Insights: Around the Grounds 19 Sept '24

From the President

G’day everyone,

Last Friday AIPA held its Annual Dinner as a way of acknowledging and farewelling our members who have retired in the last twelve months, and also thanking the many volunteers who work so hard on your behalf throughout the year.

The theme of the evening was Past, Present, Future.

It is interesting when thinking of the past as to what has led us to this point in time. I said on Friday night that the start of Qantas as an airline took incredible grit, determination, tenacity and perseverance. It is these characteristics that I think still underpin the effort required to become a pilot, and then to be successful in an aviation career. Certainly, we have all needed to demonstrate those traits over the last few years as we collectively battled our way through the pandemic.

In terms of the present, we now have an almost completely new management team in place across the Qantas Group. It was pleasing that incoming Chairman John Mullen, CEO Vanessa Hudson, CEO International Cam Wallace and CEO Jetstar Steph Tully attended the dinner. It was good for them to be able to interact with our members directly in a more social setting and hear directly their thoughts on the myriad of issues that confront the Group.

There are a few issues that I will follow up on with the new Chairman and CEO Vanessa Hudson early next month. That they attended is a positive thing and I think indicative of a chairman and management team that is looking to do things differently. From many of these informal discussions with multiple people we can educate executive management about what drives the pilot mindset. About the deep love we have for the Spirit of Australia, and how we can work together on win/win outcomes for the benefit of both the airline and its pilots.

So, what of the future? Well, I did say that I’d love a crystal ball. I’d love to know how the SHEA vote will play out - and I’ll have more to say about that on Monday morning prior to the vote opening. Our LH EA team are busy settling into the negotiating phase of that process.

Whilst Enterprise Agreements are always a priority for the Association, they are not the only thing impacting our industry. Airbus continues to push on with their plans of reducing crew on the flight deck. We recently conducted polling on this issue, and we’ll look at ramping that campaign up again in October.

We continue to support our pilot’s welfare concern and normally have 70+ welfare cases ‘on the go’ at any one time. Our experienced and knowledgeable welfare team can support you through many challenges, so I’d encourage you to reach out to them if you need support. Whilst we are all unique, you are not that unique that you are the only person going through a medical issue, or a DAMP issue, or a mental health issue, or financial issues, or family and relationship issues. AIPA has lots of experience supporting our members through these tough times.

I’ve written before that optimism might be too strong a word for how the future looks and that hopeful was perhaps a better descriptor. After listening to some of the conversations of our pilots with our Executive Management and the Chairman, perhaps we might indeed be starting to move more towards the optimism side of things.

However, like all relationships this will take work. It is gratifying to hear many senior people at Qantas acknowledge that they need to ‘do better’. We need to be open to engaging in that process. I did see one comment recently that we need to put the ‘Joyce era behind us’ and this is a sentiment that I agree with, and I suspect it is a sentiment that is shared by many in Qantas also.

My thanks to those members who reached out to me after last week’s Insights. I’m comfortable that I and AIPA’s representatives always act with integrity in our dealings with others. It is terribly frustrating when people cast unfounded accusations. It was surprising then to read comments in the AFAP Explanatory Document regarding the Short Haul EA that doubled down on that sentiment. Whilst not as explicit as previous assertions that AIPA Committee of Management (CoM) and negotiators were ‘on the take’ (so to speak), implying that AIPA representatives do not act with integrity is a slur on the work that so many do on your behalf.

AIPA's team worked tirelessly to provide accurate advice in a timely fashion through our "original" Explanatory Document, Calculator and Podcasts. It was AIPA's expertise that was essential during the drafting process. Expertise that was actively sought by Qantas to ensure the end result was professional and reflective of the in-principle agreement.

This has ultimately led to you being able to reach an informed and rational position prior to this important vote. Regardless of your view on the deal, we know you appreciate AIPA's professionalism and integrity during the process.

Safe flying,

Captain Tony Lucas
AIPA President

Short Haul Insights

It’s hard to believe that we are fast approaching the end of another year. But when the Christmas pre-bids are discussed between AIPA and the Company, you know we can’t be far away. Next week the bidding window for the Christmas pre-bids will be open from Tuesday 25 until Saturday 28 September. The trips available for pre-bidding will be the same as in previous years. Essentially if a trip will have you away for the vast majority of Christmas day it will be available for pre-bidding.

For those new to the Company essentially this provides for pilots who are lower on the PSN and therefore likely to be working, to bid for a trip ahead of the normal bidding window that may suit their individual circumstances. It has always proven to be a popular option for pilots over the holiday period.

Now to address the other pressing issue facing Short Haul pilots. As much as some of you have taken delight in seeing me still sporting my Carlton lanyard, it is not their sudden and unceremonious demise that is the topic of conversation in coffee shops, hotel lobbies, aerobridges and everywhere in between. So, I thought it is time for me to give my thoughts on the proposed SHEA.

