Hou757

Kat and Breezy take it back to the Transtates page. I was simply commenting on a Commutair post.

MasterOfPuppets

Fantastic Post. My feelings exactly.

kimber1911

Summary of Tentative Agreement

The following is a summary of the changes made to the current Agreement by the Tentative Agreement reached by the parties. This summary does not necessarily enumerate every change to the Agreement. Provisions of the Agreement that were not changed are not included, unless necessary to provide the context for a change. It is not intended to be, nor should it be construed as, a substitute for or interpretation of the actual contractual language.

Section 1 – Scope
• No changes.

Section 2 – Definitions
• No substantive changes. A few definitions added for clarification.

Section 3 – Compensation
• New rates established for 50 seat jet Captains. Rates are within the industry average. 2.5% longevity increases annually.
• Q300 override increased based on longevity. $5 per hour at years 1-5; $6 per hour at years 6-10; $7 per hour at years 11-15 to $8 per hour at year 16 and beyond.
• DH8-200 rates are 50 cents above Piedmont rates.
• First year FO rates second best in the industry.
• Cost of living increases: Date of signing plus one year (DOS+1) =1.5%; DOS+2=1.0%; DOS+3=1.5%; DOS+4=1.5%.
• Minimum Duty Period Guarantee pay and schedule credit increased from 3 hours to 3.75 hours and applies to any day a pilot is away from base (even if no duty is assigned).
• Pay credit and schedule credit for all training events increased to 4 hours.
• Distance Learning (formerly “Home Study”) pay is increased to 1 hour pay for every 2 hours of study (up from 1 to 2.5).
• Taxi pay increased from 18 to 24 minutes.
• Minimum Monthly Guarantee calculations have been revised to prevent pilots with known absences prior to a bid (such as military leave) from excess deductions for such absences.
• 4.5 hours of pay and credit and scheduled credit per stand-up.
• .5 hours pay above guarantee for off-airport drug/alcohol test.
• New method establishes a defined daily schedule credit for pre-assigned days of unavailability.

Section 4 – Guarantee
• Intentionally left blank.

Section 5 – Expenses
• Guaranteed in-base hotel room for cancelled overnights. Requirement of minimum rest + 1hr eliminated.
• Day room Language from LOA 3 added and strengthened.
• Commuter room language from LOA 8 incorporated and expanded to include last day of a trip or reserve block.
• Company now required to make a good faith effort to find hotels that provide breakfast for pilots with early shows.
• Per Diem: $1.70 on DOS; $1.80 on DOS+2; and $1.85 on DOS+3.
• New hires can purchase initial uniforms up to $600 and repay through payroll deduction for 24 months. Current reimburse-ment system is deleted. All pilots now receive an automatic $17.50 monthly payment with no need to show receipts.
• Commuter parking language from LOA 8 incorporated.

Section 6 – Moving Expense
• Increased time limit to complete move from 6 to 9 months.
• Increased moving expense limit from $3,000 to $4,000.
• Company now liable for all stages of multiple stage moves.
• Added self-move provision, which includes an advance to help a pilot prepare for the move and a $500 allowance that does not require receipts or reimbursement.
• Increased mileage rate from $.35 per mile to $.45 per mile
• Scheduled-off days for a move now have a schedule credit of 3.75 Hours.

Section 7 – Vacation
• Clarified accrual table by adding accrual rate in hours and days.
• Fourth week of vacation added for pilots with 11 years service.
• CMT must give 7 days notice of when annual bidding begins.
• CMT must make available at least one vacation slot per position per week (more if needed) (current CBA does not require this).
• Vacation pay increased from 2.7 hours per day to 3.25.
• Schedule credit remains at 3 hours per day.

Section 8 – Deadhead
• Deadhead pay increases from 50-75% on date of signing.
• Deadhead pay increases to 100% on July 1, 2018.
• Deadhead pay increases apply to air and surface deadheads.
• Pilots are paid for original value of deadhead if they elect alternate deadhead (language from LOA 8 incorporated).

