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Apa aip
For those of you who might be interested in comparing our TA with APA's AIP, here is a summary. Keep in mind they negotiated this in bankruptcy after having their contract voided by the court. Kind of makes our pathetic efforts pale.
Agreement-in-Principle Summary Pay and Duration · Mid-contract adjustment improved to weighted average by available seat miles (ASMs) to minimize impact of US Airways o If United agreement ratified and APA secures a January 2013 date of signing: o Worst-case scenario, January 2016 adjustment would take 737-800 and S80 captain rates to $204/hour, a 17 percent increase o Best-case scenario, January 2016 (Delta and United only), 737-800 and S80 captain rates go to $217/hour, a 24 percent increase · Six-year duration, early openers at four years · Date-of-signing (DOS) 4 percent raise and then annual pay raises of 2 percent, 2 percent, mid-contract adjustment, then 2 percent, 2 percent · Group II (A319 and 737-700) merged with Group III at the Group III rates · Only five groups (E190 Group, 737-800 Group, 757/767 Group, 777/787 Group and 747/A380 Group) · International override paid only for actual flying (industry standard; same as United and Delta) · No night pay (industry standard; same as Delta and United) · Current book per diem rates until DOS+3 · DOS+3 = $2.00 domestic and $2.20 international · 5 percent first-dollar profit-sharing program Fatigue · Fatigue calls paid · Paid events subject to review team with APA input · Fatigue memorandum of understanding has been agreed to (APA insisted on this language, it is industry leading) Sick · Split sick bank starting no earlier than January 2014 (60 hours short-term per year, remainder in long-term bank) · Substantiation not required for short-term bank · Substantiation required to access long-term bank for absences more than 14 calendar days or if short-term bank depleted (Delta requires substantiation for sick events of 15 days or more, more than 100 hours in a year, or if chief pilot has reason to suspect pilot is not sick) · Annual sick sell-back program up to half of unused accrual, starting with 2013 accrual (industry leading; Delta and United do not have this) · Rapid re-accrual limited to time used (same as all other carriers with rapid re-accrual) · Elimination of long-term sick provision of 46 hours sick charged if on reserve (no other carrier had this provision) · Sick bank replenished after an injury on duty (June tentative agreement did not allow this) Benefits · Active medical – same as June tentative agreement, essentially a carbon copy of the Continental pilots’ $750 deductible plan · Retirees under age 60 pay 100 percent for retiree medical (industry standard, same as Delta) · Retirees over age 60 pay 100 percent for retiree medical; however, retirees over age 60 who give four months’ notice of retirement can cash out their sick time at retirement into a Health Retirement Account (at $25/hour), which can be used for medical premiums up to $25,000 · Disability improved from June tentative agreement o 60 percent of income up to $8,000 (Delta 50 percent no limit, United 50 percent up to $8,000) o Offsets for SSDI, Workers Compensation and State Disability o No offsets for earned (W2) income for first 48 months (was 24 months in the June tentative agreement) o No premiums for disability benefits (United pilots pay premiums) Pension · 14 percent contribution to 401(k) plan · Frozen A Plan (minimum funding requirements paid into plan by AA each year) o Delta pilot A Plan was terminated. Substituted a 15 percent defined contribution o United pilot A Plan was terminated. Substituted a 16 percent defined contribution · B Plan proceeds rolled to SuperSaver or pilot’s IRA Scheduling · 84-hour max average line value with 82-hour rolling average over the year (close approximation to Delta) · Green Book duty rigs remain the same – (close approximation to Delta and most other legacy carriers) · 90-hour average individual monthly max (limits a pilot to a maximum of 1,080 credited hours over the course of 12 months) · Requirement to negotiate PBS memorandum of understanding by July 2013. Parameters and settings will be established by mutual agreement · Preferential bidding to begin in 2014 · Current flight time/duty time limits until new federal aviation regulations applied in January 2014 · All sequences subject to review of Fatigue Risk Management System with APA input · CPA bank eliminated, all fly-through time paid for the actual time flown in each bid month · Reassignments outside the original sequence footprint pay 150 percent · Sequence protection notification and obligation windows (patterned after Delta contract) · Pilot