Firstly, for some context. The contract we currently work under first came into existence because of a failure to reach a negotiated outcome by those involved in 1989. Ever since 1992 when AIPA inherited the contract and the operation, we have been striving to improve and indeed fix it. The growth of the document from less than a dozen pages to well over one hundred pages is testament to that fact.

The SH operation is vastly different to the LH operation and so are the two agreements. For the longest of times the nature of Short Haul was that the pilots wore the risks, owed the Company very little and were free to pick up or drop flying as they choose, within certain parameters. This did indeed work for both parties. In essence pilots chased the flying and the rewards. But times change, circumstances change, the operation has changed and so have the expectations.

Those of you that have only been here a short time you may not know that for years, decades in fact AIPA sought to “fix” sick or personal leave in Short Haul, and in 2019 we did so. In fact, we were so effective in that monumental change that sick leave is not even discussed on the line anymore. For those that have been here a while think about that and think back to the years we spent lamenting how bad it was. This proposed EA will provide that same opportunity to fix the other issues we have now.

AIPA has sought to maintain the SH lifestyle, whilst addressing the need to greatly reduce the “risk” facing pilots in terms of the modern-day operation. The proposed EA will provide three key protections.

Firstly, an increase to MGH. This has long been sought and it will provide more certainty and a much higher “floor” that you cannot drop below.

The Pattern Credit Guarantee (PCG) system will to the greatest extent possible protect your flying. Yes, it does not cover everything, but it will cover most disruptions which are caused by aircraft unservicabilities and weather events – neither of which are likely to reduce going forward or can be controlled by the Company. These types of events tend to happen on the day or the night prior, well within the rolling two calendar day protection window.

And finally, the Duty Pattern Credit (DPC60) system. This will now penalise inefficient patterns and indeed even reward you for extensions. In isolation these protections are extremely valuable, working together as a package they provide a comprehensive change to the way you go to work. For example, how many times can you remember being asked to extend your duty to get the passengers home whilst at the same time knowing not only are you earning nothing extra for it, but it will also most likely cost you money as you will lose the next day’s flying.

DPC in conjunction with the PCG system will ensure those days are gone. You will earn no less than 60% of the duty time, and if you happen to lose your flying the next day due to infringing duty limits, you will be paid for it. I cannot state just how much this package will fundamentally change the way we go to work as Short Haul pilots.

And that is how we have always asked you to view this deal – as a package. There is the 2.5% bump, the 4-hour passive credit for reserve, and yes there is the wages policy. But look at this deal as a package, the protections that have long been sought and finally achieved would not be possible without the total package including the wage policy.

These protections whilst important on an individual fleet level, will age very well as we move to operate two Short Haul fleets side by side for at least the next decade if not longer. This is something most pilots have not seen. The closest scenario is when the B737 operated alongside the B767 in its domestic heyday. Going forward the B737 and A321 will be interchangeable, and no doubt swapped often – the protections mentioned above will more than pay for themselves as we move through the lengthy changeover.

We have received many enquiries about the implementation schedule, or more specifically the length of it. Yes, it will take some time, but we are finally being given a chance to fundamentally change the pay structure in Short Haul. Given the historical issue of dealing with missed pay or wrong pay, these changes need to be built into the pay system, so they are automated and correct from day one.

This will take time but rest assured when it starts it will be automated so you can have confidence that it will be correct. Furthermore, the offsets are built into the implementation schedule, so for example until the PCG system is up and running, the RDC protection will remain.

The Company understands the lack of trust issue provides uncertainty on any implementation schedule. They are highly aware of their need to deliver on their promises if trust between the pilots and the Company has any hope of being restored.

I have always said that EAs are evolutionary not revolutionary. And that as long-term employees we play the long game to improve our terms and conditions incrementally. However, this proposed EA presents a revolution for Short Haul pilots. Our days off are still protected, there is minimal change to contactability and you maintain the ability to pick up and drop flying. But for the first time ever Short Haul pilots can finally get off the hamster wheel so to speak!

At the end of the day, you the pilots will get to decide. I hear lots of “we should have this…”, or “we will get this….”, but that is all hypothetical. The proposed EA is agreed to and is available should a majority of pilots support it. I mentioned it previously but voting on EAs should not be an emotional decision but a rational one. If you do not like the deal sure vote no. But do not vote no because you don’t like the previous management, or you want to send a message to the Company.

This is not the place for that. I doubt this EA will change the way you feel about the Company. That journey is much longer than any EA and requires years of consistent behavioural change from the Company. That remains a work in progress.

But this deal represents an opportunity to institute meaningful change to the way you go to work. A positive difference to your day-to-day life with tangible benefits to you and your family. What value do we place on that?

Please remember to read the actual EA document, and the explanatory document on the AIPA website. As always if you have any questions, please contact the SH EA team or any of us here at AIPA.

