Jetstar EBA 2019

[a_pilot]

Just been going through some old AFAP emails.

This was the result of the EBA survey back in 2018.

The EBA negotiations are approaching fast and your JPFC are utilising the survey results to compile the log of claims for EBA 2019. Your message is clear, with the big ticket items including:

·an increase in remuneration;

·combining the Roster Protocol Agreement into the body of the new EBA; and

·the establishment of a better work life balance.

The survey indicated that a better work life balance is a big ticket item yet nothing in the proposed EBA addresses this.

Seriously, apart from pay increases (to try to keep up with inflation), this is all else we are getting (outside work):

1. 4 additional star days per pilot (but still the same amount of days off)
2. Access to fixed days off and or a fixed roster pattern for eligible Carer’s (2% pilots only)
3. Modified ACALS to improve access to leave
4. Improvements to annual leave availability:

Not much gained, and we even made some sacrifices in work/life balance, so the net gain is zero, otherwise worse off. (Improved access to AVAIL Days – up to 1700 the day prior (or at sign-off after their last duty, whichever is later) before it converts to a DFD. The restriction around converting an available day to Standby remains). This means even less days off now.

Excuse my ignorance, but I don't see any improvement in work life balance.

Yet here is another quote from an AFAP email (Mar 2019)

We highlighted that the Tigerair EA that is currently out for vote has 137 DDOs, Virgin Narrow Body has 149 DDOs, Virgin Wide Body A330 has 149 DDOs and Virgin Wide Body B777 has 143 DDOs. The point being that our competitor airlines (other than Qantas) all have significantly more designated days off.

Thanks for highlighting this to Jetstar and also reminding Jetstar pilots how worse off they are, yet nothing was done about it. Wouldn't more DDO's improve the work/life balance ?

Here is another quote from an AFAP email November 2019:

What is Protected Industrial Action (PIA)?

PIA is a genuine and legitimate industrial tool that union members are lawfully entitled to utilise to ‘persuade’ an employer to ‘reconsider’ their position; i.e. in the words of Act: “…for the purpose of supporting or advancing claims in relation to an Agreement.”

Isn't it time to for the Union to represent it's members and fight for that they wanted (a better work/life balance) using all available tools? (as we were advised last time and as they intended and commenced)

If this EBA gets through, it will be nothing but a pay increase to attempt to keep up with inflation, but otherwise the same old ****, work hard, get flogged, and tired all the time (work harder/earn less than others). Is this what you want?