Compass Contract Highlights
07-31-2007, 05:54 AM
#1
Chief Jeppesen Updater
Thread Starter
Joined APC: Oct 2005
Position: Executive Transport Driver
Posts: 3,080
Compass Contract Highlights
The following are some basic highlights of the newly signed Compass contract that were passed along to me from a contact within the company. They are basic highlights and I cannot vouch for accuracy, but they give some picture of the contract:
Effective DOS / Amendable April 1, 2013. Automatically renews in 12 month intervals unless either party requests amendment.
Pay rates:
1st year CA (current scale): $60.41
1st year FO (current scale): $23.18
2nd year FO (6/1/08 scale): $34.27
3rd year FO (6/1/09 scale): $37.10
Contractual increases every year on June 1, through 2012.
1st year CA (6/1/2012): $64.92
1st year FO (6/1/2012): $24.91
2nd year FO (6/1/2012): $36.19
18th year FO (6/1/2012: $44.25
18th year CA (6/1/2012): $107.17
75 hr guarantee.
Junior Manning provisions in the contract. Junior man is assigned in reverse seniority order. 50% premium, above guarantee.
Extension pay (rescheduled beyond schedule block in on last leg of initial pairing). 50% premium, above guarantee.
Critical trip pickup (company assigned): 50% premium, above guarantee.
Vacation pay = 3 hrs/day of vacation.
Ready reserve = minimum 4 hrs credit/day of RR.
Custom clearance pay = :18 min pay for each overnight that requires clearing customs.
Taxi movement pay = :15 min pay for each taxi movement.
Holiday pay = 4.0 hrs above guarantee for work performed on New Years, Easter, Memorial and Labor day, 4th of July, Thanksgiving and Christmas.
Min Duty Credit: 3:30.
Credit for better of scheduled or actual block.
Deadhead pay = 75% of scheduled or actual block.
50% disability guarantee during disability "wait period" if pilot sick/vacation time is used up.
Per Diem $1.55/hr TAFB
Day rooms (double occupancy): scheduled ground time longer than 5 hrs.
FAA Medicals covered by pilot.
Max Monthly credit of 100hrs.
11 days off minimum.
Sick time accrual:
0-4 yrs service = 3.0 hrs/month
5+ yrs = 3.5 hr/mo
Max 450 hrs in sick bank.
Sick leave policy: Sick pay is variable depending on number of sick calls in previous rolling 12 months. 1st sick call paid at 100% credit. 2nd paid at 75% credit or 100% credit with doctors note. 3rd sick call and on paid at 75% credit.
Captain upgrade minimums: 2500TT/1000ME or 2000TT/1500ME. Company will confer with MEC Chairman prior to granting waivers to upgrade minimums. Waivers will be granted in seniority order.
Street captains may be hired to staff the initial operation of the first 18 aircraft (E175), provided there are insufficient NWA furloughed pilots to staff those positions.
Technology provisions in the contract for computerized scheduling, online schedule retrieval, online bidding, online reserve bucket/pilot availablility rosters, home-based/computer-based training, online trip trade/swap, and other computerized functions.
Retirement:
401K eligibility after 30 days service.
Retirement Match:
Year 0-1: 0%
year 1-4: 50% match up to 6% of earnings
year 5-8: 50% match up to 8% of earnings
year 9+: 50% match up to 10% of earnings
Employer match 100% vested after 3 years of continuous service with Compass or NWA (via flow through). (Pro rated at 1/3 for each year).
Good trip trade/trip drop provisions (automatic/24 hr). Set reserve availablity perimeters for holidays and weekends with regard to trade/swap/drop.
FDR/CVR data protection provisions (Can't be used against pilots in disciplinary/grievance actions).
Uniform Allowance of $20/month.
Initial uniform purchase covered 50% by company. Rest payroll deducted at $15/pay period.
Any mandatory changes to base uniform will be paid 100% by company.
Standard commuter clause. Provisions for online and offline travel provided that listing and availability can be proven.
ASAP program in place.
Insurance benefit eligibility on first of month after 30 consecutive days of employment.
