April 25, 2017 Volume II, Issue I

Transcription

1 April 25, 2017 Volume II, Issue I In the last twelve months the bargaining landscape of our industry has changed. We have witnessed AIP s turn into TA s and then be voted in overwhelmingly by their respective pilot groups to the betterment of our sisters and brothers at other air carriers. The contractual gains achieved at other carriers have created a more positive bargaining position than many of our careers have previously experienced, making it easier to justify our reasonable proposals at the table. Since we published our last update pilots at Southwest Airlines, Delta Airlines, and Hawaiian Airlines were able to negotiate significant gains in pay rates and improvements in key economic cornerstone issues in their collective bargaining agreements. This was followed by a snap-up at United Airlines that brought them on par with their peers. In this 1st reissue of the Contract Brief we will examine one of the most commonly discussed elements of any contract, hourly compensation. Your hourly rate is only a small piece of the puzzle that is your total compensation. Even though we recognize that all pilots are drawn to that pay rate like a moth to a flame it is by no means the only factor effecting an overall compensation package. Although it is perhaps the most readily understood, and does serves as a baseline for all other work rules that effect our total compensation package. We invite you to review the entire contract comparison guide, which we treat as a living document that is updated based on a changing conditions, posted on the negotiators page of B6Alpa.com.

2 Compensation At first glance, compensation would seem to be straightforward and contain mostly pay tables. However, the actual section covers many other items that affect quality of life, such as overrides, definitions of terms as they relate to pay, and payroll logistics. This Contract Brief will take a look only at hourly rates and their changes over a period of time. This is the first piece of a complicated puzzle determining quality of life, and career potential earnings for a pilot group. Pay Rates Pay rates are calculated based upon seat, fleet type, and longevity with the company. These numbers are placed in a pay table that chronologically arranges pay for each seat in each fleet type as it increases over the longevity of the pilot s career. Typically, a set of pay tables will be displayed for each year for the duration of the contract reflecting step increases (which may or may not cover cost of living increases). Our current pay scale tops out at the twelve-year mark, for that reason, we will compare our pay rates for a 12th-year captain and first officer in aircraft comparable to the A320 and E190 across similar airlines:

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6 The next four charts cover our pay rates versus comparable carriers, both captain and first officer, taking into account longevity over a 15-year span:

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10 Pilot compensation is a complex combination of many factors. While hourly pay rate is a critical part of the overall formula, it must be considered in the light of overall work rules, benefits, and other factors that will be discussed in future issues. If you have any questions about the negotiating process, visit please our negotiators website and review the information posted on If you have any questions about the information in the contract comparison guide or if there is a topic you would like to see us cover, please contact the members of your negotiating committee or your communications committee. Download the full contract comparison guide here. STAY INFORMED BUILD UNITY FLY SOP WEAR YOUR LANYARD

11 Air Line Pilots Association, International 535 Herndon Parkway, Herndon, VA Click here to unsubscribe from this message.