TIGER AIR PILOT strike notice
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Join Date: Mar 2012
Location: Florida USA
Age: 61
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Piper Cub get of the big plane site back to GA where everything is at 60 knots hahahaha.
Regarding the 737 site I was 100% correct and we see you have your head in the sand again.
Go have the "protected" slow work at Tiger and you will get the wrath of Gary Hammes now VB COO he has dealt with you people before and won ...
Regarding the 737 site I was 100% correct and we see you have your head in the sand again.
Go have the "protected" slow work at Tiger and you will get the wrath of Gary Hammes now VB COO he has dealt with you people before and won ...
your obviously don't have much work for that DC 8 then eh 4 holes if yer too busy trying to tell the natives how they should work and what they should fight for.
Why don't you head back to Peru?
Why don't you head back to Peru?
Join Date: Apr 1999
Location: Brisbane
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Roster stability is fair and reasonable
According to one Tiger pilot
"which has meant I
have not been able to pick up my kids from school on several occasions."
Me thinks he made a bad career choice then.
AnQrKa is offline Report Post Reply
"which has meant I
have not been able to pick up my kids from school on several occasions."
Me thinks he made a bad career choice then.
AnQrKa is offline Report Post Reply
I know of several instances where there was a reasonable expectation to be finished work by late morning (2 sector day) that became evening finishes after 2 sectors were added without consent.
This has nothing to do with choice of industry.
Being able to plan our lives around our work hours is fair and reasonable and needs to be written into the contract or otherwise the door is open wide for management to take unreasonable advantages. Low cost or not, there HAS to be a balance.
Good on you guys at Tiger for standing up!
Join Date: Sep 2011
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Be careful.
You're a small airline, you wont make any impact on the travelling public, you'll attract negative attention (which I think you have enough of already) and you will just send your pax to other carriers who have some capacity to accomodate a few more people.
You're a small airline, you wont make any impact on the travelling public, you'll attract negative attention (which I think you have enough of already) and you will just send your pax to other carriers who have some capacity to accomodate a few more people.
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To all Tiger Pilots,
I wish you all the best in your PIA. There does appear to be management or the odd scab who seem to be trying to undermine you. Rest assured your line driver is behind you 100%.
In solidarity
A fellow pilot
I wish you all the best in your PIA. There does appear to be management or the odd scab who seem to be trying to undermine you. Rest assured your line driver is behind you 100%.
In solidarity
A fellow pilot
Join Date: Aug 2013
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Good luck to the tiger pilots and pay no heed to the moronic comments by Petticoat. The terms and conditions now enjoyed by VA pilots are the result of some robustly contested EBA negotiations.
Join Date: Dec 2003
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Protected Industrial Action
Sorry Tid
you asked for short version of PIA
PIA (Protected Industrial Action)
Means what it says it is protected within the legislation.
What happens is that the Federation as the bargaining agent on behalf of its members can apply to hold a ballot on a series of actions to be taken by the pilot group.
The question can relate to any form of action, bans or refusal to perform certain duties.
Once the action questions are formulated we apply to Fair Work Australia to run a ballot of our members.
Both Federation and Company can attend and put arguments as to the questions to be asked.
It is important to note that only members or anyone represented by the Federation in the negotiations can vote.
The ballot is conducted by the Australian Electoral Commission (AEC).
They receive the list of members from the Federation and compare to a full employee list from the employer.
Neither the Company or Union gets access to the lists supplied.
The ballot is declared on each question both as hard votes and percentages, this is published on the Fair Work website.
On each question supported by the majority the action can begin on the date no earlier than three business days.
There is also a time frame to start any single part of the action if not started by that time the ballot has to be rerun.
Once the action begins the employer does have the right to lock out employees for taking action but cannot dismiss the employee.
It is not a strike unless that was the agreed action to completely stop work indefinitely.
Also should be noted only Members can take the action.
If a non-member takes action outside normal ops in support they leave themselves open to a damages action.
Hope that gives the basic brief facts of PIA.