Section 9 – Training Pilots
• Instructors now schedule credited at 5.5 hours, paid at 6 hours
• New protections added for pilots who are assigned to perform line checks exclusively in a bid period (limited to 18 per month, can opt out, hotels, per diem and deadheads provided, MMG is credit threshold line value for the position.
• Pay scale increases removed for instructors who are FOs.
• Pay overrides are increased and are now based on the training pilot’s qualifications. Line check airmen or APD performing sim or ground instruction will be paid as line check airman.
• APD pilots will receive 6 extra hours of pay at their training override each month.
• Line Check Airmen who perform ad hoc line checks (outside the line-check-only months) will be paid and credited 3 hours (up from 2).

Section 10 – Supervisory Pilots
• No changes.

Section 11 – Training
• Notification requirements for rescheduled training increased (5 days for any training that is not a PC, 7 days for a PC).
• Pilots will receive 2 days off between simulator and IOE/OE or Familiarization flight (but not 2 days off between familiarization flight and IOE)
• When a pilot fails a re-check, he is now referred to the Training Review Board (TRB), who may grant the pilot a re-check (previously the pilot’s employment was at company discretion.)
• Previous Up-or-Out policy eliminated. Pilots now have two opportunities to upgrade in an equipment type.
• When a pilot fails to qualify as a Captain, he is referred to the TRB. They may send the pilot back to his original equipment, seat, and domicile (if available). If his domicile is not available, he will be sent to another domicile until he can bid for his original domicile (this prevents a pilot who chooses to upgrade and fails from displacing another pilot). If his seat/equipment is not available, he will be placed on a personal leave of absence until it is available.
• A pilot who fails to qualify may re-bid the position in 6 months. He can bid to a different aircraft type in 18 months.
• Pilots who withdraw from training for personal reasons can petition the TRB, which can decide that the withdrawal will not count as an attempt to qualify.
• A pilot can request an observer during a checking event.
• Tests can now only be based on company materials or information taught during ground school.
• Company will make reasonable efforts to schedule training in base month or month prior.
• Company required to re-negotiate Section 11 if the Company implements AQP.

Section 12 – Hours of Service
• Clarifies that the company cannot schedule or operate assignments that exceed FAA or contractual FTDT limits, and must comply with the more restrictive (CBA or FAA) limitation.
• Maximum duty day limitation is now 14 hours.
• Company can no longer blanket schedule a last-day deadhead with a duty day longer than 14 hours, but the pilot may waive the 14-hour limitation so he can deadhead to domicile.
• Domicile and RON rest must be 10 hours, not reduce-able.
• Other changes made so Section 12 complies with FAR 117.
• Pilots on standup lines get 2 additional commuter hotel rooms.
• 30 minute report times prior to deadheads (previously 15).
• Company must modify the actual time the pilot is required to show up at the airport when there is a long delay prior to show time, yet the pilot’s flight duty period remains unchanged.

Section 13 – Leaves of Absence
• Company to provide written explanation if it denies a personal leave, extension of a personal leave, or early return of a personal leave.
• A pilot returning from personal, medical, or maternity leave who does not require training will be returned to the line immediately; if training is required, the pilot will be placed in the next available training slot.
• Company to provide pass privileges for pilots for the first 3 months of a medical or maternity leave, and thereafter a pilot may request pass privileges to attend medical treatment.
• Company to provide up to five months of continue insurance benefits separate from FMLA. Number of months of continued insurance benefits increases based on the pilot’s months of active service.
• Current book, 5-year pilot would have 12 weeks of insurance provided by FMLA. TA: Same pilot would receive 12 FMLA weeks and 5 CBA months (to run concurrently).
• FMLA: CMT may require the pilot to be paid for vacation during FMLA (no change from current language); however, the pilot retains his awarded vacation period as an unpaid leave.
• MEC can request that MEC chairman be on full time leave (not currently necessary but may be as CommutAir grows).
• Pilot must be released 24 hours (previously 18) prior to Jury Duty.
• No reduction to Pilots’ pay during first 14 days of Jury Duty; previously pay could not be reduced below guarantee.
• Domestic partner added to bereavement leave.

