Management suggested we consider the following: If a reserve is going to a line and after the adjusted bid period closes, a trip series is assigned on a scheduled reserve day(s) that happen to be in transition and that assignment continues into the new month’s scheduled days off, then overtime will be paid. If, however, a shift is assigned during the adjusted bid period with the same parameters as above, overtime will not apply. Although we did not agree to this, we did agree to take back to our groups for discussion.
What ever became of these discussions? Did we get these things resolved? Also, does everybody still think management has our best interests in mind when you read these sorts of interpretations? Page 9 of the latest (2002) annual report states this by the company: “The Company has never experienced any work stoppages and considers its relationships with its employees to be good.” I have also listened to SkyWest Managers at some recent aviation conferences educating the audience on what makes SkyWest number one and Union free. “It’s because we have an amazing level of communication with our employees and we strive to keep them happy, because a happy work group is a productive work group.” Maybe this speech was prepared back in the late nineties but I see very little of this communication and good will today.
Scheduling Workshop Review – A brief review of the Scheduling Workshop was accomplished. Some immediate results of the conference have been manifest by temporary policy changes that are now in effect. It was agreed that if nothing else came out of the conference other than the exploration of the feasibility of preferential bidding, then it was all worth it. Not only does preferential bidding give direct control of monthly line bidding to the crewmember, it also takes care of transition problems, displacement. SAPA will diligently pursue preferential bidding possibilities.
We all know that preferential bidding does nothing to affect better pairing/trips. Chalk another one up for the company!
Pay Negotiations Progress - At the time of this meeting, a counter-proposal from Management was not available. However, a pay proposal structure was submitted to the group by Tony Fizer. Tony was unable to attend this meeting so the merits of the proposal were discussed only briefly. Tony will address his proposal at the next SAPA meeting when he can be in attendance
Pay Negotiations Progress - The SAPA Representative Board and SkyWest Airlines Management have reached a tentative agreement (TA) on pilot hourly pay rates which, if approved by vote from the SAPA General Membership, will go into effect on July 1, 2003 with an expiration date of December 31, 2004.
Bylaws Rewrite - Protocol for the Election of SAPA President - Bob Donohoe presented the first draft of a proposal to enable the SAPA General Membership to vote for the members of the SAPA Executive Board. The discussion then steered toward the reason for which we are even considering an amendment to this Bylaw. Some reps felt that the process should stay the way it is; that our present system works and has worked in the past very well.
Don’t know if Sapa was aware of this but a majority of SkyWest pilots polled on this subject have indicated that they want to be able to elect directly anybody in the pilot group. Better to just ignore these polls though….they are usually the “polar extremes” (unless supporting what Sapa is saying) and should not be taken seriously.
Schedules – Brad Holt indicated that he is very aware of the quality of the schedules. He challenged everyone to start thinking “outside of the box” when it comes to writing schedules and feels that improvements can be made. Expressed to Brad was the low moral of the pilots due to a serious lack of quality of life and that nothing is getting better, that something needs to be done now about this issue.
This has been going on for how long? This is something that can be fixed. It might require a little more money than SkyWest management wants to spend and it might require some Sapa reps to actually step up but enough is enough is enough is enough! Fix the Damn schedules already!
Management Reserve Policy Proposal – A reserve policy proposal was introduced to us at the last Flight Ops. meeting. The proposal was too lengthy to discuss in detail at this meeting due to time constraints. We briefly discussed the proposal and will make plans for some of the SAPA reps to convene in the near future to review the proposal.
It’s pretty safe to say that this reserve policy that could not be discussed in detail due to time constraints is what we now know as the bucket system.
Future Action - The next TA
1. Conduct a formal pilot pay survey -- as we did for the last agreement -- prior to formal pay discussions. While we were facing a difficult economic climate during these recent discussions, we should be able to be more proactive vs. reactive next year.
2. Pursue reasonable pay increases in every seat in every current aircraft.
3. Ensure reasonable flexibility to encourage fleet diversification and expansion.
4. Ensure full inclusion in any bonus plan, including margin-based incentives as a percentage of annual pay.
1. I don’t remember getting a pay survey just prior to Sapa composing the last TA?
2. Define “reasonable”. Did Mr. Atkins state a couple years ago that SkyWest pilots would be paid above or equal to industry leading rates?
3. What does this mean?
4. Now this sounds like a winning idea….let the employees share in the success. Where have I heard that before?
PS- According to the Pilot Survey a large majority of pilots said DO NOT INCLUDE US in margin based incentives plan if it is at the expense of a solid hourly pay increase.
SP 303, SP 325, and Creation of Pilot Only Policy Manual Letter of Agreement – A motion was made to accept this Letter of Agreement dated November 21, 2002, and present it to Management at the abbreviated Flight Ops. Meeting on November 21. The motion was seconded. A vote was taken and the motion carried. After presenting the LOA at the Flight Ops. Meeting (evening of the 20th) Management asked to change the word achieve to pursue. This was agreed upon by both sides and the Letter of Agreement was signed by Brad Holt and Chris Abell. The Letter of Agreement is posted on this thread immediately following this post.
