HOLD THE LINE
Hong Kong
We are saddened to see the news that some of our fellow crew members were sent to a covid quarantine camp in Hong Kong, after one crew member tested positive upon arrival. It is very unfortunate that it did indeed come to this but this certainly was not an unforeseeable event. Thankfully, we are now ceasing overnights in Hong Kong and will shuttle over from Incheon.
Our thoughts are with our pilots and their families right now. We expect that all of the available resources from the international professional pilot community will be utilized to expedite their return to Canada.
Thank you for Participating in our first Survey!
Our first Pilots for Change survey is now closed. We are more than pleased to see that 572 of our colleagues took the time to have their voice heard and provide us with direction as our movement continues to grow. After all, we can not be a democratic grassroots union without engagement from our pilots! You are fundamental to our collective success.
Our P4C Survey Group will now begin to compile the results which will soon be shared with all of our newsletter subscribers. Not long after responses began to arrive it became apparent, largely through the opportunities for free-script feedback, that many of our colleagues had similar questions and concerns about P4C’s strategy, goals and our relationship with the Air Line Pilots Association (ALPA).
We’d like to address some of the most common concerns immediately.
What is the P4C Strategy?
In the simplest and shortest way possible:
Win elections.
Be able to Influence the direction of the MEC.
Have the Membership vote on Change.
It should come as no surprise that Pilots for Change is committed to, well, CHANGE. But what does that mean? Over the last few newsletters we’ve shared a number of slides that demonstrate the negative impact ACPA has had on our compensation, but it’s impossible to quantify the extent of damage done to our working conditions – which continues every day. We simply can’t continue to do what we’ve been doing and expect better results; for that is the very definition of insanity.
The Change we speak of is the democratic choice to join an experienced organization that will provide us with vast collective resources and knowledge from other pilot groups who face many of the same problems. We believe there is collective wisdom within our own pilot group but also within the larger pilot community. The problem is that on ACPA island we are isolated and heavily influenced by the whims of whoever happens to be in management at the moment. The Change we seek is grounded within our core elements. It’s striving for a fundamental culture shift amongst our pilots, and it all starts with embracing our core elements of community, professional pride, accountability, engagement, knowledge and culture.
Some would say that pilots are individually smart, but collectively stupid. Now is the time for us to Change and to become collectively smart. Now is the time for us to realize our full value as Professional Pilots.
Why does P4C promote ALPA so much?
First and foremost – We are Pilots for Change, not Pilots for ALPA. While there are many P4C supporters who wish for us to join ALPA, there are also those who don’t, and some on the fence. We are a diverse group that largely reflects the similar makeup of our pilot group.
Where we do find common ground is in our undying support for Change, while still supporting the need for democracy. Which means, as per ACPA’s existing constitution, ‘the ultimate direction and control of the Association shall be vested in the members’. Our vision is for an exhaustive investigation of our representation options, which will likely include heated debate and ultimately lead to a Membership vote on the matter. This process was already well underway and supported by the Membership not long ago as the “Unity Initiative,” and we would like to see that initiative resurrected. Ultimately, this decision must be made by the Members and not decided by 11 representatives sitting around a table.
We will continue our mantra of communication, transparency, trust – and finally, but most importantly, the will of the Members.
Why would Change benefit our pilot group?
Pilots for Change believes there are many foundational problems with the current structure of our Association. The governance committee lacks any ability to actually enforce our constitution. Abiding by and oversight of our constitution is actually up to the MEC. So one must ask why is the MEC allowed to be the judge and the jury of their own actions? That is a pretty clear example of a conflict of interest. Additionally, our committees work within a silo culture with little communication occurring between themselves and the MEC, and what communication does take place is overseen by our LRD. A non-pilot, non-member elected department having influence over the flow of information speaks to the staff driven nature of our Association. Lastly, when the MEC makes a decision that Members may not agree with or find questionable, the benchmark to recall or petition representatives is so high that it becomes highly improbable to do so. It’s not a healthy democratic union structure and can result in dysfunction and lack of trust in not just the pilot group but the MEC itself.
