APA TA Comparison
Recently, the Allied Pilots Association (APA) reached a tentative agreement with American Airlines management. We were not able to include the TA in the contract comparison that we sent to you last week. The contract comparison is also available on the www.unitedpilotagreement.com website. The APA TA was based in part on provisions achieved in the United Pilot Agreement TA, and was strongly influenced by the gains that we achieved. This is not unusual, given the principles of pattern bargaining and recognition by AA management that an agreement, necessary for the airline to successfully emerge from bankruptcy and remain a viable operation, must offer some value to its pilots in order to be ratifiable. However, while APA was able to improve upon AMR’s last, best, final offer, theirs is still an agreement crafted within the confines of bankruptcy reorganization, and there remains a gap between the APA TA and ours. Some of the differences are highlighted below. In general, ratification of the APA TA is assumed in Jan. 2013; ratification of the United Pilot Agreement is assumed in Dec. 2012.
Duration:
Early Openers Amendable Date
APA TA Approx. Dec. 2016 Approx. Dec. 2018
United Pilot Agreement TA May 2016 Jan. 31, 2017
Pay Comparison:
A pay comparison of 12-year captain rates is below. It is important to note that in 2016, the APA TA includes an adjustment clause, which will take a snapshot of pay rates across DAL, UAL and USAirways to provide a “snap up” to rates that are composed of a weighted average of available seat miles (ASMs) flown by each carrier (or a two percent increase if higher – although this is unlikely). Because the ASMs may vary over time, an estimate is provided below based on current percentages. You will notice “incumbent” rates for the B-737 and B-763. These rates can be loosely described as pay rate protections for pilots who are currently holding a bid on those aircraft and may lose their seat. These incumbent rates are no longer in effect with the 2016 snap up./p>
Because the B-752 is banded with the B-763, it has a higher than normal pay rate relative to its size and mission. This is particularly noticeable in 2016 after the snap-up.
Effective Date AMR Equipment UAL Equipment AMR RATE UAL RATE $/hr difference % AMR<UAL
2013 A319 A319 / B-735 $167.68 $181.24 $13.56 7.48%
* MD-80/B-738 A320 / B-738 $167.68 $189.97 $22.29 11.73%
* B-738 Incumbent A320 / B-738 $172.33 $189.97 $17.64 9.29%
* B-752 B-752 $180.76 $188.97 $8.21 4.34%
* B-763 B-763 $180.76 $195.82 $15.06 7.69%
* B-763 Incumbent B-763 $186.57 $195.82 $9.25 4.72%
* B-777 B-777/744 $213.02 $234.78 $21.76 9.27%
2014 A319 A319 / B-735 $171.04 $195.65 $24.61 12.58%
* MD-80/B-738 A320 / B-738 $171.04 $205.03 $33.99 16.58%
* B-738 Incumbent A320 / B-738 $175.77 $205.03 $29.26 14.27%
* B-752 B-752 $184.38 $205.03 $20.65 10.07%
* B-763 B-763 $184.38 $212.46 $28.08 13.22%
* B-763 Incumbent B-763 $190.30 $212.46 $22.16 10.43%
* B-777 B-777/744 $217.28 $254.74 $37.46 14.71%
2015 A319 A319 / B-735 $174.46 $202.55 $28.09 13.87%
* MD-80/B-738 A320 / B-738 $174.46 $211.18 $36.72 17.39%
* B-738 Incumbent A320 / B-738 $179.29 $211.18 $31.89 15.10%
* B-752 B-752 $188.06 $211.18 $23.12 10.95%
* B-763 B-763 $188.06 $218.83 $30.77 14.06%
* B-763 Incumbent B-763 $194.10 $218.83 $24.73 11.30%
* B-777 B-777/744 $221.63 $262.38 $40.75 15.53%
2016 A319 A319 / B-735 $204.11 $208.63 $4.52 2.17%
* MD-80/B-738 A320 / B-738 $204.11 $217.52 $13.41 6.16%
* B-752 B-752 $220.04 $217.52 $(2.52) -1.16%
* B-763 B-763 $220.04 $225.39 $5.35 2.37%
* B-777 B-777/744 $259.31 $270.25 $10.94 4.05%

Rigs
Rig APA TA United Pilot Agreement TA
Duty Rig (scheduled or actual) 1:2 1:2 (1:1.75 for 2200-0559)
Trip Rig 1:3.5 1:3.5 (1:4 until Jan. 2014)
Minimum daily pay 5 hours average per duty period
3 hour minimum day 5 hours average per day

Reserve Report Times
APA TA United Pilot Agreement TA
"Reasonably available" 2:30 to report, incentive pay for shorter report at pilot option, company reimbursed close-in parking for less than 3:00 to report

