Joint Collective Bargaining Agreement
Tentative Agreement Summary
PCL, MSA, and CJC Master Executive Councils
Air Line Pilots Association, International
Tentatively Agreed to 17 December 2010
Published by the PCL
PCL-MSA-CJC Joint Negotiating Committee
Pinnacle Airlines Corp (PNCL) – Air Line Pilots Association, International
2010 Joint Collective Bargaining Agreement TA Summary
The following is a highlighted summary of the Joint Tentative Agreement. Pilots will be provided with a full
language TA as soon as it is completed. While most of the sections have already been finalized, the
negotiating committee wishes to engage in a thorough proofreading of the document and ensure that all of
the various references are correct. We also must still complete a definitions section, as well as finalize
Transition and Implementation Letters of Agreement. We plan to accomplish this work within the next three
weeks. Each of the MECs will convene during the 2
nd or 3rd week of January to vote on whether to approve
the TA and send it to the pilot groups. Each MEC must individually approve the TA before the pilots vote. If
the MECs approve the TA, road shows will be expected to begin shortly afterwards. We anticipate that pilot
vote for ratification will occur sometime late January to mid February.
The Joint Negotiating Committee unanimously endorses this TA and recommends ratification.
Financial Summary:
•
Increases in Wages, Work Rules, Benefits total $135 million over 5 years
o
Wage increases alone total $99 million over 5 years
•
“Soft Credit” payroll improvements:
o
Minimum Day will add 2% in soft credit to pilot earnings at PCL and CJC (possibly more prior to
pairing optimization)
o
Block-or-Better at 100% will add 1% to pilot earnings at PCL
o
Cancellation and Reassignment Guarantee (Leg by Leg) will add 0.5%-1.5% to pilot earnings at
all carriers
o
Increased Deadhead Credit for all carriers will add .7%.
o
Premium Pay for all Trip Adds as well as increased premium for Extensions and Junior Mans
will add at least 1%
o
401(k) increase results in a 1-1.5% increase for Pinnacle and Colgan.
o
Increased Vacation Pay to 21 hours per week for all carriers adds 0.5%-1.25%
o
Increased per diem for Pinnacle and Colgan adds 0.8%
o
Increased value in Ground Training credit to 4 hours per day results in a small increase.
Section 1 – Recognition and Job Security (Including Parent Letter)
This Section is the heart of the JCBA, and the primary reason we sought to require the Company to
engage in bargaining for one contract. The fact that we were able to negotiate one Agreement to
cover all of the Pinnacle subsidiaries is undeniably an important step in increasing our job security.
The particular provisions that we were able to negotiate in both the Parent Letter and Section 1
further guarantee that all of the valuable terms of our new CBA and our jobs are secure, because ALL
flying done for Pinnacle Corp. (“Holdings”) must be done by pilots on our Joint Seniority List –
including any and all growth. This achievement was the top priority for our MEC’s before we entered
bargaining, and the provisions of the TA provide exactly the protection we were seeking.
• Overall, these sections eliminate any “whipsaw” between the PNCL carriers, and ensures that any new
flying (through acquisition or otherwise) is conducted by PNCL carrier’s pilots under the JCBA on a
single integrated seniority list.
• Parent and Section 1 language provides improved protections for our pilots if the Holding company or
any individual airline is sold. This includes provisions that allow pilots flying for a PNCL carrier which is
sold but not merged, and subsequently furloughed, to transfer back to a PNCL as vacancies occur.
• Parent letter binds PNCL and all subsidiary carriers to the JCBA. If PNCL is sold, the successor is also
bound to the JCBA.