Effective DOS / Amendable April 1, 2013. Automatically renews in 12 month intervals unless either party requests amendment.
Pay rates:
1st year CA (current scale): $60.41
1st year FO (current scale): $23.18
2nd year FO (6/1/08 scale): $34.27
3rd year FO (6/1/09 scale): $37.10
Contractual increases every year on June 1, through 2012.
1st year CA (6/1/2012): $64.92
1st year FO (6/1/2012): $24.91
2nd year FO (6/1/2012): $36.19
18th year FO (6/1/2012: $44.25
18th year CA (6/1/2012): $107.17
75 hr guarantee.
Junior Manning provisions in the contract. Junior man is assigned in reverse seniority order. 50% premium, above guarantee.
Extension pay (rescheduled beyond schedule block in on last leg of initial pairing). 50% premium, above guarantee.
Critical trip pickup (company assigned): 50% premium, above guarantee.
Vacation pay = 3 hrs/day of vacation.
Ready reserve = minimum 4 hrs credit/day of RR.
Custom clearance pay = :18 min pay for each overnight that requires clearing customs.
Taxi movement pay = :15 min pay for each taxi movement.
Holiday pay = 4.0 hrs above guarantee for work performed on New Years, Easter, Memorial and Labor day, 4th of July, Thanksgiving and Christmas.
Min Duty Credit: 3:30.
Credit for better of scheduled or actual block.
Deadhead pay = 75% of scheduled or actual block.
50% disability guarantee during disability "wait period" if pilot sick/vacation time is used up.
Per Diem $1.55/hr TAFB
Day rooms (double occupancy): scheduled ground time longer than 5 hrs.
FAA Medicals covered by pilot.
Max Monthly credit of 100hrs.
11 days off minimum.
Sick time accrual:
0-4 yrs service = 3.0 hrs/month
5+ yrs = 3.5 hr/mo
Max 450 hrs in sick bank.
Sick leave policy: Sick pay is variable depending on number of sick calls in previous rolling 12 months. 1st sick call paid at 100% credit. 2nd paid at 75% credit or 100% credit with doctors note. 3rd sick call and on paid at 75% credit.
Captain upgrade minimums: 2500TT/1000ME or 2000TT/1500ME. Company will confer with MEC Chairman prior to granting waivers to upgrade minimums. Waivers will be granted in seniority order.
Street captains may be hired to staff the initial operation of the first 18 aircraft (E175), provided there are insufficient NWA furloughed pilots to staff those positions.
Technology provisions in the contract for computerized scheduling, online schedule retrieval, online bidding, online reserve bucket/pilot availablility rosters, home-based/computer-based training, online trip trade/swap, and other computerized functions.
Retirement:
401K eligibility after 30 days service.
Retirement Match:
Year 0-1: 0%
year 1-4: 50% match up to 6% of earnings
year 5-8: 50% match up to 8% of earnings
year 9+: 50% match up to 10% of earnings
Employer match 100% vested after 3 years of continuous service with Compass or NWA (via flow through). (Pro rated at 1/3 for each year).
Good trip trade/trip drop provisions (automatic/24 hr). Set reserve availablity perimeters for holidays and weekends with regard to trade/swap/drop.
FDR/CVR data protection provisions (Can't be used against pilots in disciplinary/grievance actions).
Uniform Allowance of $20/month.
Initial uniform purchase covered 50% by company. Rest payroll deducted at $15/pay period.
Any mandatory changes to base uniform will be paid 100% by company.
Standard commuter clause. Provisions for online and offline travel provided that listing and availability can be proven.
ASAP program in place.
Insurance benefit eligibility on first of month after 30 consecutive days of employment.
07-31-2007, 06:08 AM
#2
Banned
Joined APC: Jan 2006
Position: A-320
Posts: 6,929
These payrates are terrible, dont they fly 70 seat airplanes?..............whoever signed this should be ashamed of themselves............
75% Deadhead???????????? are you serious
These are hardly "highlights" this is another disappointment, what where they thinking?
75% Deadhead???????????? are you serious
These are hardly "highlights" this is another disappointment, what where they thinking?
