Early Survey Results
08-14-2023, 12:30 PM
#1
New Hire
Thread Starter
Joined APC: Jul 2023
Position: Balloon Upside down
Posts: 5
Early Survey Results
Top 10 issues from survey
1. Industry leading pay rates (higher than DL)
2. 100% back pay
3. (TIE) 22% CoC B plan
3. (TIE) IRS max limit for the A plan
5. Fix SUB and revisions
6. No change to DRF/VLT
7. Industry leading scope
8. No change to training lines
9. R 16 back to R 24
10. No change to VAC
Interestingly it mirrors the declarations made on social media, all of them being promised or alluded to by their authors. Remember these statements? "no one left behind", "if even one pilot is excluded", "they owe us this", "we can do much better". No walking back the lofty goals and expectations of the pilots that are waiting for the new group to actually achieve in the next TA. Unfortunately even armed with this information nothing gets done by the proclaimed victors due to the upheaval and disfunction of the MEC, NC and officers caused by “recall and replace”. Adding to this @%$#show will be the possibility of furlough, age change 65 to 67, the response by the NMB to the no vote and the inevitable conflicts between pilots arising out of frustration the longer there is no new contract. Last, for all the recall enthusiasts be prepared for another round when the new union shills decline to disclose the polling results, get upset and demand that all polls results are published then recall and replace, repeat as many times as needed. Do the same thing for negotiations updates also.
We are collectively in a "death spiral" and no one knows how long it will take for impact but it's going to cost all of us for a long time. Management thanks you!
1. Industry leading pay rates (higher than DL)
2. 100% back pay
3. (TIE) 22% CoC B plan
3. (TIE) IRS max limit for the A plan
5. Fix SUB and revisions
6. No change to DRF/VLT
7. Industry leading scope
8. No change to training lines
9. R 16 back to R 24
10. No change to VAC
Interestingly it mirrors the declarations made on social media, all of them being promised or alluded to by their authors. Remember these statements? "no one left behind", "if even one pilot is excluded", "they owe us this", "we can do much better". No walking back the lofty goals and expectations of the pilots that are waiting for the new group to actually achieve in the next TA. Unfortunately even armed with this information nothing gets done by the proclaimed victors due to the upheaval and disfunction of the MEC, NC and officers caused by “recall and replace”. Adding to this @%$#show will be the possibility of furlough, age change 65 to 67, the response by the NMB to the no vote and the inevitable conflicts between pilots arising out of frustration the longer there is no new contract. Last, for all the recall enthusiasts be prepared for another round when the new union shills decline to disclose the polling results, get upset and demand that all polls results are published then recall and replace, repeat as many times as needed. Do the same thing for negotiations updates also.
We are collectively in a "death spiral" and no one knows how long it will take for impact but it's going to cost all of us for a long time. Management thanks you!
08-14-2023, 03:02 PM
#3
Gets Weekends Off
Joined APC: Aug 2012
Posts: 670
Originally Posted by FalseProphet
Top 10 issues from survey
1. Industry leading pay rates (higher than DL)
2. 100% back pay
3. (TIE) 22% CoC B plan
3. (TIE) IRS max limit for the A plan
5. Fix SUB and revisions
6. No change to DRF/VLT
7. Industry leading scope
8. No change to training lines
9. R 16 back to R 24
10. No change to VAC
Interestingly it mirrors the declarations made on social media, all of them being promised or alluded to by their authors. Remember these statements? "no one left behind", "if even one pilot is excluded", "they owe us this", "we can do much better". No walking back the lofty goals and expectations of the pilots that are waiting for the new group to actually achieve in the next TA. Unfortunately even armed with this information nothing gets done by the proclaimed victors due to the upheaval and disfunction of the MEC, NC and officers caused by “recall and replace”. Adding to this @%$#show will be the possibility of furlough, age change 65 to 67, the response by the NMB to the no vote and the inevitable conflicts between pilots arising out of frustration the longer there is no new contract. Last, for all the recall enthusiasts be prepared for another round when the new union shills decline to disclose the polling results, get upset and demand that all polls results are published then recall and replace, repeat as many times as needed. Do the same thing for negotiations updates also.
We are collectively in a "death spiral" and no one knows how long it will take for impact but it's going to cost all of us for a long time. Management thanks you!
