A PDF Version of this Update is available here.
Happy Friday Everyone,
We continue to be encouraged seeing the steady increase in new members joining the AFAP each week. We have received a lot of positive and constructive feedback about our Briefings, and we’ve noticed that a lot of the feedback is from non-AFAP members.
One of the Qantas Pilot Council’s (QPC) goals is to provide transparency for the greater pilot body. We realise that our Briefings are often read by non-AFAP members, which is great, as the more readers and the broader our audience, the more informed the entire Mainline pilot body will be.
Whether you’re happy where you are, looking for a change, or simply want a different perspective via our communications; should you wish to have the QPC’s briefing’s delivered to your email, we welcome non AFAP members to send an email to membership@afap.org.au with the subject line “Please add me to the QPC mailing list” and provide your full name.
Accident and Incident Support:
One of the primary reasons pilots want union membership is for legal representation should something go wrong when at work. The AFAP provides this very important service to its members in the event of accidents or incidents, both locally and internationally.
The AFAP offers a 24/7 emergency hotline (call 0459 747 757) and assistance from experienced pilots within its Safety and Technical department, who have instantaneous access to affiliate International Federation of Airline Pilots’ Associations (IFALPA) organisations worldwide. These international Associations and organisations provide representation in consultation with the AFAP at post-incident inquiries and have access to on-the-ground support wherever they are.
The assistance offered covers legal representation, safety and technical support, welfare, and logistical aid. The AFAP has a checklist for members and provides training in Accident and Incident response, as well as Safety Interview Support Training for pilot representatives.
Additionally, the AFAP reciprocates support with international unions, providing assistance to members abroad and receiving support in return. The organisation collaborates with IFALPA affiliates and engages in finding legal representation for pilots facing issues across borders.
SH Bargaining Update:
As we have mentioned previously, we only want to provide updates when there is something important to report back about. Currently SH Negotiations have somewhat stalled, so there is little to report on.
We have a significant number of SH members, and many of those have been tirelessly assisting behind the scenes with member related enquiries and suggestions. We appreciate their dedication and experience.
As a reminder, should any of our SH members have any pressing concerns, queries or suggestions, we encourage you to reach out to the QPC, and our SH team will continue to assist.
LH Update - Industrial Context Part 2/2
In last week’s brief we began a 2 part briefing on wins and losses in the most recent enterprise agreements. These briefings are an educational tool for new joiners and those who want a summary of some of the more significant changes we have seen in recent negotiations. Last week we covered EA9 and its most significant change items. This week we will cover EA10, and summarise.
Reduction in night credits for A350
As covered in last week’s briefing, night credits enable pilots to reach divisor quicker for less days at work when flying back of the clock. These credits have the effect of more time away from work for a given (static) take home pay, something our own polling suggests is a priority for pilots.
The A350 will potentially operate the most extreme tours of duty humans have seen in regular public transport, crossing the maximum number of time zones in one sector, with very limited data or both short-term fatigue and long-term health effects.
EA10 introduced much lower value night credits for the A350 ultra long haul (ULH) flying. Unfortunately, unlike the trade off on the 787 which contained a higher hourly rate and a lower (145) planning divisor, the A350 did not gain a similar hourly rate increase.
This is an objective loss for the pilots. While the A350 SFF hourly rate is the “same” as the B747 rate, the lack of the same night credits means a pilot (compared to, for example, an A330 pilot) will need to go to work ~15% more to reach the 160 divisor when flying ULH. This is a direct consequence of the 160hr divisor being maintained for the A350 SFF, unlike when the 787 was brought in at a lower planning (145hr) divisor.
All in all, the A350 pilot (Capt/FO) will be paid approximately 9.5% higher than a 787 colleague, but with 15% more workload (i.e., 15% less time off), when comparing like for like ULH.
Overtime reduction for A350
Overtime was significantly eroded on the A350 versus the existing, pre-EA9 fleets. When compared to the smaller A330, the A350 has a marginal hourly rate increase for a dramatic overtime decrease. In light of the fact it is earmarked for ULH flying, this equates to a significant drop in pay for pilots compared to the A350 doing the same flying under the A330 conditions or previous 747 conditions. Essentially, it is important to remember just because the A350 was “marketed” as “747 rates”; the reality is very different.
S/O fleet pay
The degradation of incoming S/O's hourly rates continued into EA10. As many new S/O members would now be aware, the S/O pay provisions brought in via EA10 were a significant loss.
New S/O’s on the A380, for example, are paid significantly less than those who joined before EA10, for identical flying. This loss was an extension and expansion of EA9's S/O pay degradation, which was limited to the 787 initially, however it is now applicable to all fleets for new hires.
These new members just starting their careers are often friends, colleagues, and even family members of current pilots. It is understandable then, that many refer to this as an S/O “C” Scale. Here, we have the situation where there can be multiple pay scales across a single flight deck. Naturally, this is detrimental to pilot industrial unity.
Training freeze increased to 4 years
The training freeze period increase from 2 years to 4 years was a loss for pilots, bringing about significant long-term limitations in movement and career opportunities.
A350/A330 Single Fleet Flying (SFF)
There has been some confusion around the A350/330 SFF and the ability to opt in or out. The AFAP is seeking clarification from Qantas around these specifics and will report back when a definitive answer has been delivered.
Superior allowance system
Notably, the allowance system was upgraded to a widely used system that rewards pilots more effectively. This system provides pilots with better outcomes when they go to work. Contrastingly, it is less beneficial for pilots on leave, or whose rosters are disrupted by Crewing. Of note too is that the new allowance system was implemented as a trade off for eliminating STACR. Overall though, it is a net benefit for pilots via the use of the tax-free allowances as promulgated by the ATO.
Fleet Numbers
Previous EA’s have often been coloured by lofty promises of fleet growth. It is important to have a reality check in regards to these promises. Often the ‘efficiencies’ purportedly required to achieve business-case targets for growth were met by the pilots, but the inferred growth never materialised. Using publicly available company documents, we have collated a list of mainline fleet numbers in 2015, when EA9 was voted up, and 2023. Below the table shows these numbers in a sobering reminder that promises are cheap and non-binding.
Of note, the table shows a net decrease of 18 hulls in Qantas mainline over this period, with a group increase of 37. This highlights the obvious - the Company will grow its subsidiaries regardless of what is given away, and that growth promises, for which the pilots have paid dearly, have not materialised.
As mentioned above, this list should simply serve to highlight to new members what has already been given in recent years. This is important in formulating your position on what is fair, what is worth prioritising in the next EA negotiations, and what is reasonable to expect. A lot has changed since 2015, and the QPC is determined to ensure a more harmonious, employee-friendly and lifestyle-friendly EA going forward.
In an upcoming briefing we will cover some significant short haul EA items in preparation for an eventual pilot vote.
For any general inquiries regarding this update or other matters at Qantas please contact the AFAP legal and industrial team of Senior Legal/ Industrial Officer Pat Larkins (patrick@afap.org.au), Senior Industrial Officer Chris Aikens (chris@afap.org.au), or Executive Director Simon Lutton (simon@afap.org.au).
Regards,
AFAP Qantas Pilot Council
Michael Egan - Chair
Mark Gilmour - Vice- Chair
Daniel Kobeleff - Secretary
Michael Armessen - Committee Member