NO. 1 | 2019
AIR PILOT
The Journal of the Australian Federation of Air Pilots
AIR PILOT CONTENTS// FEATURES 10 IFALPA The Journal of the Australian Federation of Air Pilots NO. 1 | 2019
20 AVALON AIRSHOW
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32 MEMBER PROFILE 36 SCHOLARSHIPS
EDITORIAL STAFF Editor: Anna Cousins Assistant Editor: Abbey Minogue Contributors: Chris Aikens, Stuart Beveridge, Deanna Cain, Marcus Diamond, Paul Ferguson, Lachlan Gray, Joanne Janes, Simon Lutton, Patrick Larkins, James Mattner, Simon Miller, Andrew Molnar, Matthew O’Keeffe, Louise Pole, Julian Smibert, David Stephens and Joseph Wheeler.
REGULARS 12 TECHNICALLY SPEAKING 16 THE WOMEN’S NETWORK 23 WELFARE 35 NEW WINGS 39 MBF CASE STUDY
Designed by: Anna Cousins & Abbey Minogue
AUSTRALIAN FEDERATION OF AIR PILOTS 4/132-136 ALBERT RD SOUTH MELBOURNE VIC 3205 T +61 3 9928 5737 F +61 3 9699 8199 ADMIN@AFAP.ORG.AU WWW.AFAP.ORG.AU
21 COUNCIL REPORTS 5
TIGERAIR
SEND TO AIR PILOT
8 VIRGIN
Suggestions, articles and photos for Air PIlot are welcome.
14 REX
To discuss editorial contributions, or to make an advertising enquiry, please contact anna@afap.org.au
15 JETSTAR 18 NATIONAL 26 HELICOPTERS 28 COBHAM 30 EASTERN & SUNSTATE
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The views expressed in this magazine in any article, letter or advertisement are not necessarily those of the Australian Federation of Air Pilots. AIR PILOT reserves the right to reject any advertisement it deems not to be in good taste or adverse to air pilots, the AFAP, its interests or policies. The attention of advertisers is drawn to the section of the Trade Practices Act 1974 and the provisions in the Act which apply to advertising. It is not possible for the Federation or Publisher to ensure that advertisements that are published in this magazine comply in all respects with the Act and the responsibility must therefore be on the person, company or advertising agency submitting the advertisement for publication. All original material produced in this magazine remains the property of the Publisher and cannot be reproduced without authority. No responsibility is accepted for incorrect information contained in advertisements or editorials.
AFAP PRINCIPAL OFFICERS// President, Capt Louise Pole (QantasLink)
VP Admin & Finance, Capt Ben Bollen (Jetstar)
Senior Trustee, Capt George Brown (QantasLink)
VP Membership, Capt George Kailis (Virgin Australia)
Trustee, Capt Rob Nicholson (National Council)
Welfare Director, FO Matthew O’Keeffe (Virgin Australia)
Safety & Technical Director, FO Stuart Beveridge (Virgin Australia)
Trustee, Capt Bryan Murray (Virgin Australia)
AFAP STAFF// Executive Director, Simon Lutton
Operations Manager, Joanne Janes
Senior Industrial Officer, Chris Aikens
Senior Industrial/Legal Officer, Deanna Cain
Industrial Officer, Paul Ferguson
Senior Industrial/Legal Officer, Patrick Larkins
Senior Industrial Officer, James Mattner
Industrial Advisor, Simon Miller
Senior Industrial Officer, David Stephens
Legal Counsel, Andrew Molnar
Aviation Legal Counsel, Joseph Wheeler
Marketing & Comms Manager, Anna Cousins
Marketing & Comms Coordinator, Abbey Minogue
Safety & Technical Manager Capt Marcus Diamond
Safety & Technical Officer, Capt Julian Smibert
Safety & Technical Officer Capt. Lachlan Gray
Office Manager, Ray Aspinall
Membership Officer, Sophie Isaacs
Finance Officer, Lennie Kovac
NO. 1 | 2019 3
the
PRESIDENT’S VIEW//
Captain Louise Pole Dear Members,
Welcome to the 2019 mid-year edition of Air Pilot. Already this year has been an extremely busy one and it is showing no signs of slowing down. As AFAP President I have had the pleasure of being involved in some very worthwhile meetings and events this year. This includes the IFALPA Conference held in Berlin. Sharing information with our fellow pilot associations from around the world is invaluable. IFALPA also provides a network of support should any member have an incident or find themselves in need overseas. In a similar vein I recently attended the NZALPA Conference in Auckland. We have always enjoyed a very strong relationship with our counterparts in New Zealand. Over the years we have learnt a lot from each other and I believe it has made us both stronger. One area in particular which we have taken a lead from NZALPA is in Welfare. This year I attended our peer pilot welfare representatives training in Brisbane. It was great to see the buy-in from medical specialists, company representatives and our growing pool of council pilot peer supports. This year I have continued to host the Women's Network meetings and I am pleased to see our female membership and participation is still increasing, alongside my continued support of our ‘New Wings’ and ‘Leading Edge’ initiatives for pilots and members at the start of their career. The AFAP has a diverse and growing membership. As a member-focused organisation it is important that we provide quality services to all members. Every member will have slightly different needs and priorities. The challenge for our Executive, our Finance Committee and me as President is in finding the right balance and in ensuring that everything we do is appropriate and a good use of membership funds. Obviously one of our core services is the industrial representation of members. On this front I congratulate the Tigerair Pilots and AFAP staff involved in successfully negotiating a new enterprise agreement. It certainly was not an easy task, involving protracted negotiations and protected industrial action, but the result contains some significant improvements and justifies the perseverance of the group. We currently have many enterprise agreements under negotiation. For example, we have almost all of our Qantas Group pilot agreements under negotiation. I know first-hand how difficult negotiations can be. Balancing the expectations of the pilot group with the aims of the Company can often seem like an impossible task. As we all know, if not carefully managed, things can quickly escalate and “go off the rails”. With this in mind, earlier this year AFAP Executive Director, Simon Lutton, and I met with Alan Joyce (Qantas Group CEO), Gareth Evans (Jetstar Group CEO) and John Gissing (Qantas Associated Airlines CEO). Our message was clear. We are not out to damage companies. Quite the opposite. Our aim is sustainable companies that appropriately recognize and reward our members. We do not shy away from wanting the best possible result for our pilot members however we want to reach agreement and ensure that the channels of communication are always open. The AFAP came into existence in 1938. We have been around longer than Qantas. We have had some ups and downs over this period but, as a united pilot association, together we can overcome all difficulties and grow and prosper. I have been proud of how the AFAP has been able to do this so well over recent years. I hope this edition of Air Pilot will give you a brief overview of this development and, most importantly, what we are doing for you – our members.
