An important MSG to my fellow JETCONNECT pilots.
Firstly, I would like to thank the JC Council for their hard work and dedication to this CEA and their fellow NZ ALPA members. Nothing in this letter is directed at the Council or the effort they have put into reaching this Draft agreement.
However, I don’t believe that now is the time for JC pilots to sign a CEA, and I’m left wondering why NZ ALPA think we should.
Jetconnect Pilot operations are about to undergo a massive change, the exact nature of which is yet to be determined, as I understand that the Australian & International Pilot Association (AIPA) have stated they are against the restructuring as it has been proposed.
Because of this uncertainty, before the exact nature of operational changes have come to light, I don’t think there should be any rush to sign a CEA. Locking into a CEA means that Jetconnect pilots will be in a weak industrial position. The option of industrial action will not be available if we do not agree with the future changes to the organisation imposed by the Company.
For this reason, I cannot support this CEA and urge my fellow Jetconnect Pilots to think about the ramifications of prematurely signing.
In addition to this, I also believe this CEA is not worthy of endorsement.
This CEA is a reflection of Jetconnect pilots continually undervaluing themselves, the Airline they represent and the premium service/product they provide, particularly when the proposed changes bring us so close into the fold of Mainline Qantas for all intents and purposes except for pay and conditions.
This isn’t a matter of “remaining competitive on the Tasman” but rather a systematic and intentional degrading of pilot conditions by Qantas management. The responsibility falls upon us to protect this industry for both ourselves and for future pilots.
My reasons for not supporting this CEA are as follows:
Proposed dates of CEA
Jetconnect’s last CEA covered a period of 3 years over the dates of 18th April 2013 until the 17th April 2016. It would make sense that the following CEA covered a period of 3 years over the dates 18th April 2016 until 17th April 2019. But the draft CEA doesn’t end until April 2020. So instead of bargaining for better conditions in 2019, the Pilot group will be penalised a year to do so, and why? Because the Company didn’t act in good faith, they didn’t resolve the negotiations in a timely fashion? If we sign this CEA we are once again rewarding the Company for mistreating the CEA process and their pilot group.
3.2 Training Bond
3.2.2 An actual figure needs to be specified for the Training bond or transparency of the actual costs involved made available to the Pilot. This will prevent the Company from over bonding Pilots in a means to retain them through financial hardship.
4.4 Redundancy
4.4.10 Company notice period to the Pilot needs to be increased to 3 months, on par to the requirement changes for Pilots to give the Company 3 months’ notice in clause 3.3.1.
7 Air Data Recorders
7.2 (b) Education
(c) Training
These clauses either need to be defined or removed, as they’re an avenue for punitive action against a pilot or pilots and can lead to an environment of attempted fuel savings over safety.
9.4.3 Contactability
A clause added that the Company cannot attempt to relay a message to a pilot in a no contact period through any means, including other pilots or the person’s Next of Kin.
11 Remuneration
Between the dates of 26th October 2016 (the date the last pay rise should coincide with) until the end of this proposed CEA of 26th April 2020, the Pilot group will receive a 5% increase to wages, equivalent to 1.4% annually. The 18 month pay freeze should not have taken away an entitlement to a 2.5% pay rise during this time, simply delayed its introduction until after the pay freeze. This is shown in the Australian Services Union’s Enterprise Bargaining Agreement (EBA), which will see pay rises of 7.5% introduced between 2018 and mid-2020 as a result of undertaking the pay freeze and which covers a period from between July 2016 to July 2020.
11.2 Annual Base Pay
We are told that we have to remain competitive across the Tasman and that we need to remain on “local conditions”. In comparison to Jetstar and Virgin, we are still far below the industry standard and local conditions. This isn’t a matter of remaining competitive but the Company eroding conditions to the greatest extent they can.