may opt out of sequence protection pay and obligation (management will not unreasonably withhold right to do so) · Management will develop a trip-trade system that will replace TTOT as we know it – language in Section 15 added that covers features Vacation · Green Book values and accruals with the elimination of the 42-day accrual step at 30 years of service · Pilots can float all but one week of vacation · Pilots can drop trips and charge to vacation bank Pilot Bases · STL pilot base will stay as we know it until an arbitration process has been concluded (approximately within 120 days of signing) · No other pilot bases will be closed until at least fourth-quarter 2013 · Home base concept, which can allow some sequences to be built from cities that have large commuter populations · Tulsa M&E flying retained under the collective bargaining agreement and patterned after many aspects of the check airman program Reserve · 18 days of availability for 73 hours · Trips assigned on scoring system (Reserve Priority Value, patterned after Deltasystem) · Reserve pilots can pick up trips on days off for pay above guarantee at management option · Elimination of reserve guarantee pay for up to four days of military duty (we were the only carrier with this provision) · Military pilot may move duty-free periods to cover military duty Scope · Regional aircraft limited to 76 seats with 86,000 lb. weight limit (same as Delta) · Regional feed aircraft limited to 65 percent of mainline narrow body fleet count · Code-sharing with Alaska and Hawaiian (inter-island) · Other code-sharing arrangements limited to 50 percent of domestic ASMs · Code-sharing restrictions on AA hub to AA hub flying and proportionality on AA hub to partner hub · Furlough protection down to the junior active pilot on the property (FO STANDIFER) Miscellaneous · APA can protest management compensation · 13.5 percent equity stake in the new company · APA reimbursed $5 million for bankruptcy expenses |
Originally Posted by Dave Fitzgerald
(Post 1292785)
For those of you who might be interested in comparing our TA with APA's AIP, here is a summary. Keep in mind they negotiated this in bankruptcy after having their contract voided by the court. Kind of makes our pathetic efforts pale.
Agreement-in-Principle Summary Pay and Duration · Mid-contract adjustment improved to weighted average by available seat miles (ASMs) to minimize impact of US Airways o If United agreement ratified and APA secures a January 2013 date of signing: o Worst-case scenario, January 2016 adjustment would take 737-800 and S80 captain rates to $204/hour, a 17 percent increase o Best-case scenario, January 2016 (Delta and United only), 737-800 and S80 captain rates go to $217/hour, a 24 percent increase · Six-year duration, early openers at four years · Date-of-signing (DOS) 4 percent raise and then annual pay raises of 2 percent, 2 percent, mid-contract adjustment, then 2 percent, 2 percent · Group II (A319 and 737-700) merged with Group III at the Group III rates · Only five groups (E190 Group, 737-800 Group, 757/767 Group, 777/787 Group and 747/A380 Group) · International override paid only for actual flying (industry standard; same as United and Delta) · No night pay (industry standard; same as Delta and United) · Current book per diem rates until DOS+3 · DOS+3 = $2.00 domestic and $2.20 international · 5 percent first-dollar profit-sharing program Fatigue · Fatigue calls paid · Paid events subject to review team with APA input · Fatigue memorandum of understanding has been agreed to (APA insisted on this language, it is industry leading) Sick · Split sick bank starting no earlier than January 2014 (60 hours short-term per year, remainder in long-term bank) · Substantiation not required for short-term bank · Substantiation required to access long-term bank for absences more than 14 calendar days or if short-term bank depleted (Delta requires substantiation for sick events of 15 days or more, more than 100 hours in a year, or if chief pilot has reason to suspect pilot is not sick) · Annual sick sell-back program up to half of unused accrual, starting with 2013 accrual (industry leading; Delta and United do not have this) · Rapid re-accrual limited to time used (same as all other carriers with rapid re-accrual) · Elimination of long-term sick provision of 46 hours sick charged if on reserve (no other carrier had this provision) · Sick bank replenished after an injury on duty (June tentative agreement did not allow this) Benefits · Active medical – same as June tentative agreement, essentially a carbon copy of the Continental pilots’ $750 deductible plan · Retirees under age 60 pay 100 percent for retiree medical (industry standard, same as Delta) · Retirees