Section 14 – Sick Leave
• Sick leave accrual rates are increased for all pilots. Previously, all pilots accrued 2.5 hours per month of service. Now, pilots earn 2.75 hours per month in first 2 years; 3.0 hours in years 3-5; and 3.5 hours per month beginning in year 6.
• Clarifies that no deductions from sick leave bank on days off.
• New hires begin to accrue sick leave at date of hire (previously at 90 days).
• Deleted requirement that pilots on reserve notify scheduling each day of sick leave.
• If a pilot retires with sum of years of service plus age equal to 80 or more, the company will pay out 50% of sick leave bank.

Section 15 – Medical Standards
• Clarifies that the company cannot require pilots to meet any medical standards other than those required of the FAA.
• Upon request, the Company must give a pilot a written explanation if it questions his fitness for duty.
• Current contract allows company to establish and change its drug and alcohol policy. Now, CMT D&A policy and testing must comply with, and be no more restrictive than, applicable law.
• New language prevents the company from testing pilots on the last day of their trip after their release.

Section 16 – Workers Compensation
• A pilot on workers compensation will receive the same insurance benefits as other company employees on workers compensation.

Section 17 – Missing, Internment, Prisoner
or Hostage of War, or Hijacking Benefits
• No changes.

Section 18 – Miscellaneous Flying
• Company can now require supervisors to be dual qualified.
• Pilots in training can be dual qualified until their first revenue flight in the new equipment. (For example, the Company may train pilots prior to placing ERJ aircraft in revenue service. If there is a gap between training and revenue service, the pilot can fly the Dash).
• Training pilots may only be dual qualified for training events that do not require the pilot to manipulate flight controls (such as simulator, ground, and line checks). If maintaining such qualifications results in the training pilot needing a check ride, he will have an opportunity to train before the check ride.

Section 19 – Discipline or Discharge
• A notice of disciplinary hearing must contain a reasonable description of the matter to be discussed at the hearing.
• Hearings can be held by teleconference.
• Clarifies that pilot held out of service will continue to receive pay and benefits until the company issues a decision.

Section 20 – Grievance
• ALPA is no longer required to amend or file new grievances if it discovers additional pilots were affected by the grievance.
• Time limit to file grievances increased from 30 to 45 days.
• Grievance hearings can now be held via telephone.
• CMT must give grievant and ALPA 7 days notice of hearing.
• Pilot is no longer required to attend a grievance hearing (can be represented by a pilot representative); if a pilot misses the hearing, he will no longer automatically lose the grievance.
• If a grievance is not timely filed, it is not considered as precedent on the merits in future grievances.
• If a pilot or representative is required to be at a grievance hearing or meeting, the Company will provide positive space travel and release them from duty.

Section 21 – System Board of Adjustment
• If multiple grievances are waiting to be heard by the System Board, ALPA picks the first grievances to be heard.
• Clarifies that the arbitrator can compel the company (or ALPA) to produce evidence at a hearing.
• Company is now required to release ALPA members and witnesses for System Board hearings; if the company cannot release the members for the hearing, and the cancellation of the hearing is within the arbitrator’s cancellation fee window, the company will pay the fee. If the Company cannot release the members for the hearing, the meeting will be re-scheduled

Section 22 – Seniority
• No changes.

Section 23 – Reduction in Force, Furlough, and Recall
• Furloughed pilots retain insurance benefits for two months following the month of furlough (previously one month).


Section 24 – Vacancies
• A pilot can’t be required to be a CQF for more than 12 months.
• A pilot can now request to remain as a CQF.
• Seat lock increased to 18 months (up from 12).
• FOs who upgrade will be seat locked in the new equipment for 24 months (up from 18).
• Vacancy awards are restricted to 30% of pilots who hold the same status. For example, if the Company posts a vacancy bid of 10 E-145 Captains and 10 DHC-8 Captains, no more than 3 current DHC-8 Captains can be awarded the ERJ-145. Similarly, no more than 3 ERJ-145 Captains can be awarded DHC-8; however, the “30% rule” is waived if it would cause a pilot to be displaced.
• CMT could assign an FO to a captain vacancy in an aircraft type that he didn’t bid for if there are insufficient pilots bidding that position. If so assigned, his Capt. seat lock is reduced by 50%.
• Pilots awarded a position with higher rate of pay will get the higher rate at completion of the PC (formerly after IOE or OE).

