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!


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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?

I'm looking forward to reading section 1. The company wants it something fierce and that makes me....hesitant.

This deal is less total compensation than Delta TA1. There would be a riot if in 3 years a 15% raise was offered and "full" retro based on 3-4% raises per year.

From the amendable date this is effectively a UPS type 3/4/4/4/3/3/3 raise.

The addition of a B plan is a very nice gain for them.

Only if you include the PS trade for the 6% raise from TA1 is SWA more. Did SWAPA buy their pay raises?
You can't have your cake and eat it, too.

Care to be more specific

If I had to guess I would say the B-Plan is their 401k and it is being increased from 9.3% up to 15% over 3 years to get where ours is...

8/0/3/3 is the same as 4/4/3/3.

Anyways that's all theoretical.

Bottom line, SWA and UPS type 3/3/3/3/3/3/3 deals will not help our case in the eyes of the NMB to get anywhere remotely close to 22/7/7. It'll be a win if we can get the rumored 18/4/4.

15% B-fund. Sweet. Now we're talking.

looks like you are back to your old ways...we all knew it wouldn't last long.

To clarify, SWA Uses a Trip for Pay (TFP) as the unit for pay. Current 12 year captain is $189.78 per TFP. The union uses a conversion factor of 1.149 to convert this to an hourly wage. Thus current hourly rate equivalent is $218.06 and the Agreement rate effective Oct 1 would be $250.76

Delta currently has a 15% B fund.


If you see how this deal helps us achieve our opener let me know. I'm all ears

What's their current B fund?

Nothing. 9.3% match I believe

I think it would be nice, right about now, for the MEC to put up some charts. We have the whole industry pretty much set. I'd like to see a plot of a DAL 737 vs. SW, and 777 vs. UPS, with and without DC/B-Fund, with and without PS. Compare Delta latest offer, and our own.

I think the industry is sort of coalescing around similar numbers.

It's almost as if these managements talked to each other.

You will have to explain to me how another airline getting a raise does not help our cause?

Because every airline is getting raises that fall near the company's offer?

Full retro.................wait for the apologists to explain this one away......and yes, the retro SWAPA was wanting, they got pretty much just that.


But, but, but nobody ever gets full retro.....some of you need to check your man card...this is coming from a woman.

You have to put in 10% and he company gives them 9.3%

The 15% is a HHUUGGEE jump for them

let's see. full retro, no B fund to a B fund on top of raises, didnt trade qol for pay.......

They didn't get full retro. Full retro would be 15% from amendable date. The got 3/4/4 retro then snap up 15% from current rates on OCT 1

They got the retro they were asking for....

I don't think that is exactly true either. You'd have to deuct the value of the matching they were getting, which I ***think*** was 9.3%, so in 3 years they get 5.7% total.

How much is their PS, anyway?

It helps us because their rates - along with every other airline in our peer set has rates that are much greater than ours.

It doesn't matter that they took 3 or 4 years to get the rates - we are now lagging the industry. It is much easier for us to get a big bump since we are lagging vice when the TA was defeated and our rates were more toward the top. But I assume you know this.

Do you actually want a large raise? Or would rather us fail miserably so guys can see "See - we should have passed the last TA" because that is exactly how your posts are coming across.

The last TA is history yet you continue to go around implying what fools 65% of the Delta Pilots are. How do you see the talking down of UPS and or the Southwests deals as helping us any?

Scoop

[QUOTE=TriStar_drvr;2191104]To clarify, SWA Uses a Trip for Pay (TFP) as the unit for pay. Current 12 year captain is $189.78 per TFP. The union uses a conversion factor of 1.149 to convert this to an hourly wage. Thus current hourly rate equivalent is $218.06 and the Agreement rate effective Oct 1 would be $250.76

It's certainly a big step up for SWA but I don't see it providing us much leverage. The companies current table position puts our 737 rate at 254 an hour now and 261.50 on 1 Jan with a 16DC. Add in a profit sharing program that will pay at least 10% more and you are talking about at least 18% more then SW on I Jan. I had hopes they might come in more toward 265 an hour.
The one thing it does do is keep SWA costs more inline with ours which might give management a little more wiggle room to get a deal done.

If they all achieved these raises with minimal or no concessions your argument for us making concessions would be what exactly?

Yes our proposed rates were similar but at what cost to the rest of the contract?

Scoop

Everyone wants a raise.
Nobody wants a raise <= TA1
It's always possible we'll end up with <=TA1 if we execute poorly
How do you see the talking up or down of any other contract helping or hurting us? Don't the facts suffice?

pretzel logic.

Make our 73 rates $260/hr and leave the rest of the pwa alone I would consider it a galactic alpa win.

you don't get to use profit sharing in the equation....the nmb doesnt.

I'm in no way vouching for TA1 which was rightfully turned down. This deal ended up right in the ballpark of the 16.5/3/3/3 offer. It kills any hope of 22/7/7.

[QUOTE=sailingfun;2191141]
So in the recent past we couldn't get a big raise because we were already leading the industry - I repeat that leading the industry.

Now that we are lagging the industry we still have no leverage because we would like rates just a little bit higher than what less profitable airlines already achieved. Not exactly the same standard that DALPA was touting for years.

How about this - There is a world-wide Pilot shortage developing, the world wide and domestic market for Pilots is increasing and appears to only be accelerating and yet all you see are headwinds and cloudy days ahead - got it.

Scoop :cool: