Apa aip
11-14-2012, 08:50 AM
#1
Gets Weekends Off
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Joined APC: Mar 2012
Position: 777
Posts: 2,158
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
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
11-14-2012, 03:22 PM
#2
Banned
Joined APC: Jun 2008
Position: A320 Cap
Posts: 2,282
Originally Posted by Dave Fitzgerald
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
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.
11-15-2012, 12:06 PM
#3
Gets Weekends Off
Joined APC: Jun 2008
Position: 737 CAPT
Posts: 1,882
Originally Posted by Dave Fitzgerald
Miscellaneous
· APA can protest management compensation
11-15-2012, 12:11 PM
#4
Gets Weekends Off
Joined APC: Jun 2008
Position: 737 CAPT
Posts: 1,882
Originally Posted by gettinbumped
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.
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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