Part 2
SCHEDULING
Most philosophies behind the new work rules are sound, but the trigger points that activate a rule & their limitations are weak & ineffective. Furthermore, the array of loopholes given to UPS aggravates the situation even more as time goes on. All the changes are hard to follow in the new rules, but overall the benefits are lessened and even negated with the new productivity. Sunday commercials, flying out of your backyard (city purity) and other things we take for granted can change because of network changes (i.e. Postal contract, new domiciles, etc.) –and these new rules. The network will change.
Below is what 20% of the lines can legally look like in the domestic theater. They can also mix day with night, with turns, with 4-legs & can fly 4-weeks in a PPD –that’s up to 8-wks straight in a BP.
SDF980 - CA 1 FO 1 SO 0 RO 0 BASE TRIP LINE Short Block
| | | | | | | |
TC xxhxx | 206 207 | | 250 207 208 | | 250 250 | | 249 250 |
TB xxhxx * | * * * | * * | | * * | | * * | | *
DO 13 | SDF SDF | | SJC SDF SDF SDF | | SJC SDF SJC SDF | | RNO SDF SJC SDF |
DD 14 S17 |M18 T19 W20 T21 F22 |S23 S24 |M25 T26 W27 T28 F29 |S30 S31 |M01 T02 W03 T04 F05 |S06 S07 |M08 T09 W10 T11 F12 |S13
xxxx xxxx xxxx xxxx xxxx xxxx xxxx xxxx xxxx
| | | | | | | |
TC xxhxx | 250 250 | |258 206 | | 250 | | 206 9207 |
TB xhxx * | | * | | * * | * * | * * | * * * | *
DO 14 | SJC SDF SJC SDF | |LAN SAT ELP SDF SDF | | SJC SDF | | SDF SDF |
DD 13 S14 |M15 T16 W17 T18 F19 |S20 S21 |M22 T23 W24 T25 F26 |S27 S28 |M29 T30 W31 T01 F02 |S03 S04 |M05 T06 W07 T08 F09 |S10
xxxx xxxx xxxx xxxx xxxx xxxx XXXX
================================================== ================================================== ================================================== =========
SDF940 - CA 1 FO 1 SO 0 RO 0 BASE TRIP LINE Long Block **example #2**
TC xxhxx 923 | 945 | |978 | |901 935 | |947 958 979 |
TB XXhXX | * * | * * | * * * * | * | * * | * * | |
DO XX RPT |xyz SDF RPT SDF | |RPT | |RPT SDF RPT SDF | |RPT abc SDF RPT RPT |
DD XX S17 |M18 T19 W20 T21 F22 |S23 S24 |M25 T26 W27 T28 F29 |S30 S31 |M01 T02 W03 T04 F05 |S06 S07 |M08 T09 W10 T11 F12 |S13
xxxx xxxx xxxx xxxx xxxx xxxx xxxx xxxx
| | | | | | | 969 |
TC xxhxx 923 | | | 909 901 | | 987 | | |
TB xxhxx | * * * * | * * | * | * * | * * * | * * | * abc xyz ghi qrs |SDF DO XX RPT |xyz | | qrs SDF tuv SDF | | SDF | |
DD XX S14 |M15 T16 W17 T18 F19 |S20 S21 |M22 T23 W24 T25 F26 |S27 S28 |M29 T30 W31 T01 F02 |S03 S04 |M05 T06 W07 T08 F09 |S10
xxxx xxxx xxxx xxxx xxxx
================================================== ================================================== ================================================== ========
Are the trades really worth it? It will be 2013 or even 2014 before we see our next contract?
To really get a better grip on scheduling & what’s depicted here, please visit:
http://IPAonTop.org
PAY
The top hourly rate is not industry leading pre or post 9/11. In fact, per the IPA’s own admission if you take into account inflation it’s only a $8.85 raise in buying power compared to the last raise in 2002 (12th year CPT). The $8.85 raise equates to an increase of less than $8,700 in yearly buying power today as compared to 2002. If you consider the initial raise in 1998, the raise today is only $2.85 and creates a buying power raise of less than $2,800. New health care costs further reduce these ‘gains’.
The bonuses are also weak. A 12th year captain’s true retro check based on $223.55 per hour should have captured around $90,000 & upwards of $94,000 if we use UPS’ credit figures used during negotiations. Instead you will receive $60,000 –and that will be split into two years. Factor in taxes and you will see around $19K each year for two years. FOs & FEs fall under the same situation. Moreover, the current and previous contracts received 100% retro versus this TA’s partial bonus.
The 15-year pay scale is not the norm for “A-list” carriers. In fact, it is common only amongst bottom feeders or those who have only secured their first or second contract. This is a concessionary move and is another pseudo B-scale. Moreover, this affects first and second officers the most. It takes 15-years to reach your top hourly rate where it would only take 12 years to reach it under the normal model of the industry. It may gleam information about the future of hiring and upgrades: It may take more than 10-years to reach captain’s status and pay. Your earning potential & other quality of life issues are affected by this situation.
FDX has pilots hired in 2001 CURRENTLY making $160/hr versus our same 5th year pilots making $97.08/hr; our TA bumps it up to $117.26/hr. With that said under current contract, that FDX pilot will make $250,000 more by the time both pilots reach their 10th yr of employment. Also FDX is or was also going after pay triggers that drive their hourly rate to upwards of 40%: This means that a $200 hourly rate may pay upwards of $280 in their paycheck.
PENSION
At 18-yrs of service at FDX, they will receive over $90,000 in their A-plan; we will receive around $54,000. The employees that retire after this TA may not be as lucky, although they do get a better B-plan. BUT if you look back to pre-9/11 nest eggs that relied on stock (B-plan) many were sharply reduced within months. In other words, those sticking around a while may want to secure a better balanced A-plan to offset a possible loss of your B-plan in the future with stock market turbulence.
HEALTH CARE
Health Care will cost more, which eats into your pay raise; thus, reducing the hourly rate gain. Health care after you retire is also available, but it will cost you about a $100 dollars more than your highest monthly rate before you retire. Medicare supplement is also available, but that cost is ambiguous and strongly driven by your situation.
The over 65-yr young pilot I flew with said his cost would be at least $600 each month because of only two prescriptions. That may or may not sound like much, but as your yearly pension stays the same (i.e. $54,000) you know that health care costs will rise. Take into account inflation and in several years it will absorb a larger portion of the pension nest egg.
THOUGHTS TO LEAVE WITH:
If the scope and scheduling articles are that great, then why hasn’t UPS hired more pilots?
Why has FDX hired over 1,200 pilots since 9/11 and UPS roughly 300 pilots; or more pointedly, why have they hired more in 2-months than we have in roughly 1-yr?
Did you know that UPS is estimated to make a net profit of around $7.5-billion dollars by the time the next contract is signed? SUPER! WE all work for the same Company.
Did you know that equates to roughly $850,000 per hour… every hour –all year long?
Do you know that a PEB is NOT a bad thing and that it/they cannot bind us to arbitration?
Do you believe as I do that we can attain a better contract in a relatively short period of time?
Proud to be a team member of the UPS and IPA team….
Respectfully,