Qantas SH EBA negotiations
I get the protections involved with having a base of 62hr (verse 53.4hr) but other than COVID everyone is doing > 62hr every BP so is it really a 12.3% payrise? Yes it’s guaranteed rather than the possibility of losing work and dropping down into the 50’s but I don’t know many SH pilots on less than 65hr and that’s those who keep there heads down and don’t chase the work.
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I get the protections involved with having a base of 62hr (verse 53.4hr) but other than COVID everyone is doing > 62hr every BP so is it really a 12.3% payrise? Yes it’s guaranteed rather than the possibility of losing work and dropping down into the 50’s but I don’t know many SH pilots on less than 65hr and that’s those who keep there heads down and don’t chase the work.
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Ok so i’m not going crazy then…I thought I’d missed something.
yes it’ll help out our Div 3 pilots regarding there super calcs but for those of us on SG it also does nothing for our super (provided we continue to fly the hours we are currently flying).
all it is is a guaranteed pay rise but other than that I don’t anticipate any extra pay going into my bank account each fortnight ….unless I’ve completely misread the AIPA update
yes it’ll help out our Div 3 pilots regarding there super calcs but for those of us on SG it also does nothing for our super (provided we continue to fly the hours we are currently flying).
all it is is a guaranteed pay rise but other than that I don’t anticipate any extra pay going into my bank account each fortnight ….unless I’ve completely misread the AIPA update
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4 hrs pay for reserve isn’t going to cut it. There needs to be additional credits for a callout……..
……… There still doesn’t appear to be a fix for domestic slips of less than 36 hrs which create those lovely 3 day DRW patterns for 8 hrs pay which everyone enjoys so much.
……… There still doesn’t appear to be a fix for domestic slips of less than 36 hrs which create those lovely 3 day DRW patterns for 8 hrs pay which everyone enjoys so much.
-Any slip>30hrs domestic and international attracts av credit.
clearly you didn’t read the AIPA email or you’re not a member
Where do those emails detail that RM36.2.4 has been amended to 30 hrs from 36 as you state above? There IS a suggestion the same clause will be applied to domestic patterns. However, what will that do for those DRW patterns with a BOC return and 24 hr slip that appear in open time weekly because they’re so loathed?
Unless there is a serious attempt at MDC those will stay as is.
Please don’t accuse me of being something I’m not either. It’s low and unnecessarily personal.
Last edited by DirectAnywhere; 17th May 2024 at 00:15.
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You are right, an MGH increase to 62 hours (for instance) doesn’t equate to a pay rise in itself. I don’t remember doing less than 65 hours a BP.
However, the reserve payments are likely to be a passive credit, so you are getting an extra 12 hours (or 15 if called out on every one with new min call out of 5 hrs). So the real new min pay for 2/3rds of the rotation is 72 or 75 hours.
I’ve definitely been paid less than that on multiple BP’s.
However, the reserve payments are likely to be a passive credit, so you are getting an extra 12 hours (or 15 if called out on every one with new min call out of 5 hrs). So the real new min pay for 2/3rds of the rotation is 72 or 75 hours.
I’ve definitely been paid less than that on multiple BP’s.
The questions that need to be answered by circumventing the silly wage policy..
At a minimum I would want a yes for all of these questions.
- Does this make up for CPI over the last few years and does it compound >CPI for the years after that?
- Is there any net increase for year 1 payscale for those starting after the EA is signed? It already looks like every other EA where a newstarts are left behind.
- Does any net benefit outside of the pay freeze accumulate super?
At a minimum I would want a yes for all of these questions.
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Just vote it down. Nothing to lose.
See what they come back with after over 90% of us vote no.
See what they come back with after over 90% of us vote no.
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If that’s the case (not confirmed yet) then effectively it’s a 6% pay rise over a planning divisor of 68hrs, even if you aren’t called, or a 4% pay rise over an average year.
Tell me where in the emails it details the additional credits payable for reserve callouts? Some additional credit has been rumoured, nothing more, and, like I said above, not quantified yet.
Where do those emails detail that RM36.2.4 has been amended to 30 hrs from 36 as you state above? There IS a suggestion the same clause will be applied to domestic patterns. However, what will that do for those DRW patterns with a BOC return and 24 hr slip that appear in open time weekly because they’re so loathed?
Unless there is a serious attempt at MDC those will stay as is.
Please don’t accuse me of being something I’m not either. It’s low and unnecessarily personal.
Where do those emails detail that RM36.2.4 has been amended to 30 hrs from 36 as you state above? There IS a suggestion the same clause will be applied to domestic patterns. However, what will that do for those DRW patterns with a BOC return and 24 hr slip that appear in open time weekly because they’re so loathed?
Unless there is a serious attempt at MDC those will stay as is.
Please don’t accuse me of being something I’m not either. It’s low and unnecessarily personal.
Obviously nothing is agreed until after the vote but that’s the current state of play with the negotiations.
I certainly believe any slip anywhere >\= 24hrs should have average credit. Maybe that’s where round 2 will get us. Here’s hoping.
Many of the mechanisms they’ve negotiated are things we’ve been wanting for years so I think they’re doing a great job so far.
As I said before….. marathon, not a sprint. Having said that let’s not take too long till the next downturn.
Agreed. I’m not saying there are vast riches in it, simply showing that it offsets a 3 or 6% pay freeze and it is just one part.
What it does do is provide is a better pay floor.
Either way it is garbage after 10 years of going backwards.
it’s a slap in the face yet again.
way below inflation, still working for no pay (at times), half rate paxing, garbage staff travel, no bonus system.
AIPA has been talking about all of these issues…then nothing achieved.
it's a big NO from me…and everyone I’ve talked to.
PIA
it’s a slap in the face yet again.
way below inflation, still working for no pay (at times), half rate paxing, garbage staff travel, no bonus system.
AIPA has been talking about all of these issues…then nothing achieved.
it's a big NO from me…and everyone I’ve talked to.
PIA
Either way it is garbage after 10 years of going backwards.
it’s a slap in the face yet again.
way below inflation, still working for no pay (at times), half rate paxing, garbage staff travel, no bonus system.
AIPA has been talking about all of these issues…then nothing achieved.
it's a big NO from me…and everyone I’ve talked to.
PIA
it’s a slap in the face yet again.
way below inflation, still working for no pay (at times), half rate paxing, garbage staff travel, no bonus system.
AIPA has been talking about all of these issues…then nothing achieved.
it's a big NO from me…and everyone I’ve talked to.
PIA
We are moving in the right direction though.
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Ask any MEL FO how many hours they got rostered this month.. any increase to MGH is a win.
I'm not suggesting it's worth voting up on that alone, but lets also not trash can it completely.
I'm not suggesting it's worth voting up on that alone, but lets also not trash can it completely.
Having said that let’s not take too long till the next downturn.
Most FOs….maybe. But not most CPTs. Looooooong way to go before I’ll be participating in any PIA. And it would have to be pretty dire for me to go down that path.