Thread: Endeavor AIP
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Old 11-23-2022 | 09:20 AM
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AIP Summary

Below is a summary of the AIP, including pay rates and retro pay, early captain pay, captain upgrade and retention, new hire/direct entry captain bonus and longevity credit, ready reserve elimination, LCP and lead LCP pay, FTI pay, deadhead minimum connection times, trip and duty rigs, increased vacation schedule credit, and modifications to Beyond Company Control (BYD).

Pay Rates and Retro Pay
The pay rates and escalators in the AIP will run concurrently with our JCBA and will place the EDV wage rates at the highest in the industry. These new rates will be a permanent part of our contract and cannot be amended without consent of the Endeavor pilots.

Provided ratification occurs prior to the end of the November bid month, the pay rates listed below will apply retroactively to the beginning of the October bid month. This retro pay is in recognition of the duty rig programming timeline (see below) and other FFD carriers implementing new pay sooner than EDV. If ratification occurs after the end of November, these pay rates will apply at date of ratification (DOR).

Early Captain Pay
Captain pay will now begin at one of two points:
  • 850 hours
    • Pilots opting into the Early Captain Pay Program will receive captain pay beginning at 850 Part 121.436 qualifying hours
    • The process for opting in will be included in the TA and will become available upon reaching 750 121.436 qualifying hours
    • Pilot must opt-in to the Captain Upgrade & Retention Program
    • Pilot must take first available upgrade and be otherwise eligible to upgrade (first class medical, no training freeze, etc.)
  • Captain upgrade training class date
    • For pilots not opting into the Early Captain Pay Program, pay will now start on the first day of your captain upgrade class, rather than the completion of OE
After ratification, pilots currently within the captain upgrade training footprint will be immediately moved to the captain scale and pilots with 750 hours or more will be given the opportunity to opt into the Early Captain Pay Program.

Captain Upgrade and Retention, New Hire/Direct Entry Captain (DEC) Bonus, Longevity Credit
These programs are currently in effect and will extend to run concurrently through the duration of the JCBA, with some slight modifications:
  • $110,000 Retention Program
    • Company gains discretion on the timing and duration of program, including start/stop points in the program; however, any pilot who previously opted into the Retention Program prior to the stop date will remain in the program
    • Company gains the ability to flex the retention bonus up or down, but cannot exceed $110,000
      • If the Company reduces the monetary value offered, but later increases the amount of retention dollars offered, all pilots under the lower amount must be trued up to the new higher amount, not to exceed $110,000
    • Changes to the program must be given to the Association in writing at least 60 days in advance
  • New Hire/DEC Bonus
    • Company maintains their current discretion over the program which will run concurrently with the JCBA
  • Longevity Credit
    • Allow pilots from a unionized property (ALPA or Teamsters) to receive 1:1 longevity match up to 10 years
    • Company can start/stop at its discretion; if the program is stopped and later restarted, pilots not originally covered under the program will remain ineligible for longevity match
    • Changes to the program must be given to the Association in writing at least 60 days in advance
We have placed a provision in the agreement that if our rates found in Section 3.A. are adjusted downward for any reason (bankruptcy, negotiations, etc.) the Company will lose the ability to offer any of the above programs to new entrants. Pilots currently on property will be grandfathered in and will not lose a benefit they currently are entitled to, but these programs will not be available to new pilots.

Ready Reserve Elimination
  • All references to ready reserve will be eliminated in the JCBA
  • A new daytime contact period will be created (P3) and the previous P3 will be renamed P4
  • Company will have the ability to assign two or three daytime contact periods to each position
  • Modifications to reserve early release language
    • A short call reserve pilot will be released on their last day from their reserve contact period nine hours from the start of their contact period as listed in the bid pack, regardless of when their reserve period actually began
LCP and Lead LCP Pay
  • LCP incentive pay will increase from $30.00 to $65.00 per hour
  • Lead LCP inventive pay will increase from $40.00 to $75.00 per hour
    • Note: Lead LCP pay is only for lead LCP activities and not applicable to lead LCPs performing non-lead duties pursuant to Section 3.U.
FTI Pay
  • FTI monthly guarantee will increase to the following:
    • FTI: 115 hours per month
    • PCP: 120 hours per month
    • APD: 125 hours per month
  • Dual-qual instructors will receive the additional five-hour override, as current book
    • Please remember, the Company has discretion on who they utilize as a dual-qual instructor, and they plan to reduce and eventually eliminate dual-qual status which will mean the override will no longer be applicable
Deadhead Minimum Connection Times
  • Deadhead minimum connection tables pursuant to Section 8.C.3. will remain with one exception:
    • Pilots who are operating or deadheading inbound to either deadhead or operate outbound on the same aircraft will have the minimum connection time waived.
    • This will not apply to international flights as pilots will need time to traverse customs
Trip and Duty Rigs
  • Language amended for both trip and duty rigs to capture scheduled or actual, whichever is greater
  • Implementation will occur no later than June 2023 bid month
  • Duty rig implementation is still scheduled for no later than June 2023 bid month
Increase Vacation Schedule Credit
  • Schedule credit (PBS credit) will increase from the current 21 hours per week of vacation to 24.5 hours per week starting in 2025
Modifications to Beyond Company Control (BYD)
  • Each BYD event will now pay 200%, above monthly guarantee
  • For the first BYD event in a bid period, unless the pilot is already at minimum days off as defined in Section 12.E. or returned to domicile later than 1700, a compensatory day off will not be owed (this is current book)
  • For each subsequent BYD event in a bid period, the pilot will be owed a compensatory day off, regardless of the time they are returned to domicile
  • In addition, if the subsequent BYD event also places the pilot below minimum days off as defined in Section 12.E., a pilot will be owed a second compensatory day off
    • Example: Pilot on reserve with 12 days off has their second BYD event of the month; this qualifies them for two compensatory days off – one for being below the Section 12.E. minimums, and one for the BYD event; in total for the month, they would be receiving three comp days, including one from their first BYD prior to this example occurring
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