International Override: FO based on Longevity Year
* APA TA (F/O based on longevity year: (year:rate)) United Pilot Agreement TA
CA $6.00 $6.50
F/O 2:$3.00 3:$3.60 4:$3.66 5:$3.72 6:$3.78 12:$4.14 $4.50

Minimum Guarantee
* APA TA United Pilot Agreement TA
Lineholder 65-77 hours based on Average Line Value minus 7 hours 70
Reserve 73 73 (can be increased by converting RDOs to CDO or VDOs, for unused short calls or field standby, excessive short call or field standby

Training Pay
* APA TA United Pilot Agreement TA
CQ and short term 3.00 pay / 2.75 credit 3.75 pay and credit
Long-course 3.00 pay / 2.75 credit 3.00 pay and credit

Per Diem
* APA TA United Pilot Agreement TA
Domestic $1.80 / $2.00 DOS + 36 months $2.15 1/1/13, increase $.05/year
International $2.00 / $2.20 DOS + 36 months $2.60 1/1/13, increase $.05/year

Vacation
Years 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30+
APA TA 14 14 14 21 21 21 21 28 28 28 28 28 35 35 35
UPA TA 14 14 21 21 21 35 35 35 35 35 35 35 42 42 42
* APA TA United Pilot Agreement TA
Vacation Pay/Credit 3.25 pay / 2.75 credit per day 3.25 pay and credit per day

Sick Leave
* APA TA United Pilot Agreement TA
Accrual 5 hours/month (7.5 hours/month rapid re-accrual) 5 hours/month (7 hours/month rapid re-accrual)
New hire bank 30 hours 60 hours
Max bank Short-term: 60 hours 1300 hours
* Long-term: 940 hours *
Sick pay Lineholder: trips missed Lineholder: trips missed
* Reserve: 1/18th guarantee (4.03 hours)/day Reserve: 4.03 hours/day
* APA TA includes provision for partially monetizing sick leave over 235 hours in bank


Profit Sharing
APA TA United Pilot Agreement TA
Five percent of American pre-tax earnings 2012-2013: 15% of United pre-tax earnings
* 2014 and beyond: 10% of pre-tax earnings up to 6.9% margin, 20% on earnings above 6.9% margin

Defined Benefit Retirement Plan
APA TA United Pilot Agreement TA
14% of eligible earnings 16% of eligible earnings, can use unused vacation to fund

Scheduling
* APA TA United Pilot Agreement TA
PBS Changes can only be made my mutual agreement; MOU must be negotiated once a vendor is selected Negotiated

Reserve Assignment/Pay
Generally, the reserve assignment process optimizes the assignment of reserves by matching a reserve pilot’s days of availability with the length of the open sequences, while minimizing late-in, early-out assignment of sequences. Reserve pilots will be selected for assignment based on a Reserve Priority Value (RPV). It is difficult at best to compare our two reserve systems. The system described in the UAL TA is more incentivized than the AMR system. Both utilize a long-call/short-call type of system and a FIFO callout system with caveats.

Reserve Pay Guarantee: 73 Hours (unchanged). UAL TA is the same – 73 hours, but it can be increased by converting RDO's to CDO's or VDO's, and for unused Short Calls or Field Standbys, and for excessively assigned Short Calls and Field Standbys.

A reserve pilot may be assigned reserve flying up to eighty-five (85) hours (PROJ). Voluntary flying on days off is excluded in the assignment maximum, unless approved in advance by the Company. UAL TA allows assignments up to 90 hours (scheduled) and 92 hours (actual). These limits may be waived by pilot notification or action (i.e. aggressive pick up of flying over the 5/9 limit). UA pilots may voluntarily fly on days off by converting days off to reserve days or CDOs or VDOs.


Minimum Days Off
* APA TA United Pilot Agreement TA
Reserve min days off 11 plus one moveable in 30-day month
12 plus one moveable in 31-day month Basic: 11 in 30-day month, 12 in 31-day month (one moveable day)
Global: 6 immoveable, 6 moveable (but may not begin a trip or have phone availability on 5 of those days)
Lineholder min days off No specified minimum, lines constructed with min 10 days off 12 days all months

Flight Time and Duty Time Limits
Both TAs are very similar in the area of FTDT limits, with both using reference to FAR Part 117 minimums in many sections.


Premium Pay
* APA TA United Pilot Agreement TA
Open time premium pay 50% (company designated) Up to 100% plus days off restored
Reassignment 50% (outside footprint of original trip) Up to 125% for involuntary reassignment; 5 hours add pay if reassigned into a holiday