•
If Parent creates or purchases another airline:
o
Any turboprop operations will be merged into Mesaba Airlines
o
Any turbojet operations will be merged into Pinnacle Airlines
o
The contract(s) are merged with the JCBA
o
The seniority lists are merged with the single seniority list under the JCBA
Section 3 – Compensation
*Wage tables are appended to back of this document
Date of Implementation Wage Increases :
Category Hourly Rate increase (Min/Max, Average)
MSA CR9CA
0.0% to 1.5% Increase, 0.1% Average
MSA CR9FO
0.0% to 15.5% Increase, 8.5% Average
MSA CR2CA
No Change from Current Book
MSA CR2FO
0.0% to 8.5% Increase, 4.4% Average
MSA SF3CA
No Change from Current Book
MSA SF3FO
No Change from Current Book
PCL CR9CA
4.5% to 6.7% Increase, 5.7% Average
PCL CR9FO
0.7% to 12.5% Increase, 8.1% Average
PCL CR2CA
10.5% to 22.5% Increase, 12.4% Average
PCL CR2FO
16.3% to 38.2% Increase, 21.5% Average
CJC Q400CA
7.1% to 21.1% Increase, 9.8% Average
CJC Q400FO
14.3% to 23.4% Increase, 20.0% Average
CJC SF3CA
10.9% to 17.5% Increase, 14.5% Average
CJC SF3FO
1.9% to 23.4% Increase, 11.8% Average
•
First Officers pay is based on seat ranges; no single scale
•
Across-the-Board Wage Increases
o
12/1/2011 = 3%
o
12/1/2012 = 3%
o
12/1/2013 = 2%
o
12/1/2014 = 2%
o
12/1/2015 = 2% (just prior to amendable date)
o
Q400 Rates start above industry average and the increases exceed the Across-the-Board wage
increases above to match CRJ200 at DOS+4
o
See Wage tables for specifics
•
Minimum Day of 4 hours
o
Minimum day applies to any calendar day a pilot is assigned duty or required to remain away
from his domicile, including Ready Reserves
o
Minimum day applies to all pilots on days junior assigned, regardless of domicile size
o
Min Day will not be applied to SF340 flying at domiciles with fewer than 25 pilots
MSP, MEM, DTW, IAD, and IAH SF340 bases will have the Minimum Day regardless of
domicile size
•
Greater of Average time or Actual Leg pay (pay credit for better of actual block flown or scheduled
average time)
(Section 3 – Compensation, continued)
•
Cancellation and Reassignment Period Guarantee (Leg-by-Leg Guarantee)
•
150% Premium Pay for Voluntary Trip or Partial Trip Adds (Company may offer higher)
•
150% Premium Pay for Extensions and Junior Assignments on a Day of Work
•
200% Premium Pay for Junior Assignments on a Day Off
•
Training Pay:
o
4 hours per day of ground training
o
Greater of Scheduled or Actual Time of Simulator Training
o
Virtual Credit of 5 hours to protect monthly schedules in training months
•
Payroll
o
Paydays will be 16th and 1st of every month
o
“Over 75”, per diem, and adjustments on 16th
o Vacation and Sick Bank Accruals on Pay Stub
•
Line Check Airman pay status quo on each property until new Instructor Agreement negotiated
•
“Dual Qual” (Operation of Aircraft Type with Multiple Derivatives):
o
The Company may not require a pilot to operate more than one derivative of a common type
with a separate pay scale without an executed LOA describing the terms and conditions of the
multiple derivative flying or, if the parties can not mutually agree to terms, then prior to an
interest arbitration decision
o
If arbitrated, the arbitrator’s jurisdiction is specifically limited, with protections for staffing
levels, pay, schedule construction, and seniority. For instance,
The staffing on the CRJ 900, including reserves, cannot be lower than the any other
fleet on the property, and must take into account the fact that senior pilots have
greater vacation accruals.
CRJ 900 pilot will always receive 900 pay for all credits including sick, vacation, etc.
(arbitrator does not have ability to create a blended rate)
CRJ 200 pilot will always receive 900 pay when operating a 900
All CRJ 900 flying must be initially awarded to a 900 pilot, and all awarded trips will
consist solely of flying on single derivative.
Seniority must be honored in all respects
Section 4 – Minimum Pay Guarantees
•
75 hour minimum monthly guarantee
Section 5 – Travelling Expenses
•
New hires are covered by this section from the first day they report to training
• Crew may call for Taxi at RON if no shuttle :30 after block in
•
Guaranteed minimum rest (delay outbound flight if less than min rest minus :15)
•
Crews on CDOs and reduced rest overnights do not have to adjust their schedules to accommodate
other crews for transport to airport
•
Per Diem $1.65 @ Implementation, $0.05 increase on each anniversary of Agreement
Section 6 – Moving Expenses
• Paid moves of principle residence
• Moving days = 1 day to load, travel days (1 day per 350 mi), 1 day to unload
• 2 weeks of hotel/per diem for domicile changes without change in principle residence, or, at pilot
option following a training event, 5 consecutive days off following completion of OE