Captain Louise Pole AFAP President
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Air Pilot
TIGERAIR Pilot Federation FWC approves Tigerair Australia Pilots EA 2019 The Tigerair Australia Pilots Enterprise Agreement 2019 was recently approved by the Fair Work Commission and commenced operation from 4 June 2019. Negotiating on behalf of Tigerair pilot members for more than two years, the AFAP reached an in-principle agreement with the company in March 2019. Tigerair pilots then voted (participation rate 94%) with 78% of those who voted approving the deal.
The AFAP is pleased to have achieved its goal of ensuring Tigerair pilots are remunerated to properly reflect the market value of their labour when compared with their counterparts at other airlines. Representing 150 of the 190 Tigerair pilots, the AFAP team was made up by pilot representatives Captains James Howard, Warren Hutchinson, Mike MacNamara and Matt Sheppard working with AFAP industrial staff Patrick Larkins, James Lauchland and Simon Miller.
Negotiations had stalled in late-2018 and protected industrial action was taken, including work bans and a four-hour stoppage of work over the busy DecemberJanuary holiday period. Further negotiations early this year brought about a resolution satisfactory to both parties that will result in an initial 16% pay increase for Tigerair pilots achieved in part through rolling five hours of overtime into the base rate and rolling in the retention payment. Three further annual 2.5% increases start from December 2019. Negotiations over the new enterprise agreement had been running for more than two years, with pilots not receiving any increase in pay during that period. Consequently, pilots were also back-paid for the period to December 2017. The AFAP also negotiated an increase in pilots flight hour rate (overtime rate) by 36% over the three-year life of the enterprise agreement.
A strategic media campaign accompanied the AFAP's industrial negotiations as they developed over the busy December-January holiday period. Media mentions reached a peak once Tigerair pilots stopped work over the Australia Day long weekend.
Additionally the agreement provides for certain lifestyle improvements for pilots by retaining access to fixed rosters (five days on / three days off) and introducing protections around duty changes that allow pilots to better plan their lives. The improvements were offset by the AFAP agreeing to allow the company greater efficiency in rostering pilots when under training. “The Australian Federation of Air Pilots is pleased with the outcome for its Tigerair pilot members and is confident that a fair deal has been reached for both Tigerair pilots and the company,� said AFAP Senior Industrial/Legal Officer Patrick Larkins. This resolution frees up management to focus on getting Tigerair’s fleet transition to the B737 from the A320 organised properly and to recruit pilots using the competitive salaries and conditions now on offer.
Tigerair Representatives at the Fair Work Commision. From left - Capt James Howard, Capt Mike MacNamara, Capt Warren Hutchinson, Senior Industrial/Legal Officers James Lauchland and Patrick Larkins.
NO. 1 | 2019 5
Tigerair EA – Reaching a Resolution Following the “no” vote by Tigerair pilots to the first Company offer in September 2018, the AFAP surveyed and presented a number of claims to Tigerair’s negotiating team to address the pilots’ concerns. Despite repeated attempts by the AFAP to get negotiations moving the Company refused to engage in the process and referred the matter to a conciliation before Deputy President Colman of the Fair Work Commission (FWC) under s.240 of the Fair Work Act. This enabled DP Colman to provide assistance to the parties to help reach an agreement but he could not make a binding order on the parties without agreement from both sides to allow for arbitration. The Company refused to meet with the AFAP outside of the FWC conciliation and had not presented any offers in the lead up to Christmas. After the FWC indicated it was only able to meet with the parties once before a delay of several weeks, the AFAP had no choice but to notify of our intent to take protected industrial action (PIA) in the form of several work bans. These were a ban on pilots accepting an aircraft for a flight that has a deferred defect as described in the Minimum Equipment List (MEL); a ban on attending for a duty off standby earlier than the minimum 90 minutes; and a ban on accepting track shortening or exceeding turbulence penetration speed. A few days before Christmas, the Company challenged the legality of the AFAP’s notice of PIA and was successful in having the bans cancelled on a technicality. The AFAP had selected these work bans as the least disruptive form of action during the busy holiday period. As a result of the low level bans being cancelled, the AFAP was forced to escalate the type of action and notified of a ban on the performance of any work on a rostered day off from 4-9 January 2019. This action received unified support from AFAP Tigerair members and was an effective first step in having the Company start negotiating again. Throughout this period the AFAP continued negotiating in good faith while seeking a resolution to avoid continued PIA. Leading up to the second conciliation we notified of an extension of our ban on working on days off, during the period 11-17 January and again from 18-31 January. We allowed for a break from the ban on 10 January (the day of the second conciliation conference). The intent of this was to increase pressure on the Company to present a reasonable offer and resolve the impasse during the conciliation conference. While progress was made it was not enough to address our key concerns and be able to recommend a document to our members. We notified of further PIA on top of the ban on working on days off, being a ban on the performance of any duties not on a pilot’s originally published roster. Again, the intent of this ban was to cause added disruption to the Company but not a fullscale grounding of flights.