Now why do you suppose they wanted the word “achieve” changed to “pursue”? Could it be so that we could talk about it a few more years, pursuing it but not worry about ever really having to achieve it? Just stands as a reminder that Management has attorneys going through these things even to the point of carefully selecting words that they can interpret to their favor later. We have management wannabes who nod and say yes sir to whatever their true boss wants them to do. Sad really and frustrating as a line guy watching dozens of these things happen, mostly behind the scenes only later to be told by Sapa to send in a PIC that basically goes nowhere or if you do hear back “it is clear the company had every right to do this based upon the word “pursue” for example. Then you might ask when was this policy implemented, “I don’t remember it being like that? “Oh it’s been like that for many, many years.”
In the Flight Ops. meeting held on Wednesday evening and continuing on Thursday morning, much focus was placed on the poor quality of schedules system wide and the necessity to find a solution as quickly as possible. Both SAPA and Management agreed on this point and concluded that this should receive top priority. The result of the discussions led to a commitment from Management to support a multi-day Scheduling Symposium which would include at least two non-SAPA/SIA representatives selected from each of the larger domiciles and one from each of the smaller domiciles, to brainstorm and come up with ideas and solutions that could possibly improve the schedules. In attendance from Management would be Anita Spencer and the crew planners. This symposium is designed not only for educational purposes but also for an actual “hands on” approach to finding solutions to this problem.
Now that we know the outcome of this meeting ten months later it brings to mind that quote, “talk is cheap and actions speak louder than words.” How many times are we going to talk about so many of these issues like poor schedules without ever fixing them???! What’s going on at these meetings, month after month after month…..? I think most sophisticated people can figure that out and it has more to do with who Sapa answers to than not enough time in any meetings.
Withholding E120 Vacation Bids - Discussion. A motion was made to submit a formal objection to Management based on numerous PIC’s. The motion was seconded. A vote was taken and the motion carried.
Thanks for the motion, unfortunately many were still denied vacation for the first quarter of 2003. If this isn’t a moral buster I don’t know what is!
SAPA MEETING MINUTES
March 20-21, 2003
Los Angeles, California
PRESENTATION: Dave Benjamin presented his SAPA Legal Plan outline as follows:
Why Do We Need To Offer A Legal Plan?
A typical enforcement action can cost upwards of $15K
Overzealous FAA personnel pursue unwarranted cases
TSA has ominous powers that exceed those of FAA
Lawyer may be needed to deal with Aeromedical Branch
SkyWest Pilots have expressed interest in legal protection
What Will A Legal Plan Cost SkyWest Pilots?
$2.00/week, less than what we spend on a Starbucks coffee. Estimate based on 2/3 pilot participation
Why Should We Use Rusty Allman As Our Attorney?
Rusty is one of the top aviation attorneys in the US
Rusty has flown the line as a pilot for PSA and US Air
15 years of legal experience
5 years of experience chairing grievance committee
Handled 100's of grievances and recovered $30M +
NMB hired Rusty to design a Mediation Training Program
Successful mediation experience at Airborne Express
Recently assisted Southwest pilots with interim contract
What Will Rusty Allman Provide For SkyWest Pilots?
Representation for FAA enforcement proceedings
Representation for NTSB appeals and hearings
Representation for Medical Certificate actions
Representation company disciplinary measures
What About Accident Scene Access?
We may be able to have Rusty considered a party to investigation
Could Some Funds Go Toward Neutral 3rd Party Arbitration?
We are looking into supporting the proposed SP 325 in this manner. We can probably establish a similar retainer to fund 50% of third party arbitration to facilitate the new SP 325.
Is There Any Reason Not To Move Ahead With This Plan Now?
Got to give credit to Dave Benjamin for putting together a compelling presentation for this legal plan. Unfortunately, it seems most of the Sapa reps seem to want to sabotage it and muddy the waters with speculative conjecture. Why do they resist something like this that makes so much sense? I believe once again it comes down to a control and accountability issue.
At least one Board member will provide a bi-weekly update to all Reps. The information contained in these updates is at the discretion of the Board, but must include the dates and general topics of any formal meetings with Flight Operations or Executive Management.
At least one Board member will provide a monthly update to all Members. The information will be at the discretion of the Board, but must include the dates and general topics of any formal meetings with Flight Operations or Executive Management.
The Secretary will make available the general meeting agenda no later than the day prior to any meeting, and will make available minutes no later than one week after the day of any meeting.
Reps. will make a diligent and reasonable effort to maintain a board in their respective hubs/domiciles, which contains printed copies of SAPA emails/postings.
How often do these happen?