1. Industry leading pay rates (higher than DL)
2. 100% back pay
3. (TIE) 22% CoC B plan
3. (TIE) IRS max limit for the A plan
5. Fix SUB and revisions
6. No change to DRF/VLT
7. Industry leading scope
8. No change to training lines
9. R 16 back to R 24
10. No change to VAC
Interestingly it mirrors the declarations made on social media, all of them being promised or alluded to by their authors. Remember these statements? "no one left behind", "if even one pilot is excluded", "they owe us this", "we can do much better". No walking back the lofty goals and expectations of the pilots that are waiting for the new group to actually achieve in the next TA. Unfortunately even armed with this information nothing gets done by the proclaimed victors due to the upheaval and disfunction of the MEC, NC and officers caused by “recall and replace”. Adding to this @%$#show will be the possibility of furlough, age change 65 to 67, the response by the NMB to the no vote and the inevitable conflicts between pilots arising out of frustration the longer there is no new contract. Last, for all the recall enthusiasts be prepared for another round when the new union shills decline to disclose the polling results, get upset and demand that all polls results are published then recall and replace, repeat as many times as needed. Do the same thing for negotiations updates also.
We are collectively in a "death spiral" and no one knows how long it will take for impact but it's going to cost all of us for a long time. Management thanks you!
08-14-2023, 03:24 PM
#5
Gets Weekends Off
Joined APC: Aug 2010
Posts: 245
Originally Posted by Nightflyer
Well, at least "FalseProphet" is an accurate call sign.
How do you know these results? I thought the phone poll was still open? I might be wrong, since I have not been called.
How do you know these results? I thought the phone poll was still open? I might be wrong, since I have not been called.
This person is making sh*t up.
08-14-2023, 03:41 PM
#6
Banned
Joined APC: Oct 2019
Posts: 923
Originally Posted by FalseProphet
Top 10 issues from survey
1. Industry leading pay rates (higher than DL)
2. 100% back pay
3. (TIE) 22% CoC B plan
3. (TIE) IRS max limit for the A plan
5. Fix SUB and revisions
6. No change to DRF/VLT
7. Industry leading scope
8. No change to training lines
9. R 16 back to R 24
10. No change to VAC
Interestingly it mirrors the declarations made on social media, all of them being promised or alluded to by their authors. Remember these statements? "no one left behind", "if even one pilot is excluded", "they owe us this", "we can do much better". No walking back the lofty goals and expectations of the pilots that are waiting for the new group to actually achieve in the next TA. Unfortunately even armed with this information nothing gets done by the proclaimed victors due to the upheaval and disfunction of the MEC, NC and officers caused by “recall and replace”. Adding to this @%$#show will be the possibility of furlough, age change 65 to 67, the response by the NMB to the no vote and the inevitable conflicts between pilots arising out of frustration the longer there is no new contract. Last, for all the recall enthusiasts be prepared for another round when the new union shills decline to disclose the polling results, get upset and demand that all polls results are published then recall and replace, repeat as many times as needed. Do the same thing for negotiations updates also.
We are collectively in a "death spiral" and no one knows how long it will take for impact but it's going to cost all of us for a long time. Management thanks you!
1. Industry leading pay rates (higher than DL)
2. 100% back pay
3. (TIE) 22% CoC B plan
3. (TIE) IRS max limit for the A plan
5. Fix SUB and revisions
6. No change to DRF/VLT
7. Industry leading scope
8. No change to training lines
9. R 16 back to R 24
10. No change to VAC
Interestingly it mirrors the declarations made on social media, all of them being promised or alluded to by their authors. Remember these statements? "no one left behind", "if even one pilot is excluded", "they owe us this", "we can do much better". No walking back the lofty goals and expectations of the pilots that are waiting for the new group to actually achieve in the next TA. Unfortunately even armed with this information nothing gets done by the proclaimed victors due to the upheaval and disfunction of the MEC, NC and officers caused by “recall and replace”. Adding to this @%$#show will be the possibility of furlough, age change 65 to 67, the response by the NMB to the no vote and the inevitable conflicts between pilots arising out of frustration the longer there is no new contract. Last, for all the recall enthusiasts be prepared for another round when the new union shills decline to disclose the polling results, get upset and demand that all polls results are published then recall and replace, repeat as many times as needed. Do the same thing for negotiations updates also.