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The Company wrote opposing this further ban and filed to challenge in the FWC on the same date as a proposed negotiation meeting. The AFAP elected to withdraw this ban (despite legal advice that it was compliant) given it would have caused a bargaining meeting to have been cancelled. The Company continued to hold the line and the AFAP was forced to escalate PIA. We notified of a work stoppage 0500 to 0900 on Friday 25 January. Despite VIPA and their members (approx. 20-30 pilots) electing not to engage in the stoppage, it went ahead fully supported by AFAP members (causing a number of flights to be delayed but not cancelled). To increase pressure on the Pilot Group prior to the stoppage the Company, without consultation with the AFAP and contrary to its agreement not to publish information while bargaining was ongoing, published a proposal to move all Pilots onto a single fixed roster type, with set days off proposed by the Company to suit its operation. At that time Tigeair pilots were either on a fixed roster of 5 days on, 3 days off or a “flexi roster” which did not have fixed days off but a guaranteed number of weekends off. The Company began “meeting” with Pilots, in some cases individually, in what was a blatant attempt to circumvent the AFAP and seek to garner support for its fixed roster proposal. The Company attempts to split the members from the AFAP failed with unanimous support for the stoppage from those Pilots rostered on that day. Following this stoppage, and the signal from our members that we were willing to continue to escalate PIA, the AFAP notified of a series of further 4-hour work stoppages on 8 February (0500-0900 and 0901-1300) and 11 February (0500-0900).This time VIPA agreed to support these stoppages and notified of the same times. The AFAP’s notification allowed a full week for bargaining without any ongoing PIA. Following notification, the AFAP wrote to management outlining the key issues to be addressed to achieve a deal. After a successful couple of days of discussions, and the resolution of a few remaining issues, we withdrew all notified action and finalised the drafting of the deal. We credit the unified approach of AFAP Tigerair pilot members in supporting their elected representatives as the basis for which we ultimately got an agreement we could endorse. The use of Protected Inustrial Action (PIA) was only escalated in stages after we had exhausted direct negotiations with Tigerair. While it is tempting to see this result as suggesting that whenever pilots take PIA a better deal is struck, this is not a conclusion that the AFAP supports. PIA is an available tool but should only be deployed in a carefully considered manner and when all other options for negotiations have been exhausted.
Air Pilot
Summary of the New Tigerair EA Improvements • The remuneration package includes new base salary incorporating: • 5 guaranteed hours of flight pay per month due to move from 55 to 60 hour overtime threshold and • 2 x 2.5% increases accounting for the 2017 and 2018 increases: Wages Table
Previous Salary
Effective from first full pay period after commencement date
Captain
$184,148
$215,000
$220,375
$225,884
$231,531
FO Lev 1 (0-2yrs)
$101,281
$118,250
$121,206
$124,236
$127,342
FO Lev 2 (2-5yrs)
$117,854
$137,600
$141,040
$144,566
$148,180
FO Lev 3 (5 yrs +)
$123,379
$144,050
$147,651
$151,343
$155,126
• Annual increases to base pay and allowances of 2.5%, dating back to 1 December 2017 and continuing to December 2021. • Backpay/sign-on bonus to include 2 x 2.5% increases. • Retention bonus rolled into base pay, making it payable at all times regardless of whether a pilot leaves before anniversary date. Pilots back paid retention up to commencement of new salary. • Pilots not currently receiving retention bonus will have this added into their base pay. • A 36% increase in the flight pay rate (now for flying over 60 hours a month) over the life of the agreement from $170 per hour (for CPTs) and $85 (for FOs) on commencement to $205 and $102.50.
Year 1 (effective from 1 December 2019)
Year 2 (effective from 1 December 2020)
Year 3 (effective from 1 December 2021)
•Access to FWC for disputes over the Rostering and Crewing Manual. • Greatly improved paid parental leave entitlements – 10 weeks for primary care giver, 2 weeks for non-primary. • A cap on the number of standbys per roster, based on the number of flight hours rostered. Maximum allowable amount is 8. • Reduction in the length of standby periods from 12 hours to 8 (starting from 2020). • Increase in the callout period off standby from 90 minutes to 2 hours.
Other Conditions
• Paxing allowance of $40 per hour for captains and $20 per hour for FOs. Paid regardless of whether a pilot is in overtime. • 20% increase in check and training pay. • Domestic meal and incidental allowances paid at the ATO rates for layovers. Payable each time a pilot touches a meal window, for the entire period from signon to sign-off at home base. • Increase to loss of licence to award rate to $2005 from 1 July (up from $1708.20) and increasing each July in line with the Award. • Uniform credit of $600 per annum, cumulative if not used.
Clear rules governing fleet transition, including protection of A320 pilots’ base and rank on the new fleet. • Duty travel on first available Virgin Group aircraft. • An improved TPCC clause that expressly includes unions and therefore removes any ability to manipulate the process. • Inclusion of an appendix to cover international flying, if introduced. • A requirement that Tigerair reimburse pilots for valid monetary claims within 21 days. • Robust procedures around disciplinary and safety investigations. • Much stronger clause around pilot indemnity. • Removal of 12 month base freeze for voluntary base transfers.
Lifestyle Improvements
Rostering Changes
• Enforceable roster balancing (within +-7.5 hours of targeted flight hours each resource group. • Annual leave credits of 2.7 hours per day of leave, which count towards the overtime trigger and will be paid at the hourly rate if over the trigger. • No changes to rosters after roster publish, other than displacement in defined circumstances (currently very few limitations on this). • Where a pilot is displaced from a rostered duty, the new duty must fall within a buffer of 2 hours either side of original duty (currently very few limitations on this), unless agreed otherwise, the option is yours. • Introduction of priority days off: 4 per year on embedded fixed, 2 per year on standard fixed.
The Company did achieve some changes to improve rostering efficiency: • Movement of all pilots to a fixed roster either: • Standard (5 days on/ 3 days off); or • Embedded (5 days on and three 3 days off embedded with a pattern of 5 day on and 2 days off and 5 days on and 4 days off as a fixed pattern repeating every 16 weeks.) • Reduction in days off following periods of nonrecurrent training, with the number of days off determined by the amount of time spent away. • 12 month training salary for direct entry First Officers employed after commencement of agreement.
Monetary Conditions
NO. 1 | 2019 7
IFALPA NEWS In April, the 74th Conference of the International Federation of Air Line Pilots’ Associations (IFALPA) was hosted by the German pilots’ union, Vereinigung Cockpit in the city of Berlin.
The AFAP is a founding member of IFALPA – the body known as ‘the global voice of pilots’ which provides technical input from a pilot’s perspective into ICAO and other regulatory bodies. The structure of IFALPA allows for only one vote carrying member association. For Australia the member association is AusALPA – a partnership between the Australian Federation of Air Pilots (AFAP) and the Australian and International Pilots Association (AIPA).