Section 25 – Scheduling
• PBS and LOA 8 incorporated into Section 25.
• Bidding timeline to change to 6th-13th of every month.
• Navtech Awards to be published on the 17th at 17:00.
• LIP is open from the 17th-20th
• LIP awards posted no later than 24th at 17:00.
• The additional timelines listed above allow for more time to build schedules with the goal to create better schedules.
• Increases for the number of people, number of days scheduled, and schedule/pay credit for Company-Paid ALPA volunteers who build trips or run schedule awards.
• Company to provide Scheduling Committee with files required to build trips in a timely manner.
• Crossover trip language incorporated from LOA 3.
• Buffers for trip construction must be reasonable and based on historical experience.
• During the LIP, Reserve pilots can pick up open time trips that touch the first or last day of the reserve block.
• PBS working group determines bid windows per current practice. If the PWG cannot determine a window, a default window of 75-90 is used.
• Company to explore open time trip trade and swap portal. This is likely to occur because Company growth will exacerbate the problems with the current process, which is cumbersome and ties up resources in Crew Scheduling.
• Reserve scheduling practices implemented from LOA 7.
• Codified Company reserve bidding portal.
• Reserve pilots now able to trade first and last days of reserve blocks, rather than just entire blocks.
• Reserve pilot assigned to a flight that commences after the end of his call-out period gets extension pay.
• Reserve pilots who complete a standup on the last day of reserve will be released upon the completion of the standup.
• Reserve pilots who do not receive an assignment prior to 19:00 on their last day of reserve will be released.
• Short call pilots who comply with a Company request to report within one hour will be paid one hour above guarantee.
• Ready reserve pilots now have 30 minutes to report.
• Pilots who are extended due to an IOE rescheduling now receive 150% starting at their originally scheduled release time.
• Additional assignments given during a trip will be paid above guarantee.
• A pilot can decline an additional, non-flying assignment during a trip if his sit is an hour or less.
• Pilots can now request trades for portions of a trip provided the request is made 24 hours in advance and the portion includes the first or last turn of the trip.
• Commuter Policy from LOA 8 incorporated.

Section 26 – General
• Company cannot use CVR/Video Recorder in discipline matters.
• Company cannot use FDR in discipline except in cases of incidents or accidents.
• ALPA to review FDR/CVR in the event of an accident or incident
• Company required to negotiate an LOA for FOQA.
• CMT to notify ALPA if it plans to install new monitoring devices.
• Company will not use discipline records that are 24 months old in subsequent discipline. Upon request, CMT will remove the records from a pilot’s employee file after 24 months.
• Company will mail free hard copy of pilot’s personnel, training, and PRIA files to him upon request.
• Company to accept HIMS program; LOA to be negotiated.
• A pilot is not required to reimburse the company if final pay rates on new equipment are lower than interim rates.
• If pay rates are arbitrated, arbitrator can only consider other carriers’ rates that are for equipment in revenue service.
• List of items and services that the Company is required to provide in each crew room. Biggest change here is that the company will provide coffee.
• Company is now required to maintain quiet rooms in each domicile.

Section 27 – Insurance
• Company must maintain insurance benefits that are substantially similar to current benefits. (This means they can only make very minor adjustments to certain elements of the current plans). (Company can change terms of the Basic and Low Medical Benefit Plans). ALPA must agree to any other changes.
• Updated insurance document attached to the contract.
• Pilot insurance premium contribution percentage decreases from current 40.5% to 35% in 2016 and 30% for 2017.
• Company must disclose its total costs to ALPA each year so ALPA can confirm accuracy of pilot premium cost.
• Company will establish a Flexible Spending Account plan in 2017. Pilots contribute pre-tax dollars to a “bank” through payroll deductions. Can use “bank” to pay for dependent care and medical expenses not covered by insurance.
• Life Insurance and AD&D increased from a max benefit of $50,000 to $100,000.

