30 January 2016

Fellow Pilots,

This week we learned that February’s flow-through to American would fall short of the requisite 50% by 5 pilots. Preliminary, unconfirmed information also indicates that subsequent months may be metered below half as well.

As you know, Letter 15-01 was agreed upon in December 2014 by both parties, and provided that “upon delivery of the first EMB-175 as set forth in Appendix D and assuming 824 pilots have not yet flowed through to AA at that time, 50% of all AA new hire training slots, no fewer than 30 per month (subject to the 50%), shall go to Envoy pilots until a total of 824 Envoy pilots have flowed through to AA.”

The parties’ agreements go on to say that, “the intent is to provide 50% of the AA new hire training slots to 824 AE pilots in such a way that AE operation is not disrupted.”

Under the present circumstances – wherein Envoy pilots are witnessing zero time lines, part time lines, hard lines falling short of guarantee, and reserve coverage that equates nearly half of the pilot group – there is no basis to conclude that awarding the required 50% of the AA new hire class slots to Envoy pilots would disrupt Envoy’s operation.

The Association recognizes and appreciates that there were months in 2015 where Envoy sent more pilots than were required. It has been expressed to us that there may be months later in 2016 where the minimum required monthly flow will be exceeded. While that is welcome news, we also expect that the fundamental standard of 50% for each class will be followed or exceeded. Additionally, as our staffing situation currently affords the ability to send more than 30 pilots per month, outpacing the overriding requirement of “50% ratio in aggregate over time” would be a matter of prudent planning. It is possible that a major shift in headcount or an increase to our fleet plan may eventually drive a future need to meter, however that time is not presently upon us.

While we strongly desire to work cooperatively alongside management within the framework of our binding agreements for the continued success of both Envoy and the pilots, we also need management to demonstrate its commitment to fulfill or exceed its responsibility under our agreements. We urge management to recognize the value of meeting or exceeding expectations – instead of engendering negativity – and allowing our flow-through to realize maximum potential as a retention and recruitment tool among those who should be its largest supporters: current Envoy pilots.

In unity,

Envoy MEC


Air Line Pilots Association, International