ALPA

 

Overview

 

We are pleased to have reached a consensual agreement with our ALPA-represented Pilots – this is another step toward Eagle emerging from restructuring as a profitable and successful company, with costs that are in line with the most competitive large regional airlines. 

 

As with many workgroups, one of the greatest drivers of our cost gap within the Pilot workgroup is the longevity of our employees.  We are proposing a number of changes to the pay and work rules that will address this cost disadvantage and improve efficiency.

 

Our Approach

  • No reduction in pay
  • Introduction of longevity-based pay for Captains, as opposed to equipment type
  • “Red Circle” longevity pay where a pilot at a higher equipment pay than his seniority can hold keeps his current pay, and it is frozen at that rate, until his seniority can hold that rate or higher
  • Introduction of Personal Time Off (PTO) banks, comprised of accrued vacation and regular sick
  • Pilots will maintain their current Vacation accrual in the PTO system, but any pilots with more than 5 years of Company Seniority will have a one-time 21 hour (one week) deduction from their PTO for the year 2013.
  • Pilots with more than 300 hours in their PTO bank will have any excess hours paid out at the end of the year
  • IAI adjustments will not be made for Captains or First Officers for 2013 or 2014
  • IAI calculation will be completed separately for Captains and First Officers, with no floor, ceiling or minimum
  • Per diem rates reduced by $0.15 and annual increase of $0.05 per year will be reinstated 1/1/2014
  • Deadhead pay reduced from 75% to 50% for years 1 through 4.  (Returns to 75% at DOS + 5years)
  • Reserve assignments assigned based upon a time-balancing system, respecting proffers when possible
  • Implementation of Home-based lines
  • Implementation of New York Co-Domicile
  • Introduction of a Preferential Bidding System (PBS) to improve scheduling flexibility
  • Limit voluntary training events for Captains to 30% of total Captain vacancies.
  • Eliminate 20% premium for vacation fly-back
  • Implementation of a Profit Sharing Plan
  • 8-Year Duration with one Amendment Round, plus job protections

Annual Cost Savings Target: $43.1 million

 

 

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