Lawrie Cox
Australian Federation of Air Pilots
you asked for short version of PIA
PIA (Protected Industrial Action)
Means what it says it is protected within the legislation.
What happens is that the Federation as the bargaining agent on behalf of its members can apply to hold a ballot on a series of actions to be taken by the pilot group.
The question can relate to any form of action, bans or refusal to perform certain duties.
Once the action questions are formulated we apply to Fair Work Australia to run a ballot of our members.
Both Federation and Company can attend and put arguments as to the questions to be asked.
It is important to note that only members or anyone represented by the Federation in the negotiations can vote.
The ballot is conducted by the Australian Electoral Commission (AEC).
They receive the list of members from the Federation and compare to a full employee list from the employer.
Neither the Company or Union gets access to the lists supplied.
The ballot is declared on each question both as hard votes and percentages, this is published on the Fair Work website.
On each question supported by the majority the action can begin on the date no earlier than three business days.
There is also a time frame to start any single part of the action if not started by that time the ballot has to be rerun.
Once the action begins the employer does have the right to lock out employees for taking action but cannot dismiss the employee.
It is not a strike unless that was the agreed action to completely stop work indefinitely.
Also should be noted only Members can take the action.
If a non-member takes action outside normal ops in support they leave themselves open to a damages action.
Hope that gives the basic brief facts of PIA.
Lawrie Cox
Australian Federation of Air Pilots
I've got to say I'm astounded with the negative responses I've read on this thread. I believe the affected Tiger pilots deserve 100% support from the rest of the pilot body.
People are so quick to dig the boot in with talk of being the "worst paid narrow body pilots in the country" but here they are using smart and legal tactics to improve their conditions but others want to condem them.
The company has been bought by owners with (relatively) deep pockets, so now is absolutely the time to be making a wage/conditions claim. Given the plan is to double or triple the fleet size there are certainly the funds around to pay for your EBA claims.
The ex-89 crowd suggesting "we tried industrial action, it didn't work for us so it won't work for anyone" are naïve or arrogant to not see that the circumstances and laws are completely different here. Just because an approach did not pan out 25 years ago does not mean pilots in Australia must be happy with whatever rubbish their employer hands out forever onward.
And to the Virgin crew (or those pretending to be) attacking this action, you ought to realise this is the best possible scenario for your continued employment in the Virgin/Tiger group. The last thing you want is a ready, waiting and compliant body of pilots within your own airline group who'll happily do your flying on a lesser EBA. JB will certainly think twice about attempting to replace you with cheaper crew if said crew have proven to have an industrial backbone and know how to fight for a fair EBA.
You should be thanking your Tiger cousins.
People are so quick to dig the boot in with talk of being the "worst paid narrow body pilots in the country" but here they are using smart and legal tactics to improve their conditions but others want to condem them.
The company has been bought by owners with (relatively) deep pockets, so now is absolutely the time to be making a wage/conditions claim. Given the plan is to double or triple the fleet size there are certainly the funds around to pay for your EBA claims.
The ex-89 crowd suggesting "we tried industrial action, it didn't work for us so it won't work for anyone" are naïve or arrogant to not see that the circumstances and laws are completely different here. Just because an approach did not pan out 25 years ago does not mean pilots in Australia must be happy with whatever rubbish their employer hands out forever onward.
And to the Virgin crew (or those pretending to be) attacking this action, you ought to realise this is the best possible scenario for your continued employment in the Virgin/Tiger group. The last thing you want is a ready, waiting and compliant body of pilots within your own airline group who'll happily do your flying on a lesser EBA. JB will certainly think twice about attempting to replace you with cheaper crew if said crew have proven to have an industrial backbone and know how to fight for a fair EBA.
You should be thanking your Tiger cousins.
"I know of several instances where there was a reasonable expectation to be finished work by late morning (2 sector day) that became evening finishes after 2 sectors were added without consent."
This has occurred in all of the 5 airlines I have worked for, in oz and o/s. Annoying yes, but part of the game.
This has occurred in all of the 5 airlines I have worked for, in oz and o/s. Annoying yes, but part of the game.