over age 60 pay 100 percent for retiree medical; however, retirees over age 60 who give four months’ notice of retirement can cash out their sick time at retirement into a Health Retirement Account (at $25/hour), which can be used for medical premiums up to $25,000 · Disability improved from June tentative agreement o 60 percent of income up to $8,000 (Delta 50 percent no limit, United 50 percent up to $8,000) o Offsets for SSDI, Workers Compensation and State Disability o No offsets for earned (W2) income for first 48 months (was 24 months in the June tentative agreement) o No premiums for disability benefits (United pilots pay premiums) Pension · 14 percent contribution to 401(k) plan · Frozen A Plan (minimum funding requirements paid into plan by AA each year) o Delta pilot A Plan was terminated. Substituted a 15 percent defined contribution o United pilot A Plan was terminated. Substituted a 16 percent defined contribution · B Plan proceeds rolled to SuperSaver or pilot’s IRA Scheduling · 84-hour max average line value with 82-hour rolling average over the year (close approximation to Delta) · Green Book duty rigs remain the same – (close approximation to Delta and most other legacy carriers) · 90-hour average individual monthly max (limits a pilot to a maximum of 1,080 credited hours over the course of 12 months) · Requirement to negotiate PBS memorandum of understanding by July 2013. Parameters and settings will be established by mutual agreement · Preferential bidding to begin in 2014 · Current flight time/duty time limits until new federal aviation regulations applied in January 2014 · All sequences subject to review of Fatigue Risk Management System with APA input · CPA bank eliminated, all fly-through time paid for the actual time flown in each bid month · Reassignments outside the original sequence footprint pay 150 percent · Sequence protection notification and obligation windows (patterned after Delta contract) · Pilot may opt out of sequence protection pay and obligation (management will not unreasonably withhold right to do so) · Management will develop a trip-trade system that will replace TTOT as we know it – language in Section 15 added that covers features Vacation · Green Book values and accruals with the elimination of the 42-day accrual step at 30 years of service · Pilots can float all but one week of vacation · Pilots can drop trips and charge to vacation bank Pilot Bases · STL pilot base will stay as we know it until an arbitration process has been concluded (approximately within 120 days of signing) · No other pilot bases will be closed until at least fourth-quarter 2013 · Home base concept, which can allow some sequences to be built from cities that have large commuter populations · Tulsa M&E flying retained under the collective bargaining agreement and patterned after many aspects of the check airman program Reserve · 18 days of availability for 73 hours · Trips assigned on scoring system (Reserve Priority Value, patterned after Deltasystem) · Reserve pilots can pick up trips on days off for pay above guarantee at management option · Elimination of reserve guarantee pay for up to four days of military duty (we were the only carrier with this provision) · Military pilot may move duty-free periods to cover military duty Scope · Regional aircraft limited to 76 seats with 86,000 lb. weight limit (same as Delta) · Regional feed aircraft limited to 65 percent of mainline narrow body fleet count · Code-sharing with Alaska and Hawaiian (inter-island) · Other code-sharing arrangements limited to 50 percent of domestic ASMs · Code-sharing restrictions on AA hub to AA hub flying and proportionality on AA hub to partner hub · Furlough protection down to the junior active pilot on the property (FO STANDIFER) Miscellaneous · APA can protest management compensation · 13.5 percent equity stake in the new company · APA reimbursed $5 million for bankruptcy expenses That said, scroll down to Scope. Express flying can be 65% of the mainline narrowbody flying?????? Holy MOLY that's atrocious. The pie chart I saw for our TA has us going from 57% UAX - 43% UAL narrow to 63% UAL narrow - 37% UAX by 2016. |
Originally Posted by Dave Fitzgerald
Miscellaneous · APA can protest management compensation |
Originally Posted by gettinbumped
(Post 1293043)
It really does make our TA look rather thin.
That said, scroll down to Scope. Express flying can be 65% of the mainline narrowbody flying?????? Holy MOLY that's atrocious. The pie chart I saw for our TA has us going from 57% UAX - 43% UAL narrow to 63% UAL narrow - 37% UAX by 2016. Regional feed aircraft limited to 65 percent of mainline narrow body fleet count |
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