Section 28 – Retirement
• Company cannot change the terms of the 401K Plan without the written consent of ALPA.
• Formerly, Company did not match pilot 401K contributions. Now, the Company will match as follows:

Months of active​​​​​ Company
service completed​​ Company match​ Match

3-24​​​​ 50% up to 2%. ​​​1%

25-48​​​​ 50% up to 4%. ​​​2%
​​​
49-72 ​​​​ 50% up to 6%​​​ 3%

73-108​​​​ 50% up to 8%. ​​​4%

109-156​​​​ 50% up to 10%​​​ 5%

157+ ​​​​50% up to 12%​​​ 6%

• Company contributions will be vested on the following schedule: 25% vested at 18 months of service; 50% vested at 36 months of service; 75% vested at 48 months of service, and 100% vested at 60 months of service.
• Months of active service for vesting and company matching contribution purposes begin at date of hire for all pilots.
• Contributions (both pilot and company) will be contributed to the 401k no later than 3 business days following each payday.
• Company will keep the current number of 26 investment options as long as they remain available. This number cannot drop below 20 options.
• Company will offer a Roth 401k option.

Section 29 – Agency Shop
• No changes.

Section 30 -- Duration
• 4 years.

Jet Transition Letter of Agreement
• The Jet Transition LOA allows the Company limited contractual relief for two years, beginning December 1, 2015, in order to allow for the smooth implementation of the ERJ-145s.
• The 5% limit on CQFs is raised to 10%.
• The twelve-month limit on the length of time a pilot can be required to be a CQF is waived.
• The Company can use non-seniority list training pilots to conduct checking events for jet aircraft in a simulator (but not on the line).
• If no turbojets arrive by the end of the transition period, or, if at any time, no turboprops remain in revenue service: the 18- month freeze is reduced to 12; the 24-month freeze is reduced to 18, and the “30% rule” is deleted.

Implementation Letter of Agreement
• All provisions of the new Agreement become effective on December 1, 2015 unless provided otherwise in this LOA.
• A company/ALPA transition committee is established to address any transition issues that arise during the implementation of the new CBA.
• Company 401(K) matching contributions for December 2015 to February 2016 will be deposited no later than the first paycheck in March 2016.
• Withholding of state taxes from pilot’s paychecks will occur no later than the first paycheck in March 2016.
• Schedule credit values in Sections 3, 9, and 25 with take effect in the February 2016 bid.

kimber1911

Just to clear the air on a couple things...

We have been told that all jetz are returned leases, owned by United, and being leased to C5.

The "flow" is not a flow...everyone can calm their jetz about that now. All current employees must enroll in the program, interview, and take Hogan test just like everyone else. New hires have to enroll in the program, interview, and pass the Hogan test just like everyone else. This is just supposed to push the applications to the front of the queue once all requirements are met. We have been told there will be 10 going to United as part of the program in 2016, with hopes for 10% of the seniority list for subsequent years, staffing levels permitting.

2isclear

It does not sound like the interview is the same as the current United interview though if I heard correctly.

freeze3192

Where's boozhound? This thread needs more of that chill

FlyingKat

Correction you were talking about TSA on another board. Don't bring the conversation here and whine when others respond to your incorrect information.

Riverside

Sure you were. Just like Kat said, you have always been negative against TSA. So your little I'll post crap about TSA in other threads won't fly. Especially when you're wrong all the time.

Captyeager

So the new q200 FO rates are piedmont + $0.50 ? I can't find a q200 rate from Piedmont so I will assume they're using the q100 rate.

Freebreakfast11

Negative, new captain rates on the q are Piedmont plus .50.

First year FO would be 36, second year 38.40 if the TA passses