Symposium - Today for Tomorrow This year the Global Pilots’ Symposium (held prior to the opening of the conference) included presentations and panel discussions on the challenges of dealing with trans-national airlines and the need for pilot unity and leadership in meeting this challenge. A panel of pilot union leaders discussed their shared experiences and lessons learned in leading pilot groups through challenging times and protracted industrial disputes. A ‘Pilot Unity Panel’ discussed their experiences helping to strengthen pilot groups through organised, unified and professional leadership.
Concurrent to the conference the SAS Trans-National Pilot Association took stop work measures to protect their employment contracts from being cancelled.
IFALPA Conference In his opening address, IFALPA President Captain Ron Abel spoke on the conference theme of unity, noting “on all issues, IFALPA’s strength lies in our solidarity. IFALPA pilots recognise this – it’s clear from the way IFALPA Member Associations stand together across national boundaries, continents and around the globe – in unity” At the Asia/Pacific Regional meeting delegates met to report on the state of the industry throughout our region, including the chronic impact of the recent bomb attacks in Colombo on the Sri Lankan tourism and aviation industries.
Boeing 737 Max Briefing Boeing 737 Chief Pilot Captain Jim Webb and Technical P ilo t Cap tain Mike B r yan c o - p re se n te d on the company’s commitment to regaining trust with pilots and the flying public. They provided an overview of proposed updates to the 737 Max functionality, MCAS upgrade development/testing and training for pilots. Presentations followed from Airbus, ATR and Embraer.
AusALPA delegation from left - Safety & Technical Director Capt Shane Loney, Secretary FO Jason Lipson, Vice-President FO Mark Sedgwick, President Capt Louise Pole, IFALPA Director FO Stuart Beveridge, Treasurer Capt Matthew Nielsen,
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Air Pilot
IFALPA Female Pilots' Working Group The new IFALPA Female Pilots’ Working Group delivered a presentation on plans to increase female engagement and participation in the profession. According to Boeing’s statistics, 790,000 pilots will be needed worldwide within the next 20 years. Although half the world’s population is female, internationally only 5% of pilots are women. The presentation focused on the need to identify and breakdown barriers for women in aviation and to make aviation more attractive to women by promoting fair and respectful workplaces.
Member Association Emergency Response The sad reality is that every member association is likely to face an accident or incident involving their members at some point. The presentation focused on ensuring that contingency plans are in place to utilise the resources that come with IFALPA's worldwide network. The session included case studies on the Germanwings Flight 9525 (2015) and Aeromexico ERJ 190 Durango (2018) tragedies. Discussion followed on the delicate media response to an emergency, legal aspects to consider and the importance of pilot welfare support.
It is this network of worldwide pilot associations which enables us to assist members involved in an accident or incident in a foreign port or jurisdiction. We also reciprocate this assistance when the member of an IFALPA affiliate has an incident in Australia. The conference closed following the announcement of 2019 election results, including the re-election of the AusALPA Treasurer Matt Nielsen as IFALPA Helicopters Committee Chair. Congratulations to Matt. If you are interested in being involved in any IFALPA technical committee, contact technical@afap.org.au
IFALPA Conference Position on Reduced Crew Operations
AusALPA (and AFAP) President Capt Louise Pole with Capt Isabel Doppelreiter, President of the Austrian Cockpit Association
Essendon Airport RWS The International Federation of Air Line Pilots' Associations (IFALPA), comprised of nearly 100 individual national pilot associations representing over 100,000 pilots worldwide, regulary receives reports on airport and airspace deficiencies throughout the world. At the 2019 Annual Conference in Berlin, Germany the shortcomings and deficiencies of Melbourne Essendon Airport were discussed, and the airport was subsequently entered in the IFALPA Annex 29 document. By inserting the airport into the Annex IFALPA alerts pilots to the deficiencies they may encounter when flying into such airports so that potential problems may be avoided. Following the conference, IFALPA wrote to CASA to encourage the Australian safety authority to effect the improvements necessary to correct t h e d e f i c i e n c i e s n o te d , a n d i m p le m e n t t h e improvements required to upgrade the status of the airport.
The 2019 IFALPA Conference published a position that fully supports any developments that improve the current safety standards in commercial air transport. "Our enviable safety record and culture is based upon two properly rested, fully qualified and well-trained pilots. It is imperative that any future evolution of this benchmark improves upon it and does not degrade the safety and security level in any area." "It is the Federation’s position that because reduced crew operations carry significant additional risks over existing dual pilot operations, they will result in a serious reduction in flight safety. It is essential to fully address these risks and safety shortfalls before the industry accepts changes to the standards which have built the safest transportation system in history."
Current operational data for runway 26/08 states the strip width as 300m (or 150m each side of the centreline).
NO. 1 | 2019 9
VIRGIN
Pilot Federation
Virgin pilots have been eager to understand what longrange plans the new CEO Paul Scurrah, who took over from the long-standing John Borghetti in March, has for the entire Virgin Group fleet. The AFAP has sought an executive level meeting to request an outline of the fleet plan for the group. Pilots on both narrow-body (NB) and wide-body (WB) fleets are still getting a working understanding of their new agreements, with most outstanding issues now addressed within the respective Agreement Implementation Committees.
Virgin Narrow Body EA The implementation and application of the new work rules in the 2018 Enterprise Agreement (EA), along with the amendments to the displacement/credit protection provisions late last year have been the main the focus of the AFAP Virgin NB representatives over the last 12 months. This has not come without considerable debate and frustration for all stakeholders. We are now at a point where we are comfortable most issues have been satisfactorily addressed, just as we turn our mind to the next EA negotiations which are meant to commence from July this year (given that the 2018 EA expires in March 2020). To that end the Virgin Pilot Federation (VPF) has recently determined the composition of the AFAP’s narrow-body EA Negotiating Committee for those negotiations, which will include Captains George Kailis (AFAP Vice-President), Michel Durand, Steve Lunn, Joe Kirchner, Carson Vella and First Officer Mick McGinnis.
