Originally Posted by
ERJF15
What were the highlights of RAH's TA...good and bad?
Just a rough outline, and doesn't include everything, but here you go:
The "good":
FO pay raises
Year 1: $26
Year 2: $36
Tops out @ Year 9: $47
Has incremental increases each year up to 4 years after Date of Signing
(Most of these are still less than our current rates adjusted for inflation, i.e. concession)
Two Schedule Adjustment Periods
2 weeks prior to final awards, each 1 week long respectively
Vacation Slide
3 days in either direction. Can not slide if doing so covers a holiday
More realistic virtual credit (for bidding purposes) for leave, training, and vacation
--For those of us that are military, the virtual credit for mil leave can actually hurt our schedules. We are already looking into a possible USERRA violation under the current contract, and this new TA could still be a violation if one needs more than 2 days of leave (more than a drill weekend)--
Long-Call Reserve
Albeit nothing to force the company to actually use LCR. But according to the ALD negotiating comm., it's beneficial to the company because of the new FAR 117 rules. Of course this company has a repeated history of stepping over a dollar to save a dime.
Trip and duty rigs
The actual rigs suck. But the fact that they agreed to them is a start.
Ability to bid down to 75 hours
Can't bid lower than that however
No more crew sked intervention with flica for trades, swaps, and drops.
That's about it for the good. Now prepare yourself for the bad....
The BAD:
A LOT of extremely gray language still exists in the definition section and other parts of the TA.
CA Pay
Small increase, but again, less than most of the current rates adjusted for inflation.
Some CA's with higher longevity will actually be taking a pay cut depending on the aircraft they fly (E175 69-76 seats vs. E175 80 seats)
Signing bonus is a joke
No language that outlines the percentage/number of LCR, SCR, or airport reserve pilots each month.
Again, the ALD neg. comm. claims that the 117 rules will cause the company to use LCR more than SCR, more airport reserve. But yeah, I'll believe it when I see it.
No leg-by-leg cancellation pay
Cancellation pay is line guarantee based
Premium pay when scheduled or actual flight time, and deadhead time, exceeds 87 hours.
Will NOT apply if picking up open time unless it puts a pilot over 87 hours. Basically, good luck picking up flying over 87 hours because the company would much rather just let a reserve do it and save the money. Also, with the new 117 rules, 87 hours is going to be tough to do.
Contactable while on duty
A major concession over the current contract. Currently, not required to be contactable by crew sked while working. New TA would require a pilot to select a method of contact. Basically, you are now a reserve. Even though you've been awarded a line, crew sked can reassign you at anytime to do something else.
CA's able to bid down to FO for monthly schedule
CA's can bid FO lines if the total number of CA's is 25% greater than FO's in a particular base. The CA's will still be paid their CA rate and will still hold their relative seniority for bidding (i.e. the most senior "FO").
Requirement to "stay with the aircraft" if stuck due to mx.
Basically, a pilot is required to stay in the same location (at the hotel, airport, etc.) and be in position to fly the aircraft once it's fixed. This applies even if it happens into your day off.
Min day only applies to day trips
5 hours min day for day trips. No min day for 2-5 day trips.
Trip and duty rigs
1:2.5 duty rig, 1:4.2 trip rig.
Seat lock language for CA's and FO's swapping a/c and/or certificates.
Uses stupid "training equivalent" numbers to determine length of seat lock. If an FO has seat lock time remaining in current position and is awarded CA, then the remaining seat lock tie is added to the new seat lock time for the upgrade.
Co-basing
Allows for co-basing (i.e. JFK, LGA, EWR) where, prior to implementation, the company and E-Board will agree to applicable terms for pairing construction, scheduling and logistics. Note-- It does NOT require the pilot group to vote on acceptable terms (only the union E-Board).
Only covers 4 articles of the CBA (plus definitions), not all articles.
So the TA doesn't address benefits or healthcare costs, plus multiple other sections.
Also, LOA's were agreed upon for the Co-basing, Signing bonuses, hybrid basing, Q400 pay rates, and a few others, to allow for changes outside of the 4 articles. Many pilots, me included, don't understand why we can have a LOA for co-basing but not for healthcare cost or 401k contributions. Basically anything from any of the other articles. Also, if the company can agree to these LOA's, why not just open up all articles!
Anyway, this is just a outline and doesn't include everything. This is also my own personal interpretation of the TA language and I might've been incorrect in my assumptions so please take that into account.
Cheers!