We are collectively in a "death spiral" and no one knows how long it will take for impact but it's going to cost all of us for a long time. Management thanks you!
08-16-2023, 02:54 PM
#9
Gets Weekends Off
Joined APC: Dec 2018
Posts: 247
Ideas
I saw someone post this in another group that I’m in so i copied it and am adding it here for discussion. Don’t hang me for the last one. These are just ideas to discuss.
1: Scope
* Prevent single pilot operations
* Prevent drone operations from hubs and/or only authorized for remote location delivery
* Limit belly freight on passenger airlines
* Limitations for use of sub contractors
* Increase wet lease penalty
* Enhanced furlough protection
* 90 day notice for furlough
3 - 5: Compensation
* DAL/AA/UAL + 2%
* Snap up with UPS
* 6 CH minimum per calendar day, except PM out and backs which is the greater of 6 or block hour, except when scheduled or delayed beyond 0130 LBT in which case they receive an additional 1.5 CH.
* Increase medical exam reimbursement
* Increase uniform reimbursement
* When new uniform items are added that exceed the annual reimbursement allowance, provide a one time increase to allow the item to be acquired with no out of pocket expense.
* LCA pay of 125%
* Increase International override
* Increases per diem rates
* NOCAT should be a direct payment not through expense system
* Remove separate new hire training pay - new hire pilots should be paid as first year pilots from day 1 on property. This is industry norm
* Provide new hires with a hotel room in Memphis, or other training location as necessary, from the night prior to BI through the conclusion of their simulator training.
* Provide new hires with airline transportation from the nearest commercial airport to their home to Memphis for the beginning of BI.
* New hire hotels should provide 24/7 transportation to/from the training center and the airport, or be provided with reasonable transportation.
* Paid Maternity and Paternity leave
* Slot denial pay for current pilots when new hires take training slots. SDP should automatically move down the list of those desiring training ASAP.
5: Travel Expenses
* Travel bank floor (doesn’t reduce to zero)
* Fix Deviation bank for Intl 1st Class DH’s
* Improve Seat Adjustment upgrade
* Require scheduled DH be booked in Premium economy should 1st class not be available
* Eliminate parking Cap, or tie it to a reasonable amount. As an example, long term parking is $15 per day at Memphis, Assuming just a two week work month, that’s $450 for three months. And would be even greater with a 5 week bid month in the mix
* Update authorized airfare categories of travel such as premium economy.
* Update how the established fares are established by the travel department
7: Vacation
* Don’t effing touch it!!! Same goes for AVA.
25: Scheduling
* Prohibit “courtesy calls” earlier than 2 hours prior to show time for RA only, because pilots are sleeping. Still 1.5 hour callout.
* R-24, only convertible to RA/RB, with disruption pay, a provided hotel, and provided travel to/from base. Only convertible once per bid period.
* Trip specific reserve assignments for RA/RB. The requests are assigned based on seniority only after consolidation assignments. First fly and standard leveling order assignments are made after the seniority based trip specific requests are assigned. This allows the more senior reserve pilots to request a specific reserve assignment from open time trips, if desired, obtain leveling, and do so only for trips they desire to fly.
* Real time trip trading automatically processed by a computer not Crew scheduling.
* Automatic release from ASBY at the end of airport standby, so there is no need to call scheduling.
* Limitations and protections for the VTO process.
* Add SUB\DFT\AVA\VLT to disruption pay codes.
* Reduce Proffer window to less than 24, maybe to same as the Drop window
* Allow opportunity to pickup a trip via Makeup during the assignment window
* Long SUB-for those on a trip through the IAP, 30 minute phone call in should suffice and then get 72 hours off
* Create prohibitive disruption compensation should FedEx cancel a front end DH
* Create time constraint for FedEx to change a front end DH (waiverable by the Pilot) Perhaps 24 hours prior, or trip canceled with no SUB obligation for Pilot if FedEx needs change at the last minute
* Automatic release from reserve assignment if not notified by CRS within 15 minutes of block in.
26: General
* Industry standard commute clause with no penalty when pilots make a good faith/reasonable effort to commute to their base for the start of a trip.
* Neatly groomed beards authorized
* System bid once a quarter, even if no training is to be offered, to allow pilots to bid/swap bases.
* Sleep room or hotel room guarantee for hub turning and airport standby pilots to prevent fatigue.