Finally, spring is here. It’s a great time of year, well that’s what all the Swans supporters tell me. But this time of year also brings unsettled weather, that combined with all the usual threats and EA talk means, now more than ever, we really do need to look after ourselves and each other. Safe flying.

Jason Lipson
Short Haul Representative
0417 051939
Jason.Lipson@aipa.org.au

Legal/IR Update

NJS Update - EOI for Captains at Canberra Base

This week, AIPA’s representatives issued a notice to NJS management in relation to the EOI released to NJS Captains on 13 September 2024, regarding the opportunity to transfer to the Canberra base.

Unfortunately, all First Officers were excluded from the opportunity to progress to a Captain rank in the Canberra base in the EOI. Therefore, we believe the EOI constitutes a “workplace change” that requires consultation with Unions, regarding the diminution of job opportunities for First Officers.

In accordance with clause 5.2 of the National Jet Systems Pty Ltd Pilot Enterprise Agreement 2022:

“If the Company is genuinely considering workplace changes that are likely to have significant effects as defined in clause 5.2.6, the Company must consult with any Pilot or Pilots affected by the proposed change and/or the Unions or a nominated representative of the Pilot or Pilots”

As defined under clause 5.2.6.3, a change is likely to have a significant effect on Pilots if it results in:

“the elimination or diminution of job opportunities (including opportunities for promotion or tenure)”

AIPA have requested NJS management to suspend the progression of the EOI until the Company have undertaken proper consultation, particularly with regard to the diminution of job opportunities for First Officers.

We will provide further updates as this dispute progresses.

AIPA Committee of Management Long Haul Workgroup Election 2024

This is a kind reminder to AIPA members who are eligible to vote in the Long Haul Workgroup that the AEC are conducting the election via postal ballot.

Please ensure you place your votes prior to the close date, 8 October 2024 at 12:00pm.
If you are eligible to vote for the Long Hall Work Group and you have not received your voter packs by 20 September 2024, please contact the AEC directly on (02) 9375 6366.

Candidate Statements – Long Haul Workgroup

AIPA have published all candidate statements and photos received by nominees for the ‘Long Haul Workgroup’ on the AIPA website.

Please feel free to access the statements using the link HERE when placing your vote.

AIPA Legal/IR Team

A Word from Welfare

02 8307 7766 | welfare@aipa.org.au

Last week was R U OK day, have you thought about it? Have you tried listening to your friend and colleagues when they answer that question?

Ask R U OK? Start with an open question like: 'How have things been going lately?'
Listen with an open mind. Remember, you don’t have to fix anything or jump in with solutions. Being there and listening with an open mind might be all they need.
Encourage action. Often, people have done something in the past that has helped them through and you can remind them about that. If the conversation becomes too big for you to handle you could suggest professional support and perhaps stay with them while they call to make an appointment with their doctor or connect with one of the support services listed HERE.
Check in: Following up shows the person you truly care. They might not have taken any action since you talked, and that’s OK - checking in reminds them you care and will be there if they need you.

It’s an obvious process when you look at it, but it is hard to put into practice in our busy schedules.

Look and listen out for each other, it might be the difference between a safe flight, an unsafe flight or helping a friend.

“Today it’s ok to say that I’m not feeling ok at the moment. Life seems to be work with no rest and no play; but I know others feel the same and it won’t always be this way.”

Take Care Out There

AIPA WELFARE
Members are reminded of the continued availability of support services such as AIPA Welfare, PAN and EAP.

AIPA 2024 Annual Dinner

We would like to extend our heartfelt thanks to each of you for attending the AIPA 2024 Annual Dinner. It was a pleasure catching up with everyone throughout the evening and we hope you had a fantastic time.

We look forward to seeing you again at future events.

AIPA Events

AIPA's Stick With It Podcast - Now on Spotify, shortly on Apple

We have now moved the majority of our podcast episodes to the Spotify platform. This allows you a much easier access to the conversations and allows you to download the episodes so you can listen to them whilst in the bunk on your rest break, walking around Hyde Park or on your drive to work.

The next phase will be also uploading the chats onto the Apple platform. We expect that to be completed within the next few weeks.

AIPA CME Team

Quick Links

To help you access AIPA information – refer quick links below:

CoM Contact List | Security Screening Survey | How to Guide – Submitting an Intelex Fatigue Report | How to Guide – Submitting an Intelex Accommodation Report | AIPA Accident Information Directory | AIPA Quick Reference Guide | AIPA Accident Information for Pilots | DAMP Testing Guide

Insights: Around the Grounds 19 Sept '24

From the President

Short Haul Insights

Legal/IR Update

A Word from Welfare

AIPA 2024 Annual Dinner

AIPA's Stick With It Podcast - Now on Spotify, shortly on Apple

Quick Links

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