One of the benefits of being a part of a large union such as ALPA, is that a robust governance structure already exists with oversight and has been fine-tuned by many other pilot groups throughout ALPA’s 90 year history. However, within this all encompassing governance model exists the ability to tailor things to a specific pilot group as the Fedex MEC, with a mix of seniority block representation and status representation depending on the size of the base. Another clear advantage is the vast resources and tools a pilot group has available to them such as dedicated economic and financial analysts, an extensive legal department and comprehensive leadership and negotiation training programs which are invaluable during bargaining. Lastly, being a part of the larger pilot community in a meaningful way is incredibly important. Our profession exists outside of ACPA island. Accordingly, the wages and working conditions that we agree to at Canada’s flag carrier matter - they matter within this country, within North America and within the international aviation community. The threats to our profession will continue to come at a relentless pace. We must have a unified presence in Ottawa, with one voice to lobby on behalf of our profession.
After saying all of that, we must circle back to the fact that we want to embrace and follow many of the fundamental elements of our own ACPA constitution which are mirrored in ALPA’s. The difference being the ability to enforce those elements and hold our leaders accountable.
Membership rights in particular stands out once again; “The ultimate direction and control of the Association shall be vested in the members. The members’ approval shall be required for all major decisions herein delineated and shall be determined by secret ballot.”
As mentioned above, but it is worth repeating, the official Pilots for Change stance on an ACPA/ALPA merger is that this must be put forward to the Membership for a vote. You, the pilots, will decide if we merge with ALPA - because this is YOUR union and it is YOUR voice that matters.
We have elected good people before, but we keep getting the same results - why would P4C Candidates be any different?
We think we’re good people, but we must be open to the idea that candidates we endorse may become ineffective after being elected. But one fundamental difference between our group, and individuals in the past who have tried to change the Association on their own, is that we have committed to the process of engaging with our Membership in a meaningful way and will continue to do so. The P4C movement is not only composed of candidates running for election but also many hard working volunteers engaged behind the scenes. Pilots for Change is not going anywhere - and we are here to keep our elected representatives accountable.
We believe the answer for true and lasting change under any banner begins with becoming a transparent organization and opening the doors on our bargaining process. Our current closed door system does not work! Plain and simply, it is broken and keeps producing terrible results. As mentioned once before, we can’t keep doing the same thing over and over and expect different results. We need to free our elected officials and committee members from overreaching, blanket Non Disclosure Agreements (NDAs) that they are forced to sign under the cry of fiduciary responsibility to our business style Association board. What about our elected representatives responsibility to us, the Membership? We are the people this union exists for, who pay union dues and require a duty of fair representation under the labour code. There are of course strategic occasions for signing NDAs when it comes to information that has not yet been made public, and can have an effect on economics of the airline, but we must be wise about entering into these agreements.
This is just the beginning of revealing the feedback from our survey so please stay tuned to future newsletters for more in depth results.
The ‘Imminent’ Recall of our Furloughs
A recent ACPA communication to the Membership touched on the recall of our furloughs. Although there still is no clearly defined recall timeline for our furloughs, we can not wait to start welcoming them back!
Now is a perfect time to point out the black and white sections of our collective agreement that do speak to the recall process.
Article 9 – Furlough and Severance
9.03 Recall
9.03.01
A Pilot offered recall will be expected to respond within 14 days and to return to the service of the Company within 30 days, or such longer period as may be mutually agreed upon, after notice has been received by registered mail or courier service sent to the last address filed with the Company as detailed in A9.01.03.
9.03.02
A Pilot offered recall will have the option to bypass such offer, provided there are Pilots junior to him still on furlough. Such Pilot, electing to bypass an offer of recall will not be entitled to the provisions of A9.03.03 and will forfeit the right to recall until subsequent vacancies are available under the provisions of A20.