* Hotel and GT for all training events, even if a pilot is based in MEM
* The secretive sick point agreement needs to be made public and added to the contract. Sick call/late/no-show events and accrued penalty points should be added to vips/CrewNav.
28: Retirement
* A Plan equal to .75 FAE Cap backdated to Nov. 1, 2021
* +12% B Plan with Cash over Cap into MBCBP
* MBCBP managed by a 3rd party fiduciary. FedEx management is not trusted to manage the MBCBP.
* At retirement there needs to be an IRA rollover option for MBCBP
Another retirement option that I’d consider, only if the price is right, is a cash buyout of the pension so all pilots are on the same 401k plan and MBCBP. I’d only agree to this if incentivized with a considerable buyout that would benefit all pilots in all seats and at all seniority levels. I haven’t hit my high five but I could have upgraded earlier and chosen pay over QOL, so my opinion is that only time on property should be considered. I haven’t done the math to determine what’s appropriate, so this is just an example -
+25 years of service and you get $2.5 mil deposited into an investment account.
10 YOS and it’s 40% of the total so you get $1m.
5 YOS and it’s .2 of the max so you get $500k.
If FedEx really wants out of the pension then effing pay us. FedEx isn’t bankrupt and has the funds to buyout the pension if they want.
1: Scope
* Prevent single pilot operations
* Prevent drone operations from hubs and/or only authorized for remote location delivery
* Limit belly freight on passenger airlines
* Limitations for use of sub contractors
* Increase wet lease penalty
* Enhanced furlough protection
* 90 day notice for furlough
3 - 5: Compensation
* DAL/AA/UAL + 2%
* Snap up with UPS
* 6 CH minimum per calendar day, except PM out and backs which is the greater of 6 or block hour, except when scheduled or delayed beyond 0130 LBT in which case they receive an additional 1.5 CH.
* Increase medical exam reimbursement
* Increase uniform reimbursement
* When new uniform items are added that exceed the annual reimbursement allowance, provide a one time increase to allow the item to be acquired with no out of pocket expense.
* LCA pay of 125%
* Increase International override
* Increases per diem rates
* NOCAT should be a direct payment not through expense system
* Remove separate new hire training pay - new hire pilots should be paid as first year pilots from day 1 on property. This is industry norm
* Provide new hires with a hotel room in Memphis, or other training location as necessary, from the night prior to BI through the conclusion of their simulator training.
* Provide new hires with airline transportation from the nearest commercial airport to their home to Memphis for the beginning of BI.
* New hire hotels should provide 24/7 transportation to/from the training center and the airport, or be provided with reasonable transportation.
* Paid Maternity and Paternity leave
* Slot denial pay for current pilots when new hires take training slots. SDP should automatically move down the list of those desiring training ASAP.
5: Travel Expenses
* Travel bank floor (doesn’t reduce to zero)
* Fix Deviation bank for Intl 1st Class DH’s
* Improve Seat Adjustment upgrade
* Require scheduled DH be booked in Premium economy should 1st class not be available
* Eliminate parking Cap, or tie it to a reasonable amount. As an example, long term parking is $15 per day at Memphis, Assuming just a two week work month, that’s $450 for three months. And would be even greater with a 5 week bid month in the mix
* Update authorized airfare categories of travel such as premium economy.
* Update how the established fares are established by the travel department
7: Vacation
* Don’t effing touch it!!! Same goes for AVA.
25: Scheduling
* Prohibit “courtesy calls” earlier than 2 hours prior to show time for RA only, because pilots are sleeping. Still 1.5 hour callout.
* R-24, only convertible to RA/RB, with disruption pay, a provided hotel, and provided travel to/from base. Only convertible once per bid period.
* Trip specific reserve assignments for RA/RB. The requests are assigned based on seniority only after consolidation assignments. First fly and standard leveling order assignments are made after the seniority based trip specific requests are assigned. This allows the more senior reserve pilots to request a specific reserve assignment from open time trips, if desired, obtain leveling, and do so only for trips they desire to fly.
* Real time trip trading automatically processed by a computer not Crew scheduling.
* Automatic release from ASBY at the end of airport standby, so there is no need to call scheduling.
* Limitations and protections for the VTO process.
* Add SUB\DFT\AVA\VLT to disruption pay codes.