07-31-2007, 06:31 AM
#3
Chief Jeppesen Updater
Thread Starter
Joined APC: Oct 2005
Position: Executive Transport Driver
Posts: 3,080
Not a great contract, but not terrible IMO...
I would have pushed for something better pay wise, and a shorter amendable time period.
The 75% deadhead sucks, but these days it seems like fewer places offer 100%. I also wasn't too impressed with pilot paid medicals/no medical allowance, but maybe I've just been spoiled.
I do like the min duty day, the holiday pay (which is no biggie but still nice), and the retirement is better than most regionals from what I've seen.
Junior manning is a big negative, but I guess only time will tell how those provisions work out in the long run. From what I have heard it's something that NWA management wanted in the contract, but something that Compass management was willing to let go as leverage against something else.
In all though, I don't think that it's terrible, especially since it's a first contract. Not great, but there are certainly operators out there with worse.
I would have pushed for something better pay wise, and a shorter amendable time period.
The 75% deadhead sucks, but these days it seems like fewer places offer 100%. I also wasn't too impressed with pilot paid medicals/no medical allowance, but maybe I've just been spoiled.
I do like the min duty day, the holiday pay (which is no biggie but still nice), and the retirement is better than most regionals from what I've seen.
Junior manning is a big negative, but I guess only time will tell how those provisions work out in the long run. From what I have heard it's something that NWA management wanted in the contract, but something that Compass management was willing to let go as leverage against something else.
In all though, I don't think that it's terrible, especially since it's a first contract. Not great, but there are certainly operators out there with worse.
07-31-2007, 06:55 AM
#4
Banned
Joined APC: Jan 2006
Position: A-320
Posts: 6,929
I agree the Holiday pay is very nice, something here we dont have, Junior manning is common in this industry and for good reason I believe, as long as you are compensated accordingly, but yes the amendable date is too far away, and what people dont understand is that pre-9/11 pilots were flying these size airplanes for well into the mid $100.00/hr range, but I guess EMBRAER and BOMBARDIER have become synonymous with sub-par wages, I can tell you that if EMB-175, ever came on property here we would demand much higher pay, and thats probably why we wont see larger airplanes here in the future..............
PS. You cant blame management when we agree to work for such dismal wages..................
PS. You cant blame management when we agree to work for such dismal wages..................
07-31-2007, 07:47 AM
#5
Chief Jeppesen Updater
Thread Starter
Joined APC: Oct 2005
Position: Executive Transport Driver
Posts: 3,080
Originally Posted by SAABaroowski
PS. You cant blame management when we agree to work for such dismal wages..................
It's also why I think the present standard of "more pay for more seats" is broken. Pilots need to understand that we all do the same job, regardless of the size of the aircraft. Rather than pay based on equipment, I personally think that pay should be based on experience and longevity. But you'll never see enough pilots agree on this to make a movement, and management would never sign off on the idea.
07-31-2007, 08:06 AM
#6
Banned
Joined APC: Jan 2006
Position: A-320
Posts: 6,929
Originally Posted by FlyerJosh
True. And that's why you don't see me bailing out of corporate to return to the airlines.
It's also why I think the present standard of "more pay for more seats" is broken. Pilots need to understand that we all do the same job, regardless of the size of the aircraft. Rather than pay based on equipment, I personally think that pay should be based on experience and longevity. But you'll never see enough pilots agree on this to make a movement, and management would never sign off on the idea.
It's also why I think the present standard of "more pay for more seats" is broken. Pilots need to understand that we all do the same job, regardless of the size of the aircraft. Rather than pay based on equipment, I personally think that pay should be based on experience and longevity. But you'll never see enough pilots agree on this to make a movement, and management would never sign off on the idea.
07-31-2007, 08:50 AM
#8
Chief Jeppesen Updater
Thread Starter
Joined APC: Oct 2005
Position: Executive Transport Driver
Posts: 3,080
Originally Posted by fosters
"Max monthly credit 100hrs"
What does that mean? You can't EVER bill more than 100 hours? Or is that just for when they make the schedule (ie line composition)?
What does that mean? You can't EVER bill more than 100 hours? Or is that just for when they make the schedule (ie line composition)?
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