The working group includes representatives from flight operations, resource planning and pilot representatives from the AFAP and VIPA. Captain Rod Aldridge and Captain Darren Smith are the AFAP representatives appointed to this group. T h e P B S wo r k i n g g ro u p w i l l c o n d u c t a n e n d to-end review of the current rostering process and, more specifically, the inputs and outputs that may be impacting the ability of the PBS to deliver more desirable rostering outcomes. The working group has already identified shortfalls in the roster build practices which impact pilot bid satisfaction that it is seeking to address. The AFAP is optimistic that PBS outcomes can be significantly improved for pilots once some of the identified shortfalls and impediments are overcome.
Virgin Wide Body EA From a general perspective, the WB EA has been tracking well. However, more recently there has been a move to conduct A330 simulator duties in Singapore and the AFAP has ensured adequate rest is provided. The AFAP has also resolved some issues with the application of the Work Rules, particularly around stand by and open days. For the B777 pilots, there is a requirement to move hotels in Los Angeles and pilot inspections are under way to ensure a suitable temporary alternative is sourced.
The AFAP EA negotiating committee has already started preparatory work for the EA negotiations and will shortly be asking members to complete a survey to assist with identifying member concerns, desires and expectations.
80%
NB Preferential Bidding System The AFAP Virgin narrow-body representatives have been heavily involved with the Preferential Bidding System (PBS) working group. This was initiated by the AFAP to operate as a sub-committee to the AIC for the specific purpose of reviewing and improving the current (and future) PBS operations and ultimately driving more desirable roster satisfaction for pilots.
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Air Pilot
VIRGIN PILOT FEDERATION
Virgin ATR Enterprise Agreement
Stabilising the ATR fleet
The parties met again recently to continue negotiations for the first stand-alone ATR Enterprise Agreement. ATR pilots were previously on a joint EA with VARA Perthbased pilots on the A320 and F100.
We also have negotiated what we see as a financial package that recognises those pilots who want to remain on the ATR and seeks to ensure the company can recruit to ensure there is a more stable operation.
The negotiations have been underway for 18 months and the parties have recently reached agreement on the key items - the remuneration package and work rule changes.
This will be done by firstly moving the ATR up significantly in remuneration to be commensurate with QantasLink at the Captain, Training Captain and Check Captain levels. Virgin will also offer First Officers more than QantasLink to allow it to attract FOs in a competitive environment.
The agreement still needs to address a few concerns for ATR Pilots, among which career progression opportunities are arguably the most critical. We are pleased to have negotiated a permanent release of the cap on movement to Virgin Group positions over the life of the Agreement
The ATR Captain rate is also commensurate with a Level 3 FO flying the B737 at Virgin, which is intended to offer pilots an option to upgrade or remain a Captain on the ATR rather than look to move at the first opportunity to a group position.
In the interim, pilots will be awarded any positions which they are eligible and hold the seniority for, but the Company has the option to delay training dates. This ensures that these positions are not lost, but instead are reserved for ATR Pilots until they can be released. The agreement will represent a significant level of change but comes with what the AFAP considers a very strong package of improved conditions. A few drafting issues remain but the AFAP is confident of releasing an in-principle agreement for the pilots’ consideration soon. From left: Virgin ATR pilot representatives Capt Bill Kee, Capt Mark Hinton & Capt Tom Hodgetts during negotiations at Virgin headquarters in Brisbane in June.
Virgin Australia - Pilot Assistance Network Virgin Australia Airlines (VAA) is in the process of establishing a Peer Assistance Network (PAN) for its pilots. This has been modelled predominantly on the BALPA and NZALPA networks which are now well-established in the industry. A Virgin PAN project group, that includes Virgin Pilot Federation (VPF) Chair George Kailis, AFAP Welfare Director Matthew O’Keeffe and VPF Welfare representative Brett Loeliger, met regularly during the last six months to formulate a pilot assistance framework at Virgin. The VAA PAN is not intended to replace the AFAP’s Member Assistance Program (MAP) as members who enter the network would ultimately be directed to MAP under the proposed model. The AFAP’s Virgin pilot members have recently approved the overall framework put forward as a concept, however we have raised the need to ensure there is appropriate protocols in place around confidentiality to ensure that there is trust and confidence in the program. The AFAP has suggested that a deed (or memorandum of understanding) is reached to provide confirmation of the commitments to confidentiality such as we have successfully done for the Flight Data Analysis Program and the Flight Operational Safety Assessment Program. We envisage that this deed should also cover how Peer Support Pilots are selected and trained/supported by the company. While there is still quite of lot of work to be done, the discussion is heading in the right direction.
NO. 1 | 2019 11
CASA FATIGUE RULES// For more than a decade the Civil Aviation Safety Authority (CASA) has been attemping to update Civil Aviation Order 48. After many delays to the 2013 CAO 48.1 instrument there is now a draft 2019 instrument. Although drafting is complete there is not yet a date for enactment.
The 2019 instrument has some improvements to the standard industry exemptions and has begun to recognise internationally and scientifically determined fa t i g u e p r i n c i p le s . U n fo r t u n a te ly, t h e i n d u s t r y representations have pressured the regulator to prioritise economic impact over these principles.
The AFAP has maintained a strong position for the adoption of evidence and science in the fatigue rule set in line with tripartite guidance material published by ICAO, IATA and IFALPA. The operators have pushed hard for "business as usual" and more flexibility.
This has resulted in most of the fatigue mitigations being presented as guidance material rather than as prescriptive obligations on operators. Fatiguing roster patterns have far reaching impacts on our pilot members, as you can read in the following article written by a senior captain.
Coming to grips with long term fatigue By an Australian Captain Fatigue and its mental health implications is a growing concern amongst pilots, particularly in the low-cost airline sector, and how it affects their long-term health and quality of life. The aviation industry is seen to be reluctantly slow at ensuring rules and policies are based on scientifically proven evidence, and for rosters to be humanly sustainable. Yet CASA’s review of a pilot’s medical history is strict and risk adverse in identifying issues and establishing evidence to maintain or reinstate medical credentials. I have been a Captain for thirteen years, averaging nearly 90 hours monthly, four sector days over 4-5 days with very early starts and late finishes. Resulting in poor sleep patterns and degrading my normally strong constitution. I rarely had a sick day and took regular leave but noticed increasingly my leave stopped benefiting me and within days, I was back struggling to recover. What began as an underlying long-term fatigue issue, developed into a stress related burnout condition with high blood pressure, low energy, anxiety and reduced ability to sleep. Prior to the emergence of low-cost carriers, the industry standard monthly hours rate was 75 hours. The introduction of low-cost carriers has resulted in higher rates of sick leave and fatigue days.