* Reduce Proffer window to less than 24, maybe to same as the Drop window
* Allow opportunity to pickup a trip via Makeup during the assignment window
* Long SUB-for those on a trip through the IAP, 30 minute phone call in should suffice and then get 72 hours off
* Create prohibitive disruption compensation should FedEx cancel a front end DH
* Create time constraint for FedEx to change a front end DH (waiverable by the Pilot) Perhaps 24 hours prior, or trip canceled with no SUB obligation for Pilot if FedEx needs change at the last minute
* Automatic release from reserve assignment if not notified by CRS within 15 minutes of block in.
26: General
* Industry standard commute clause with no penalty when pilots make a good faith/reasonable effort to commute to their base for the start of a trip.
* Neatly groomed beards authorized
* System bid once a quarter, even if no training is to be offered, to allow pilots to bid/swap bases.
* Sleep room or hotel room guarantee for hub turning and airport standby pilots to prevent fatigue.
* Hotel and GT for all training events, even if a pilot is based in MEM
* The secretive sick point agreement needs to be made public and added to the contract. Sick call/late/no-show events and accrued penalty points should be added to vips/CrewNav.
28: Retirement
* A Plan equal to .75 FAE Cap backdated to Nov. 1, 2021
* +12% B Plan with Cash over Cap into MBCBP
* MBCBP managed by a 3rd party fiduciary. FedEx management is not trusted to manage the MBCBP.
* At retirement there needs to be an IRA rollover option for MBCBP
Another retirement option that I’d consider, only if the price is right, is a cash buyout of the pension so all pilots are on the same 401k plan and MBCBP. I’d only agree to this if incentivized with a considerable buyout that would benefit all pilots in all seats and at all seniority levels. I haven’t hit my high five but I could have upgraded earlier and chosen pay over QOL, so my opinion is that only time on property should be considered. I haven’t done the math to determine what’s appropriate, so this is just an example -
+25 years of service and you get $2.5 mil deposited into an investment account.
10 YOS and it’s 40% of the total so you get $1m.
5 YOS and it’s .2 of the max so you get $500k.
If FedEx really wants out of the pension then effing pay us. FedEx isn’t bankrupt and has the funds to buyout the pension if they want.
08-16-2023, 03:14 PM
#10
Gets Weekends Off
Joined APC: Mar 2012
Position: Two Wheeler FrontSeat
Posts: 1,162
Originally Posted by WearyEyed
I saw someone post this in another group that I’m in so i copied it and am adding it here for discussion. Don’t hang me for the last one. These are just ideas to discuss.
1: Scope
* Prevent single pilot operations
* Prevent drone operations from hubs and/or only authorized for remote location delivery
* Limit belly freight on passenger airlines
* Limitations for use of sub contractors
* Increase wet lease penalty
* Enhanced furlough protection
* 90 day notice for furlough
3 - 5: Compensation
* DAL/AA/UAL + 2%
* Snap up with UPS
* 6 CH minimum per calendar day, except PM out and backs which is the greater of 6 or block hour, except when scheduled or delayed beyond 0130 LBT in which case they receive an additional 1.5 CH.
* Increase medical exam reimbursement
* Increase uniform reimbursement
* When new uniform items are added that exceed the annual reimbursement allowance, provide a one time increase to allow the item to be acquired with no out of pocket expense.
* LCA pay of 125%
* Increase International override
* Increases per diem rates
* NOCAT should be a direct payment not through expense system
* Remove separate new hire training pay - new hire pilots should be paid as first year pilots from day 1 on property. This is industry norm
* Provide new hires with a hotel room in Memphis, or other training location as necessary, from the night prior to BI through the conclusion of their simulator training.
* Provide new hires with airline transportation from the nearest commercial airport to their home to Memphis for the beginning of BI.
* New hire hotels should provide 24/7 transportation to/from the training center and the airport, or be provided with reasonable transportation.
* Paid Maternity and Paternity leave
* Slot denial pay for current pilots when new hires take training slots. SDP should automatically move down the list of those desiring training ASAP.
5: Travel Expenses
* Travel bank floor (doesn’t reduce to zero)
* Fix Deviation bank for Intl 1st Class DH’s
* Improve Seat Adjustment upgrade
* Require scheduled DH be booked in Premium economy should 1st class not be available
* Eliminate parking Cap, or tie it to a reasonable amount. As an example, long term parking is $15 per day at Memphis, Assuming just a two week work month, that’s $450 for three months. And would be even greater with a 5 week bid month in the mix
* Update authorized airfare categories of travel such as premium economy.