It's not part of the game at Virgin Domestic, Virgin Regional, Jetstar, Sunstate, or Eastern (not sure about Qantas as their EBA isn't on the AFAP website but I'd be surprised if they didn't have some protections around roster changes). From what I can tell, what they're after is pretty much industry standard.
VIRGIN DOMESTIC.....
DISPLACEMENT FOR OPERATIONAL REASONS
20.1 A pilot may be displaced from a rostered duty for the following reasons:
(a) Flight cancellations;
(b) Checking or training;
(c) Disruptions due to weather or mechanical information; or
(d) Aircraft type change
….
20.5 A pilot who is displaced from duty will only be assigned duty that falls within a period commencing one hour prior to the original sign on time and terminates one hour after the original sign on time at home base, unless such pilot agrees otherwise.
DISPLACEMENT FOR OPERATIONAL REASONS
20.1 A pilot may be displaced from a rostered duty for the following reasons:
(a) Flight cancellations;
(b) Checking or training;
(c) Disruptions due to weather or mechanical information; or
(d) Aircraft type change
….
20.5 A pilot who is displaced from duty will only be assigned duty that falls within a period commencing one hour prior to the original sign on time and terminates one hour after the original sign on time at home base, unless such pilot agrees otherwise.
VIRGIN REGIONAL (i.e. SKYWEST EBA).....
13.4 All changes to the roster shall be wholly contained within a buffer period defined by 2 hours either side of the originally rostered duty.
Where a pilot was rostered reserve, allocated a duty and the duty subsequently changes all changes shall be within a buffer period defined by 2 hours either side of the first allocated duty and not the reserve period.
Should a re-assigned duty, displaced reserve and subsequently assigned duty fall outside the above mentioned buffer, then such changes require Pilot approval.
In this instance, all Duty times outside the two hour buffer shall be paid at the applicable Productivity Rate.
This clause does not apply to reserve periods.
13.4 All changes to the roster shall be wholly contained within a buffer period defined by 2 hours either side of the originally rostered duty.
Where a pilot was rostered reserve, allocated a duty and the duty subsequently changes all changes shall be within a buffer period defined by 2 hours either side of the first allocated duty and not the reserve period.
Should a re-assigned duty, displaced reserve and subsequently assigned duty fall outside the above mentioned buffer, then such changes require Pilot approval.
In this instance, all Duty times outside the two hour buffer shall be paid at the applicable Productivity Rate.
This clause does not apply to reserve periods.
JETSTAR.....
2.4 DISPLACEMENT
2.4.1 A pilot may be displaced from a rostered tour of duty for a number of reasons including but not limited to the following:
1. Cancellation of a flight(s) which directly and adversely impacts on their scheduled duty.
2. Published schedule variation
3. Disruption and/or recovery to service due to misconnections
4. Short notice sick leave
5. Publicity
6. Checking, training and courses required by Jetstar
7. Interviews or meetings scheduled arising from performance management issues
8. Duty hour limitations
9. Rest period requirements
10. Issues relating to OH&S
11. Misconnections
12.Management pilots personal proficiency or recency requirements (twenty-four (24) hours’ notice to be given)
….
2.5.1.2 Where a pilot is displaced from their original rostered duty with less than twelve (12) hours (fourteen (14) hours for self-nominated wide body pilots) notice, they may be assigned a duty commencing no earlier than their original rostered sign-on time and/or terminating no later than their original rostered sign-off time plus one (1) hour.
2.5.1.3 Where a re-assignable pilot is notified more than twelve (12) hours (fourteen (14) hours for SNWBP) in advance of their original rostered sign-on time, they may be assigned a duty with a sign-on time no earlier than one (1) hour prior to their original rostered sign-on time and/or a sign-off time no more than one (1) hour later than their original tour of duty rostered sign-off time.