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These pressures make mental health events much more difficult to recover from. My personal storm arrived with the passing of my dad and accumulating personal responsibilities. Like an over extended elastic band under stress something snapped. With the increased pressure I began seeing what my limits were, forcing me to delegate more and provide myself more rest from flying duties. This did not come naturally, as pilots we have the mind-set to push through and get things resolved or fixed quickly. This crept up on me, leaving me feeling subnormal but now I know this situation develops slowly and is often not recognised until it’s severe. I consulted with specialists on fatigue, blood pressure, gastroenterology, sleep, neurology, psychology and psychiatry. I began learning about symptoms and what the underlying causes were, whilst witnessing my progression through four key phases. An important factor in getting through these phases was initiative. I flew at a measured rate in consultation with company doctors, specialists and my DAME. It was a slow process, but was better than having to stop flying altogether. My immediate manager was very supportive, helping with rostering limits ranging from reduced consecutive day duties, no BOC duties and 10-hour maximum duty limits.
Air Pilot
TECHNICALLY SPEAKING
Phase 1 - How do I manage changes in my body and flying capacity? The exhaustion challenge
Poor attention to personal stressors, not facing the signs of reduced performance and emotional engagement, slower mental and physical coordination. No rhythm for daily or weekly rejuvenation, constantly struggling with alternating rosters and recovery.
My response
Have a process in place to aid recovery, believe in your own strength and share with trusted friends and family. Keep as much order and routine as possible, and avoid over stimulating the body before rest with IT blue light, noisy environment, coffee and alcohol.
Phase 2 - How do I manage tough times with mental fatigue and physical exhaustion? The cynicism challenge
A tendency to be negative, detached from work and interpersonally due to limited mental and physical capacity. Rosters that reduce opportunities for adequate physical and mental rest, and require high levels of fitness.
My response
Build adequate physical and positive mental endurance. Keep doing my best, stay present in the moment. Take one day at a time and have something to look forward to.
Phase 3 - How do I experience wellbeing and an energy that engages others? The engagement challenge
Limited time with variable shift rosters to have meaningful and consistent relationships in social interests and at work.
My response
Have intentional and positive conversations that generate a sense of openness. Stay positive, be kinder to yourself and have time out to rest and do things that re-energise you.
Phase 4 - How do I gain a growing sense of purpose and integration with work? The inefficacy challenge
Feeling ineffective and lacking a sense of achievement, with things outside one’s control. Being more resilient with disruptions and delays with low-cost airline resources. Limited opportunity for personal development with meaningful and measurable outcomes through being on the flight deck. Moving beyond the status quo of managing a fatiguing roster, having additional energy and time for integrating life learning.
My response
Find small meaningful outcomes in the work and personal environment. Believe in most cases people are trying their best, look for new learning opportunities from each event.
The upshot for you This can happen to anybody, mental health data suggests we all at some point in our life face a multiplicity of stressors, where significant changes are needed to be made or we’ll pay the price in the long term. Learn from others who are or have gone through similar struggles. There is always help available for you or your colleagues. Be aware of your own signs of approaching limits, particularly behavioral and inclinations towards substance and alcohol abuse. Utilise a mental health or fatigue day and listen to your body.
24/7 AFAP EMERGENCY HOTLINE: 0459 747 757 In the event of a local or international accident or incident you are advised not to make a statement or participate in interviews until you have contacted the AFAP and been cleared by a medical practitioner. The AFAP will advise you of your rights and ensure appropriate representation at interviews conducted by your employer, the ATSB and/or CASA.
MEMBER ASSISTANCE PROGRAM (MAP): 1300 307 912 A free short-term counselling and advisory service for AFAP members and their families to seek professional assistance for personal or work related problems.
AFAP MEMBER SERVICES: 03 9928 5737
NO. 1 | 2019 13
REX
Pilot Federation
Application for Labour Agreement In late-2018 the Regional Express Airlines (Rex) pilot council became aware that the company intended to lodge an application with the federal Department of Home Affairs. This was possibly instigated after a similar application was made earlier in 2018 by the Qantas Group, which ultimately was approved, despite the AFAP’s objections to the application. In May this year, AFAP representatives met with Rex CEO Neville Howell and senior managers, to discuss in detail the Company’s on-going intention to proceed with their application. In particular, the AFAP representatives were keen to point out that it understood that the current difficult circumstances around pilot recruitment, at a time of heightened demand, was not particularly foreseeable by Rex, contrary to some other companies. However, the AFAP representatives confirmed to the CEO once again that the AFAP still opposed the application on several grounds. Those included that pilot recruitment is clearly cyclical in nature, and that the current situation is more accurately described as a temporary “bottleneck” in the pilot training pipeline, rather than an overall pilot shortage. In addition, the AFAP representatives encouraged Rex to review its current training and retention processes. At a time when competitor airlines are significantly improving their terms and conditions on offer to pilots, it is critical for Rex to accept that it is not keeping up with others in the market. Since that meeting, there has been no indication that the company has had any change of heart about seeking the Labour Agreement. Even if Rex is successful with its application, the AFAP is unsure that such a development will guarantee a resolution of the company’s current issues.
Negotiations for next EA The Rex pilot council has also been very focussed on trying to finalise the current negotiations for a new enterprise agreement. Importantly, discussions around most of the substantial items in the negotiations have already been completed. Rex management and the AFAP pilot council representatives are now in the process of drafting the new enterprise agreement. As part of that process, the pilot council representatives and AFAP industrial staff reviewed the current document again, determined to identify any changes that would be
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necessary to the overall structure and content of any new proposed agreement. That process turned out to be a highly worthwhile effort, identifying the need for many changes, including: • The rewording of various current provisions, to aid their on-going interpretation; • The redrafting of other clauses to remove any apparent conflict with corresponding provisions in either the Fair Work Act 2009 and/or the Air Pilots Award 2010; • The addition of several new provisions to match updates made to the Air Pilots Award 2010 in recent years; and • The possible deletion of a few existing provisions, where they may no longer be applicable. Following that review, further discussions have taken place with Rex management. In response to the suggested drafting changes, there was no objection raised to the AFAP’s desire to improve the overall content and structure of the agreement. However, the company’s management is still reviewing some of the suggested amendments and has yet to fully respond. Obviously, the pilot council is keen that the drafting process is finalised as quickly as possible. Once that is done, the entire Pilot group will have the chance to consider the overall offer from REX themselves, with the various changes and improvements, and pass their judgment in the ensuing ballot.