* Update how the established fares are established by the travel department
7: Vacation
* Don’t effing touch it!!! Same goes for AVA.
25: Scheduling
* Prohibit “courtesy calls” earlier than 2 hours prior to show time for RA only, because pilots are sleeping. Still 1.5 hour callout.
* R-24, only convertible to RA/RB, with disruption pay, a provided hotel, and provided travel to/from base. Only convertible once per bid period.
* Trip specific reserve assignments for RA/RB. The requests are assigned based on seniority only after consolidation assignments. First fly and standard leveling order assignments are made after the seniority based trip specific requests are assigned. This allows the more senior reserve pilots to request a specific reserve assignment from open time trips, if desired, obtain leveling, and do so only for trips they desire to fly.
* Real time trip trading automatically processed by a computer not Crew scheduling.
* Automatic release from ASBY at the end of airport standby, so there is no need to call scheduling.
* Limitations and protections for the VTO process.
* Add SUB\DFT\AVA\VLT to disruption pay codes.
* Reduce Proffer window to less than 24, maybe to same as the Drop window
* Allow opportunity to pickup a trip via Makeup during the assignment window
* Long SUB-for those on a trip through the IAP, 30 minute phone call in should suffice and then get 72 hours off
* Create prohibitive disruption compensation should FedEx cancel a front end DH
* Create time constraint for FedEx to change a front end DH (waiverable by the Pilot) Perhaps 24 hours prior, or trip canceled with no SUB obligation for Pilot if FedEx needs change at the last minute
* Automatic release from reserve assignment if not notified by CRS within 15 minutes of block in.
26: General
* Industry standard commute clause with no penalty when pilots make a good faith/reasonable effort to commute to their base for the start of a trip.
* Neatly groomed beards authorized
* System bid once a quarter, even if no training is to be offered, to allow pilots to bid/swap bases.
* Sleep room or hotel room guarantee for hub turning and airport standby pilots to prevent fatigue.
* Hotel and GT for all training events, even if a pilot is based in MEM
* The secretive sick point agreement needs to be made public and added to the contract. Sick call/late/no-show events and accrued penalty points should be added to vips/CrewNav.
28: Retirement
* A Plan equal to .75 FAE Cap backdated to Nov. 1, 2021
* +12% B Plan with Cash over Cap into MBCBP
* MBCBP managed by a 3rd party fiduciary. FedEx management is not trusted to manage the MBCBP.
* At retirement there needs to be an IRA rollover option for MBCBP
Another retirement option that I’d consider, only if the price is right, is a cash buyout of the pension so all pilots are on the same 401k plan and MBCBP. I’d only agree to this if incentivized with a considerable buyout that would benefit all pilots in all seats and at all seniority levels. I haven’t hit my high five but I could have upgraded earlier and chosen pay over QOL, so my opinion is that only time on property should be considered. I haven’t done the math to determine what’s appropriate, so this is just an example -
+25 years of service and you get $2.5 mil deposited into an investment account.
10 YOS and it’s 40% of the total so you get $1m.
5 YOS and it’s .2 of the max so you get $500k.
If FedEx really wants out of the pension then effing pay us. FedEx isn’t bankrupt and has the funds to buyout the pension if they want.
1: Scope
* Prevent single pilot operations
* Prevent drone operations from hubs and/or only authorized for remote location delivery
* Limit belly freight on passenger airlines
* Limitations for use of sub contractors
* Increase wet lease penalty
* Enhanced furlough protection
* 90 day notice for furlough
3 - 5: Compensation
* DAL/AA/UAL + 2%
* Snap up with UPS
* 6 CH minimum per calendar day, except PM out and backs which is the greater of 6 or block hour, except when scheduled or delayed beyond 0130 LBT in which case they receive an additional 1.5 CH.
* Increase medical exam reimbursement
* Increase uniform reimbursement
* When new uniform items are added that exceed the annual reimbursement allowance, provide a one time increase to allow the item to be acquired with no out of pocket expense.
