worth the negatives so far as I see...but again please enlighten me on the negatives so I can be more informed. From what I see right now their new contract is still measurable to be called middle of the road for the regional airlines and by no means setting a new low standard. This is coming from someone who will be applying to the regionals in 2014. Please inform me of why I should not consider PSA in my search. Convince me in a way other than just saying I would be a sell out. Some cold hard facts would be appreciated. Following I have cut and pasted from propilotworld (I hope the posters on that site dont mind) for this is the only place ive seen the actual layman terms of the contract:
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.
As far as the most recent LOAs PSA ALPA voted in go:
- The order for 30 large regional jets was announced on 12/12/13 with options for 40 more airplanes.
- Pilots have interviews scheduled this week at mainline, and we are already beyond #50 on the seniority list in the first round of interviews.
- If you are single, with no dependents your insurance went down $8/month. If you are married with kids, and kept the most premium insurance you probably didn't read through the plans carefully. We're talking 10% vs 20% type plans, where for some reason prescription copays are cheaper on the secondary Plan B, but that is because most people are on it.
- New hires will not see any changes to their pay, but the annual 1% additional bumps in the pay scales. Capped at 12yrs CA and 4yrs FO.
- Yes, the LOAs have language that the successor for mainline interviews is the new American Airlines.
As far as our contract goes PSA is middle of the road. We aren't the best, and we aren't the worst.
- Our pay scales are based on actual aircraft types so there won't be any seat shuffling in the cabin to cut pay.
- Credited at scheduled block or better.
- PSA pilots receive cancellation pay.
- If you are displaced off your trip for IOE you are pay protected.
- Extension pay.
- Deadhead on day of flying paid at 50%, day of only deadheading is 100%
- Junior man pay is 1.75x hours.
- You DO NOT have to accept a junior man.
- Scheduled day off (voluntary) is 1.5x hours in the interim.
- Minimum days off is 11. You must have two blocks of three days off on your schedule, and cannot have just a one day off block normally.
- Maximum scheduled duty is 13 hours.
- Trips may have a maximum of 4 duty periods (sections) before returning to domicile.
- Minimum rest away from base is 9 hours. 10 hours in base.
- The contract provides generous training protections.
- Long Call Reserve is a 12 hour call out
- Short Call Reserve is generally a 2 hour call out, unless you live in Knoxville where it's a 1 hour call out, but they normally give everyone 2 hours.
- PSA pilots use FLICA software for schedules which is a vast improvement over the old basically paper bid, and manual trade program we had.
- New hires accrue sick leave at 3.5 hours per month.
- Three Personal Emergency days, no questions asked, paid out of your sick bank. Additional Personal Unpaid Days at company discretion.
- Commuter policy which protects commuters who get hung up trying to get to work.
- New hires receive 2 weeks of vacation.
- In new hire training pilots are paid 75 hours guarantee, and receive continuous per-diem.
- Single occupancy hotel rooms for new hires.
- New hires will train on the CRJ-700 first, then do a CRJ-200 differences course, and sim sessions.
- Junior bases at Dayton, and Knoxville though with all this hiring you may be able to hold your choice by the time you finish IOE (2-3 months seniority)