AFAP’s adverse action claim The long running adverse action matter against Regional Express (Rex) has now been listed for final hearing in the Federal Circuit Court over three days on 17- 19 July. Judge Riethmuller will determine whether a letter sent to prospective cadets by Rex constitutes adverse action as defined in the Fair Work Act. The AFAP is pleased that finally the substantive case is being heard, after successfully defending two appeals brought by Rex over preliminary matters in the Federal Court and the High Court. This has been a long-running matter, having started in 2015. The AFAP is unsure when a decision will be handed down, however we hope that it will not be too long after the hearing dates in July. If the AFAP is successful, the Court will assess a penalty to be applied against Rex for breaches of the general protections provisions contained in the Fair Work Act. Air Pilot
JETSTAR
Pilot Federation
Enterprise Agreement Negotiations The rest of 2019 is expected be a very busy time for the Jetstar Council. In addition to the enterprise agreement negotiations, the disputes (both potential and actual) will require significant resources from the AFAP. Jetstar Pilot Federation (JPF) representatives started bargaining for a replacement Enterprise Agreement (EA) in January this year and have also been pursuing a few disputes in relation to the application of the current (2015) Enterprise Agreement. Despite regular bargaining meetings with the company over the last six months, the EA negotiations are progressing very slowly. The negotiating committee has presented an extensive list of claims which focus heavily on lifestyle improvements, through strengthening the current rostering protocols and ensuring that these, along with additional fatigue protections, are enshrined in a new Agreement. We have also sought a remuneration package that would ensure Jetstar pilots are paid a fair and competitive salary in the current market. O n e o f t h e A FA P ’ s c o re c la i m s i s a c o m p le te modification of the current single table bargaining system in favour of a mutually beneficial system that better meets the operational needs of the company. We have proposed moving away from composite flying and standby rosters to a reserve line system, which is designed to give the company maximum flexibility to cover multi-day tours utilising pilots on reserve. For such a system to be feasible for pilots, we have claimed that it must go hand in hand with the introduction of minimum daily credit (MDC). Ultimately this will drive more efficient rostering practices and in turn provide either substantial lifestyle or financial benefits for pilots. Jetstar also identified the desire to improve current standby practises, it has so far seen little ‘value’ in the AFAP’s proposal. The approach taken by Jetstar for increased flexibility is vastly different and instead focuses on winding back many of the improvements and protections we achieved in previous EBAs. Other aspects of Jetstar’s claims seek to reduce discretionary days off and erode the current flexi line provisions. While it is still relatively early days, we are likely to have a protracted and difficult EA campaign ahead of us, particularly given the steadfast 3% wages policy Qantas Group is applying across the board. The current agreement nominally expired on 21 April 2019.
From left - Capt Joe Eakins, FO Alan Kilpatrick, Capt Chris Gibson, Capt Ben Bollen, FO Troy Lozo & Capt Paul Hogan
Disputes Your JPF has also been dealing with some disputes that we have been unable to resolve internally and have been escalated to the Fair Work Commission (FWC): • Jetstar is not complying with its obligation under the EA with respect to the provisions of Death Benefit Insurance and the payment of Superannuation to pilots. This is because the premium costs for the insurance product it is providing are being treated as a superannuation contribution and count towards the concessional contribution cap for each pilot. Obtaining the insurance policy via superannuation means that Jetstar pilots who exceed the concessional contribution cap will be liable for an increased taxation liability and will pay income tax on the premium cost at the higher marginal rate. • The requirement for a firm booking when positioning after a duty to home base has been the subject of two conciliations before the FWC. However, the AFAP considers that this matter is close to resolution and will not have to be arbitrated. • Jetstar has been deducting 7.6 hours from annual leave balances for each day a pilot takes ad hoc leave for less than 7 days. This is incorrect, and the deduction should be 5.43 hours. The AFAP is currently arguing before the FWC that if 7.6 hours is deducted, a pilot does not obtain the full benefit of 42 days annual leave as required in clause 48.1 of the current EA. The matter has been the subject of conciliation however it is likely that it will go to arbitration.
NO. 1 | 2019 15
THE WOMEN’S NETWORK//
WOMEN’S NETWORK
Women's Network AGM The AFAP Women’s Network met in Brisbane on 5 June to hear from Dr Sarah Oxenbridge from the University of Sydney Business School. Dr Oxenbridge surveyed more than 70 AFAP women members as part of her research into the experiences of women pilots. Through her research into male-dominated industries, her team gains insights into challenges women face in working, being promoted and staying employed in industries like aviation. The full results will be published later this year.
Dr Sarah Oxenbridge and AFAP President Capt Louise Pole
International Women's Day
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The AFAP Women’s Network held another successful joint event with Civil Air Australia in Brisbane in celebration of International Women’s Day. The event was very well attended with 40 pilots and air traffic controllers joining AFAP President Captain Louise Pole and Civil Air President Tom McRobert at the AirServices headquarters at Brisbane Airport.
Psychologist Laura Fildes from the AFAP Member Assistance Program provider PeopleSense presented on conflict management and resilience.
AFAP MAP psychologist Laura Fildes
Stephanie Richards, FO Katrina Lynch, FO Rebekah Mayer, Capt
Following the talk the attending pilots and air traffic controllers had an opportunity to network and share experiences.