* LCA pay of 125%
* Increase International override
* Increases per diem rates
* NOCAT should be a direct payment not through expense system
* Remove separate new hire training pay - new hire pilots should be paid as first year pilots from day 1 on property. This is industry norm
* Provide new hires with a hotel room in Memphis, or other training location as necessary, from the night prior to BI through the conclusion of their simulator training.
* Provide new hires with airline transportation from the nearest commercial airport to their home to Memphis for the beginning of BI.
* New hire hotels should provide 24/7 transportation to/from the training center and the airport, or be provided with reasonable transportation.
* Paid Maternity and Paternity leave
* Slot denial pay for current pilots when new hires take training slots. SDP should automatically move down the list of those desiring training ASAP.
5: Travel Expenses
* Travel bank floor (doesn’t reduce to zero)
* Fix Deviation bank for Intl 1st Class DH’s
* Improve Seat Adjustment upgrade
* Require scheduled DH be booked in Premium economy should 1st class not be available
* Eliminate parking Cap, or tie it to a reasonable amount. As an example, long term parking is $15 per day at Memphis, Assuming just a two week work month, that’s $450 for three months. And would be even greater with a 5 week bid month in the mix
* Update authorized airfare categories of travel such as premium economy.
* Update how the established fares are established by the travel department
7: Vacation
* Don’t effing touch it!!! Same goes for AVA.
25: Scheduling
* Prohibit “courtesy calls” earlier than 2 hours prior to show time for RA only, because pilots are sleeping. Still 1.5 hour callout.
* R-24, only convertible to RA/RB, with disruption pay, a provided hotel, and provided travel to/from base. Only convertible once per bid period.
* Trip specific reserve assignments for RA/RB. The requests are assigned based on seniority only after consolidation assignments. First fly and standard leveling order assignments are made after the seniority based trip specific requests are assigned. This allows the more senior reserve pilots to request a specific reserve assignment from open time trips, if desired, obtain leveling, and do so only for trips they desire to fly.
* Real time trip trading automatically processed by a computer not Crew scheduling.
* Automatic release from ASBY at the end of airport standby, so there is no need to call scheduling.
* Limitations and protections for the VTO process.
* Add SUB\DFT\AVA\VLT to disruption pay codes.
* Reduce Proffer window to less than 24, maybe to same as the Drop window
* Allow opportunity to pickup a trip via Makeup during the assignment window
* Long SUB-for those on a trip through the IAP, 30 minute phone call in should suffice and then get 72 hours off
* Create prohibitive disruption compensation should FedEx cancel a front end DH
* Create time constraint for FedEx to change a front end DH (waiverable by the Pilot) Perhaps 24 hours prior, or trip canceled with no SUB obligation for Pilot if FedEx needs change at the last minute
* Automatic release from reserve assignment if not notified by CRS within 15 minutes of block in.
26: General
* Industry standard commute clause with no penalty when pilots make a good faith/reasonable effort to commute to their base for the start of a trip.
* Neatly groomed beards authorized
* System bid once a quarter, even if no training is to be offered, to allow pilots to bid/swap bases.
* Sleep room or hotel room guarantee for hub turning and airport standby pilots to prevent fatigue.
* Hotel and GT for all training events, even if a pilot is based in MEM
* The secretive sick point agreement needs to be made public and added to the contract. Sick call/late/no-show events and accrued penalty points should be added to vips/CrewNav.
28: Retirement
* A Plan equal to .75 FAE Cap backdated to Nov. 1, 2021
* +12% B Plan with Cash over Cap into MBCBP
* MBCBP managed by a 3rd party fiduciary. FedEx management is not trusted to manage the MBCBP.
* At retirement there needs to be an IRA rollover option for MBCBP
Another retirement option that I’d consider, only if the price is right, is a cash buyout of the pension so all pilots are on the same 401k plan and MBCBP. I’d only agree to this if incentivized with a considerable buyout that would benefit all pilots in all seats and at all seniority levels. I haven’t hit my high five but I could have upgraded earlier and chosen pay over QOL, so my opinion is that only time on property should be considered. I haven’t done the math to determine what’s appropriate, so this is just an example -
+25 years of service and you get $2.5 mil deposited into an investment account.
10 YOS and it’s 40% of the total so you get $1m.
5 YOS and it’s .2 of the max so you get $500k.
If FedEx really wants out of the pension then effing pay us. FedEx isn’t bankrupt and has the funds to buyout the pension if they want.
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