2.4 DISPLACEMENT
2.4.1 A pilot may be displaced from a rostered tour of duty for a number of reasons including but not limited to the following:
1. Cancellation of a flight(s) which directly and adversely impacts on their scheduled duty.
2. Published schedule variation
3. Disruption and/or recovery to service due to misconnections
4. Short notice sick leave
5. Publicity
6. Checking, training and courses required by Jetstar
7. Interviews or meetings scheduled arising from performance management issues
8. Duty hour limitations
9. Rest period requirements
10. Issues relating to OH&S
11. Misconnections
12.Management pilots personal proficiency or recency requirements (twenty-four (24) hours’ notice to be given)
….
2.5.1.2 Where a pilot is displaced from their original rostered duty with less than twelve (12) hours (fourteen (14) hours for self-nominated wide body pilots) notice, they may be assigned a duty commencing no earlier than their original rostered sign-on time and/or terminating no later than their original rostered sign-off time plus one (1) hour.
2.5.1.3 Where a re-assignable pilot is notified more than twelve (12) hours (fourteen (14) hours for SNWBP) in advance of their original rostered sign-on time, they may be assigned a duty with a sign-on time no earlier than one (1) hour prior to their original rostered sign-on time and/or a sign-off time no more than one (1) hour later than their original tour of duty rostered sign-off time.
SUNSTATE.....
36.1 It is the intent of this clause that rosters are established to provide stability to pilots in their working environment and that the workload is evenly distributed amongst the pilot group.
Consistent with this, pilots may choose not to accept extra duty or changes to roster.
….
36.19.5 When any change occurs within 48 hours of rostered sign-on and the pilot's sign-on becomes more than two hours earlier than the original rostered sign-on or more than one hour later than the original rostered sign-off times and the pilot agrees to the change the pilot shall be paid $220.
36.1 It is the intent of this clause that rosters are established to provide stability to pilots in their working environment and that the workload is evenly distributed amongst the pilot group.
Consistent with this, pilots may choose not to accept extra duty or changes to roster.
….
36.19.5 When any change occurs within 48 hours of rostered sign-on and the pilot's sign-on becomes more than two hours earlier than the original rostered sign-on or more than one hour later than the original rostered sign-off times and the pilot agrees to the change the pilot shall be paid $220.
EASTERN.....
41.4.1. Displacement
a) A pilot may be displaced from the pilot's rostered duty period for any of the following reasons:
i. Disruptions to or cancellation of any of the Company's services;
ii. Checking and Training (subject to this Agreement); or,
iii. When the pilot has insufficient hours to complete a flight.
b) A pilot may be displaced before, during or after signing on for duty.
c) A pilot who is displaced under these provisions shall be deemed re-assignable.
d) A pilot who is displaced to re-assignable reserve shall be available for duty within the original duty plus a buffer of one hour prior and two hours after the original rostered duty.
41.4.1. Displacement
a) A pilot may be displaced from the pilot's rostered duty period for any of the following reasons:
i. Disruptions to or cancellation of any of the Company's services;
ii. Checking and Training (subject to this Agreement); or,
iii. When the pilot has insufficient hours to complete a flight.
b) A pilot may be displaced before, during or after signing on for duty.
c) A pilot who is displaced under these provisions shall be deemed re-assignable.
d) A pilot who is displaced to re-assignable reserve shall be available for duty within the original duty plus a buffer of one hour prior and two hours after the original rostered duty.
I've been watching this with a keen interest.
I hope you get what you're after and I hope it's a fair deal for all parties. You want a viable airline that's profitable. You certainly don't want your T&Cs to cause you to become uncompetitive. Having said that you want something realistic that represents the job we all do in an expensive econony with associated lifestyle/rostering protections.
I'd personally take less remuneration for better rostering.
Go hard guys.
I hope you get what you're after and I hope it's a fair deal for all parties. You want a viable airline that's profitable. You certainly don't want your T&Cs to cause you to become uncompetitive. Having said that you want something realistic that represents the job we all do in an expensive econony with associated lifestyle/rostering protections.
I'd personally take less remuneration for better rostering.
Go hard guys.
I don't think pay is the issue. Tiger will not live or die based on the EBA proposal. From what I can see its about a management win mentality.
But then again what's new!
But then again what's new!
