Bristow vs CHC Scotia Pay Deals
OK, here we go!
Pay.
Bristow
3yr deal
Yr1 4.7%
Yr2 3.0% or RPI(June) whichever is higher
Yr3 3.0% or RPI(June) whichever is higher
CHC Scotia
5yr deal
Yr1 5.0% plus one of 2% bonus
Yr2 4%
Yr3 3.5% or RPI whichever is higher
Yr4 RPI + 1%
Yr5 RPI + 1.25%
Yr 1 2008 BHL £67853 CHC £68879
Yr 5 2008 BHL £71879 CHC £72966
Yr 10 2008 BHL £76910 CHC £78074
Yr 17 2008 BHL £83955 CHC £85226
Pension.
Bristow DC scheme only, max company contribution 7%
CHC Scotia DC scheme (for first 5 years) 7% + Pension Exchange/Salary Sacrifice. Final Salary scheme thereafter, approx 15% min contribution
Offshore Allowance.
Bristow £100 for all
CHC £177 for Capts
£128 for SFOs
£112 for FOs
Equal Time Roster.
Bristow May occur March 2006, if roster meets five company requirements.
CHC Starts 10th October 2005
Prof Allowances.
Bristow
LTC £2900 (up from £1566)
TRE/IRE £5800 (up from £4448)
CHC
LTC 8% of salary (circa £5553 for yr 10)
TRE/IRE 14% (circa £9715)
Loss of Licence.
Bristow
Capts £120,000 subject to tax and NI
Copilots £80,000 ditto
Scheme is part insured and part self indemnified by company. Payout subject to insurance company's decision; ie if insurance won't pay out, company will not pay the balance. No PHI element.
Basically, the BHL deal is below CHC's on every element. BHL WILL NOT increase pension contributions above 7% (approx 50% of the aviation norm of 14 to 15%). Therefore the only way to acheive parity with CHC will be through basic pay. A detachment agreement, that was included in the original claim, has been changed (by the company) beyond recognition, mostly AFTER the negotiations with the BALPA CC had been concluded! Not an ethical or professional way of conducting business!
The deal is sub standard and should be rejected unanimously.