9.03.04
A Pilot who has been recalled may request a LOA in accordance with A8.
9.03.05
A Pilot who has been recalled will be credited with one sick day for every full calendar month left in the calendar year.
9.03.06
A Pilot returning from furlough will not have an adjusted service date later than a Pilot junior to him.
9.03.07
When recall occurs, the following will apply during training:
9.03.07.01
The Pilot’s pay will be 2h40 per day DN for his APOS.
9.03.07.02
The Pilots will be entitled to meal expenses as outlined in A18.02 and a hotel room if the Pilot is away from his home Base.
9.03.07.03
When recall occurs more than 180 days after being furloughed the Pilot will be entitled to meal expenses as outlined in A18.02 and a hotel room.
Article 20 – Pilot Position Assignment
20.13 Return from Inactive Status
20.13.07
A Furloughed Pilot will assume any vacancy his seniority entitles him to. He will return to the payroll on the first day he reports for training. For the purposes of course rights entitlement, Pilots recalled from Furlough will be treated the same as a New Hire Pilot.
Our Take
Pilots for Change would like to remind our current ACPA leadership that we have a collective agreement for a reason. These are not just empty words in a PDF file. These are words which were thoughtfully and laboriously negotiated in good faith and ratified by the Membership to ensure the collective rights of all Members are respected by the company - in good times and bad. Our relationship with the company is just that - a relationship. Relationships are two way streets where respect is not simply given but must be earned. The company must follow the Collective Agreement just as we must. Not long ago, management sent us a memo regarding RAPs and book offs saying to “respect the Collective Agreement.” Well now, we call on the company to do just that - respect our Collective Agreement.
Our Collective Agreement is quite clear. Pilots returning from furlough may bid any vacancy that their seniority entitles them to (20.13.07). Our interpretation is that this means all 300 vacancies listed on the most recent Pilot Position Bid, and not what the company decides to offer in smaller batches. This is not a new hire position bid, and our recalled pilots must have their seniority rights protected. If the first 100 pilots who are recalled, all bid positions that do not have training dates until months down the road, they should receive bypass pay the day a pilot junior to them starts training (9.03.06). If the company is unable to fill the first available training vacancies with the first group of recalls, then they can continue to recall until they can fill those vacancies. Our contract has, over the years, already provided a clear precedent for bypass pay of senior pilots when required due to junior pilots training first, and this situation is no different.
There is an understandable need for some flexibility in the recall process in order to assist bringing our pilots back to the line in an expedited manner and with the least amount of stress on the training department. This however does not mean taking rights AWAY from our pilots. The recall rights that exist in our Collective Agreement are historically used once every 15-20 years. A simple solution to the company’s training dilemma could be similar to what our own regional CPA carrier has done; bring back all furloughed pilots to the payroll, run one recall bid and then train pilots in an order that makes the most sense. Some of our furloughed pilots will be returning to the same equipment type they left, by bringing all pilots back to Active this will provide the company the ability to train those pilots first if needed, on a shorter course. “Unprecedented Times” calls for creative solutions to problems, and when giving up flexibility it must be for the ultimate benefit of our pilots.
When and if there are any discussions being sought by the company to make adjustments, (even temporary) to our Collective Agreement when in the middle of a 10 year agreement - that is exactly where our leverage lies! It is our union’s job to take advantage of this leverage and always make gains for our pilot group whenever we are able to do so. We have been sitting on the sidelines watching numerous leverage opportunities slip through our fingers throughout this past year. Pilots for Change wants that to stop. Here and Now.
Hold the line on our Collective Agreement. We implore the current MEC to ensure that the seniority rights of our furloughed colleagues are respected throughout this entire recall process. Let’s stop setting dangerous precedents by continuing to erode our contract language. It’s time for our Association to stand up for some of our most vulnerable members.
Thank You
As always, thank you for staying engaged in our profession and for subscribing to this newsletter! Please keep passing the word out about Pilots for Change to all of your fellow pilots.
This is your union and your voice should matter.