As an example, current FO wages will be compared;
VANZ. Jetstar Jetconnect
L1. 103950. 99425. 97454
L2. 112217. XXXXXX 108072
L2. 120606. 107625 110531
VANZ don’t get flying credit for any ground training duties and most likely explains the level of their base pay, I’m unsure if they are paid any company bonuses.
Jetstar get flying credits for ground training duties and they get paid incentive company bonuses. Although Jetstar’s base pay looks lower, their ability to earn more is increased.
Jetconnect don’t get flying credits for ground training duties and don’t get paid company bonuses like Jetstar.
Entry First Officers
An introduction of an ‘Entry First Officer’ wage is setting a new and lower precedent in the industry. Jetstar have a Junior First Officer wage for Cadets who have completed a Cadetship and lack the experience to hold an ATPL.
Training Salary
11.2.5.1 For pilots not employed as Entry FOs, the training wage will cost these pilots an additional $6800 in lost wages over a 3-month period. If the company is unable to retain pilots, the company should bear the cost of replacing them. New pilots will be bonded for 3 years, to a currently unspecified amount that is supposed to cover training costs, therefore they should be paid as full pilots from day one of joining.
11.3 Incentive Flight Pay
Paxing Credits
50% Paxing credit is an industry standard and a non-negotiable for me. (QF long haul receive 100%). Variations to rosters caused by this change can be mitigated through shift swaps, bidding or preferences. Once the CEA is signed we can’t get these credits and may never be able to bargain for their introduction again.
Credits for Ground duties
An introduction for credits during ground courses, simulators and online courses, in line with the Jetstar CEA or dare I suggest QF mainline? Or, an increase to overall salary in line with Virgin NZ.
13.3 Meal and Breaks
13.3.1.1 “Reasonable cost” needs to be defined to protect employees against possible punitive action in regards to reimbursement.
13.3.2.3 After the Company admitted that Pilots were not receiving this entitlement, they apparently allocated an extra $350,000 towards the CEA. This roughly equates to $1458 per pilot annually in added benefits to the CEA. Jetstar, with their far superior benefits also receive an annual payment of $3,500 for Captains and $2,000 for First Officers in lieu of meal breaks. To date, I have not heard any discussion about backpay for entitlements not received.
14.4 Reminbursing Allowances
14.4 Communication Allowance
Slight increase to accurately reflect what members pay to maintain a constant method of contact with the Company.
16.2 Loss of Licence
16.2.1.1 Without the $1200 Company input and change to 1% of income, loss of licence cover through the MBF or private insurance will cost FOs more money, since the highest paid FO in this CEA will be entitled to only $1161. This effectively forces an FO onto the new company scheme, of which we have not seen any details about.
This change is in line with Jetstar entitlements but without comparing the Companies own schemes, since this information is currently unavailable. Virgin Pilots receive the higher of $2665 or 1.5% of income.
16.2.1.3 Jetconnect Licence Insurance Scheme
The terms and conditions of this scheme need to be made available to members, we may be unknowingly subjecting members to risk if this scheme does not favour the employee. Something that cannot be decided until the details are made public.
Adherence of the Current Heads of Agreement
Clause 2.2 in the current HoA states that road transport be:
Safe- seat belts for every passenger seat, no large crew bags in the passenger compartment unless they are properly restrained, no vehicle defects, driven within the law.
Despite the Park’n’Ride not fulfilling these requirements, the Union or Company have done nothing to enforce this clause which is repeated in the new HoA. Without adherence to a single clause, renders the rest of the HoA worthless.
Seniority Number
A seniority number be granted within Mainline Qantas, in line with Virgin NZ’s CEA. AIPA has stated that they would be happy for Jetconnect Pilots go to the bottom of the seniority list and be base frozen for a selected amount of time, as this would have minimal effect on current progression within Mainline.
All these points were found in the 45-60min period I looked over the CEA, so I am sure there are points I have missed out on.
Please encourage other JC pilots to read this, not agreeing is fine, ignorance isn't.
Last edited by disconnect2017; 29th Dec 2017 at 23:38.
Reason: Table of wages were misaligned.