An important MSG to my fellow JETCONNECT pilots.
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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.
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.
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NZALPA think we should sign it up because they are IR experts. This is the same quality union that successfully prevented pilots going on the skill shortages list. They know what they are doing.
If ALPA say yes I would trust them, I don't believe staying strong is saying no. Being strong might be getting this improved deal across the line to give everyone certainty before Qantas short haul goes up for bargaining in mid 2018 . The points you raise are for the most part quite minor and quite frankly the captains at jetconnect are fearing for their jobs. Becoming a AIPA pawn is a dangerous prospect.
If ALPA say yes I would trust them, I don't believe staying strong is saying no. Being strong might be getting this improved deal across the line to give everyone certainty before Qantas short haul goes up for bargaining in mid 2018 . The points you raise are for the most part quite minor and quite frankly the captains at jetconnect are fearing for their jobs. Becoming a AIPA pawn is a dangerous prospect.
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How would Jetconnect pilots become AIPA pawns if they don’t lock themselves into an agreement? The ideal solution is to have Jetconnect pilots integrated into mainline with some sort of Integration agreement. Not sure how that could be a bad thing for anybody. NZALPA of course would then lose 120 sets of contributions, which may or may not be the motivation behind their support of this agreement.
All great points. It is important for Jetconnect to improve conditions and not let the puppet masters in Mascot win. On a side bar (same in most awards I’ve seen) why do Captains need more in meal allowances/DTA than FO’s, do they eat more? Anyway I hope the rest of the JC pilots also feel the same way.
All great points. It is important for Jetconnect to improve conditions and not let the puppet masters in Mascot win. On a side bar (same in most awards I’ve seen) why do Captains need more in meal allowances/DTA than FO’s, do they eat more? Anyway I hope the rest of the JC pilots also feel the same way.
Cause el capo is meant to buy ya coffee and a beer
NZ Employment law is changing early in the new year in favour of employees. One of the changes removes a companies ability to walk away from/stall the bargaining process.
I haven’t checked that info myself but was told that by someone who is normally correct about these things. He seemed to think that other changes were possible surrounding rest breaks.
Motivation?
I haven’t checked that info myself but was told that by someone who is normally correct about these things. He seemed to think that other changes were possible surrounding rest breaks.
Motivation?
All great points. It is important for Jetconnect to improve conditions and not let the puppet masters in Mascot win. On a side bar (same in most awards I’ve seen) why do Captains need more in meal allowances/DTA than FO’s, do they eat more? Anyway I hope the rest of the JC pilots also feel the same way.
https://www.ato.gov.au/law/view/docu.../NAT/ATO/00001
Yes that's correct, however some companies simplify things by paying you the maximum amount allowed by the ATO. This may result in higher meal allowances paid to the pilots with the higher salaries.
Being strong might be getting this improved deal across the line to give everyone certainty before Qantas short haul goes up for bargaining in mid 2018
Is this an admirable trait to negotiate in a contract, being paid less than everyone else so the company doesn’t sack you? But still get no actual guarantee of your job.
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So what part of the new contract protects JetConnect pilot’s jobs? Being the lowest paid norrow body jet operators in NZ?
Is this an admirable trait to negotiate in a contract, being paid less than everyone else so the company doesn’t sack you? But still get no actual guarantee of your job.
Is this an admirable trait to negotiate in a contract, being paid less than everyone else so the company doesn’t sack you? But still get no actual guarantee of your job.
Look, the true damage for Jetconnect was done at the last contract negotiation. I remember chatting to a Jetconnect pilot/negotiator in 2013ish when both Jetstar and Jetconnect were in CEA negotiations and the Jetstar pilots had just served a notice for industrial action against Jetstar to 'further' their CEA. The Jetconnect guy told me that they were going to accept absolutely minimal improvements as 'now is not the time to ask for money due to Qantas being in such a bad position'. Now you are trying to play catchup, even though Qantas is doing well you are getting the whole 'must be within the pay freeze and overall 3%' line. The CEA that Jetstar NZ landed in 2013 was a massive improvement and lept them way ahead of Jetconnect so this time around they just took the payfreeze and the 3% overall along with winning in the Supreme Court over meal breaks secured an additional payment and ongoing compensation leading Jetstar to edge even further ahead. How you could accept anything less than a group 'low cost' carrier based in the same country is beyond me.
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I agree with the OP on most points, except one.
Just out of curiosity, why do you think you are entitled to a mainline seniority number?
Jetstar / Cobham / Network / Qlink pilots don't, so why should you?
If you want a mainline seniority number, go jump through the HR process like all the rest of us had to do.
Just out of curiosity, why do you think you are entitled to a mainline seniority number?
Jetstar / Cobham / Network / Qlink pilots don't, so why should you?
If you want a mainline seniority number, go jump through the HR process like all the rest of us had to do.