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Thread: The New American Airlines

  1. #1
    Registered User NoOtPilot's Avatar
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    The New American Airlines


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    Pay and Duration Mid-contract adjustment improved to weighted average by available seat miles (ASMs) to minimize impact of US Airways If United agreement ratified and APA secures a January 2013 date of signing:

    Worst-case scenario, January 2016 adjustment would take 737-800 and S80 captain rates to $204/hour, a 17 percent increase

    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 60 percent of income up to $8,000 (Delta 50 percent no limit, United 50 percent up to $8,000)

    Offsets for SSDI, Workers Compensation and State Disability

    No offsets for earned (W2) income for first 48 months (was 24 months in the June tentative agreement)

    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) Delta pilot A Plan was terminated. Substituted a 15 percent defined contribution

    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.

  2. #2
    Registered User Divine Wind's Avatar
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    Wow, a pay raise, 401k double what ours is, four years to openers. Sweet contract. Makes ours look like sucking the ass out of a dead dog.

    Since Eagle is only a quarter the size of AA, someone please explain to me why we took more concessions than AA in order to "save the company in bankruptcy".

  3. #3
    Registered User downwind's Avatar
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    Someone had to pay for it.

  4. #4
    Registered User Divine Wind's Avatar
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    It just fills me with the Christmas spirit to know that Tony & Co. were willing to make that sacrifice.

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    We weren't even bankrupt.

  6. #6
    Registered User downwind's Avatar
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    Yes, but we could have been. We just need to thank our lucky stars we have such a watchdog mec to do whats best for us. (If you didn't get it this was sarcasm at the maximum level).

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    Loud and clear.

  8. #8
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    Quote Originally Posted by Divine Wind View Post
    Wow, a pay raise, 401k double what ours is, four years to openers. Sweet contract. Makes ours look like sucking the ass out of a dead dog.Since Eagle is only a quarter the size of AA, someone please explain to me why we took more concessions than AA in order to "save the company in bankruptcy".
    It's all concessionary, I know it's relative but, the so called raise is for taking a reduced profit sharing, elimating night/intl pay, giving up scope, increased monthly hours, reduced vacation, and about triple contribution to medical. The pilots previously had no 401k contribution, this 14 percent is to cover the termination of their pension which was 11 percent in B fund, and about 4-6 percent in A fund, so that's a reduction of about 2-3 percent as well. This all amounts to about 6 percent compensation cut, in additon to the 23 percent cut that was taken in 2003, if TA approved, AA pilots pay will be 15-20 percent less than DAL and UAL.

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