Swa aip
 

More pressure on DAL management to get us a great contract!



29 AUGUST 2016 Like us on Facebook Follow us on Twitter
We Have Reached an AIP
Good afternoon,

To the more than 900 SWAPA Pilots who came to Dallas last week, THANK YOU! Forty-three percent of all eligible Pilots who were off on August 24 sacrificed their time and money to stand up for their brothers and sisters and their profession. It made an indelible impression on me - and the Company. I am so proud of you. My thanks to each and every one of you and the Pilots of APA, Delta, Spirit, and JetBlue. A special thanks to AMFA local 11, TWU 556, and SWAPAfamily volunteers for the enduring support throughout this process.

This past weekend, our NC reached an Agreement in Principle (AIP) with the Company. There will be a lot of information to process and you will undoubtedly have many questions. Throughout the next few months, you have our promise to provide you with intellectual honesty and not a sales job. The information will become more granular and detailed as we progress. This Blast is the very first step. A full bullet point list is being compiled at present that will include every change to every section. We are doing our best to have this to you by tomorrow. Your BOD will have full language by the end of the week.

You may see the AIP referred to by the NMB using different terminology. However, rest assured that this agreement is currently only an AIP, and it will come before the SWAPA BOD who will decide whether it becomes a TA. Once, and only if, the BOD votes to send a TA to membership, you will have the final decision.

Here are the highlights:
Amendable date August 31, 2020, with a six-month early opener
100% retro based on 3/4/4% (2013,14,15). Retro paid for retirees, deceased, and Pilots no longer with SWA. The Company will call it a "Ratification Bonus"
Profit Sharing and 401(k) match on retro
Snap-up pay raise of 15% beginning October 1, 2016 and 3% annual raises September 1, 2017-2020. Note: this includes one post-amendable 3% pay raise on September 1,2020
B-Plan: 12% in 2016, 14% in 2017, 15% in 2018. Note: all contractual caps removed and no Profit-Sharing offset
Various methods of distributing Profit Sharing (cash vs. deferred). Legal, tax implications, and limitations are very complex and still being worked through
401(a)17 for Profit Sharing and 401(k)
Tightened Section 1 language and metrics
Removal of Reciprocal Trans Border Interline and Route Authority/Slot Restricted Airports
Strengthened Reopener, Distribution, Furlough Protection Language (Sect 1). Any furloughs will trigger a wind down of all partnerships and none will then be allowed until all furloughed Pilots are recalled
No expansion of Cargo Codeshare
MAX issue resolved, any aircraft that has more than 175 seats or requires a different type rating will trigger a reopener to negotiate and that aircraft won't fly until agreement is reached
AQP grievance resolved - not day for day, but with 6.5 TFP if you lose a day off
Retained TA1 Red Eye operational language / international overrides
Added an hour on Red Eye window for pay override
Move up language remains the same
No paid parking
No PBS
Limited near international Pilot subsets to an entire base, not divisions
ETOPS Bid Groups (EBGs) per SL12 with training locks cut in half and new hires protected
Subject to legal review and compliance, a commitment to develop a Retiree Health Account (VEBA) using Pilot contributions
Codified Check Airman pay and scheduling rules
Preserved Lance Captain program, Unrestricted, 12 months up or out
Reserve pay-per-day with the RCO concept from TA1. Note: unused reserves will be paid 6.0 TFP. Reserve flying will continue to be rigged (ADG).
Simplified right of return
Sick leave accrual only occurs at straight time for premium trips
No seat on SWA BOD
Your support has brought us this far. You will determine our future from here. As I said, there is much more information to distribute. Please remain respectful of all opinions and don't be distracted on the flight deck. As evidenced by last weekend, it pays for our passengers, our Company, and for us to FLY THE JET! We look forward to seeing you. Roadshow schedules will be announced pending a recommendation from your BOD.

Leading forward,

Jon

SWAPA Headquarters
Brookview Plaza
1450 Empire Central
Ste. 737 Dallas, TX 75247

(214) 350-9237 - Phone
(800) 969-7972 - Phone
(214) 350-0647 - Fax

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[emoji767] 2016 - SWAPA


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15% snap, 3/3/3, full retro, b-plan (12/14/15)--which is essentially a huge raise since they didn't have a b-plan, and no PBS.

Congrats, SWA! Well deserved!


Sent from my iPhone using Tapatalk

they just raised the bar....if only we would follow them

These are pilots? Where do these people get such language?:

"with intellectual honesty and not a sales job"

"Retro paid for retirees, deceased, and Pilots no longer with SWA. The Company will call it a "Ratification Bonus"

"Profit Sharing and 401(k) match on retro"

"Snap-up pay raise"

Ready for a Debbie Downer to post we can't achieve this due the NMB.

So if the pay rate on this site is correct for SWA and if I'm reading the AIP correctly with backdated raises of 3/4/4 then a 15% raise first year, that would put the SWA 737 rate at $276 hour. So our 737 guys would have to get a 27% raise to meet the SWA rate.

How is it again that we can't get back to a rate we once had in 2004? (which is only 18%)

"a commitment to develop a Retiree Health Account (VEBA) using Pilot contributions"

Looks like they aren't too trusting of VEBA, yet.

"any aircraft that has more than 175 seats or requires a different type rating will trigger a reopener to negotiate and that aircraft won't fly until agreement is reached"

Hey, what'd we get for giving up that attitude?

Ok I had someone explain to me that the 15% raise included the retro 3/4/4/ so not as big a jump as I first thought but still a jump.

Black swans!!!

Yeah.
So what dalpa committee is responsible for twisting this into a negative for dal pilots. Are the wheels turning at Strategic Planning, or Communications?