Anita Woodward & Civil Air Vice President Bridget Hosking
Air Pilot
THE WOMEN’S NETWORK
IFALPA Female Pilots' Working Group
Gender-neutral Language
A small portion of the new IFALPA Female Pilots' Working Group,
The International Civil Aviation Organisation (ICAO) is a specialised agency of the United Nations (UN). In March, IFALPA adopted an ICAO resolution and will accordingly update its policies, manuals, documents, and usage to comply with the UN-approved drafting style in UN Guidelines on Gender-inclusive language.
AusALPA (and AFAP) President Louise Pole joined the President of the Austrian Cockpit Association, Captain Isabel Doppelreiter, and other women commercial pilots to form a working group at the International Federation of Airline Pilots’ Associations (IFALPA) conference in Berlin. The IFALPA represents over 100,000 pilots in over 90 member associations around the world. The new IFALPA Female Pilots' Working Group will work at identifying barriers for women in aviation, making aviation more attractive to women by promoting fair and respectful workplaces, and promoting greater work/life balance. Addressing the global pilot shortage, Captain Tanja Harter said, "To attract more pilots into the business we can’t rule out almost half of the population. I think we need to start early, setting the idea in the minds of young women. We need qualified pilots and I don’t see why females can’t be qualified, we’ve proven it. If we have 50% in the cockpit, if it’s a normal sight for every passenger to see a female pilot, I think the whole industry can benefit from that."
In addition to gender inclusiveness policies, this step forward acknowledges that there is a lack of appropriately gender-neutral language in some aviation documentation. This can have unintended adverse consequences, such as the potential identification of crew members in official air accident investigation reports by members of the public or media. In line with these recent international resolutions, AusALPA also decided to update its materials, policies, manuals, and documents to comply with these new drafting guidelines. These actions recognise the role of women as equal participants in international aviation and reflect the dedication to gender equality within the global aviation community.
AusALPA (and AFAP) President Capt Louise Pole (third from right) joined fellow female commercial pilots to form an international working group.
NO. 1 | 2019 17
NATIONAL
Pilot Federation
Alliance Airlines
Express Freighters Australia
In recent months two new Alliance Airlines enterprise agreements, the Alliance Airlines Pilots' (F100 Adelaide) Enterprise Agreement 2018 and the Alliance Airlines Pilots' (F50 Adelaide) Enterprise Agreement 2018, have been approved by the Fair Work Commission (FWC).
Express Freighters Australia (EFA) is a B737 and B767 freight operation. Wholly owned by Qantas, it employs 56 pilots based out of Melbourne and Sydney.
From the AFAP’s perspective, both the Adelaide agreements had their challenges. These included the company’s decision to negotiate two separate agreements, the AFAP subsequently being largely excluded from the F100 negotiating process, and the outcome of the F50 process failing to provide some crucial safeguards for pilots when that fleet is decommissioned in the near future. After the agreements were released and voted upon, the AFAP also raised concerns regarding the Better Off Overall Test and the statutory declarations lodged in the FWC by the company. In the end, the F50 Adelaide agreement was approved without change and the F100 Adelaide agreement was approved after certain formal undertakings were made by the company. We have gradually seen the relationship with Alliance Airlines deteriorate after developing what we believed to be a constructive relationship during the negotiation and approval of the Alliance Perth F100 Agreement in 2016. Contention started when Alliance refused to specify the training bond amount in the Alliance F100 Queensland agreement and increased when Alliance sought to do a separate Alliance F100 Darwin agreement without any reference to the AFAP.
The previous agreement, the Express Freighters Australia Operations Pty Ltd Enterprise Agreement 2014 expired on 31 December 2018. The 2014 agreement is a nonunion and relatively minimalist document. The AFAP and the Australian and International Pilots Association (AIPA) have members at EFA. Despite a request to negotiate jointly, EFA have only agreed to separate negotiations with the AFAP and AIPA respectively. Nevertheless, the AFAP and AIPA negotiators have kept very open communication channels and continue to work together.A more detailed replacement agreement is currently still under negotiation. The key claims from negotiations include: • Improved loss of licence reimbursement • Incorporation of bonus payments into the base rate • A new salary structure • Refinement of check and training allowances • Monthly instead of annual overtime and a reduction in the trigger • Certainty of rostering • Clearance of AX days on the day before • Improved parental leave (as per Qantas Group Policy) • Tighter days off provisions • 2-hour instead of 90-minute call-out off reserve • Improved duty travel entitlements.
At the time of the negotiation and approval of the Adelaide agreements the AFAP was also subject to some disparaging and negative remarks from the Alliance CEO in communications to the pilot group. The next Alliance agreement to be negotiated is a renewal of the Alliance Perth F100 agreement. Despite the challenges we have had with Alliance in recent times, we are hopeful that a professional and constructive relationship can again be established with the company. After recent discussions surrounding the review of the Air Pilots Award it has also become apparent that some of our disagreements may have stemmed more from miscommunication than fundamental differences.
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Meeting at Express Freighters Australia are from left: Richard Hardonin (Chief Pilot) with AFAP representatives James Moore, Tessa Squirrell and Tim Campbell and Michael O'Neil (Qantas IR).
AirPilot Pilot Air
NATIONAL PILOT FEDERATION
Airwork Personnel
Skytrans
Members at Airwork Personnel are frustrated at the company’s inability to apply the terms of its enterprise agreement (EA) and observe longstanding customs and practice.
The AFAP has been attempting to negotiate an enterprise agreement with Skytrans. The operation involves the Dash service out Cairns and Brisbane and the Caravan service across the Torres Strait.
The AFAP has been pressing on three ongoing issues that are of significant concern:
We had been in negotiations for some months until the floods hit North Queensland early this year. It was considered prudent to defer those negotiations while the communities dealt with that natural disaster, and Skytrans itself played a part in the recovery effort.
• A company direction to use annual leave over the Christmas/New Year period. • The continuing refusal/failure to publish rosters at least seven days prior to their commencement; and • The removal of the payment of meal allowances in lieu of being provided meals. Of these issues, the meal allowance payment has most annoyed the pilot group. For many years, pilots were provided meals in flight. However, due to various logistical issues and the declining quality of meals, an agreement was struck with AFAP representatives and the pilot group to provide meal allowances in lieu of meals. However, this agreement was altered by a new management group. Now, all AFAP representatives and the pilot group want to reinstate the previous agreement. Compounding pilot frustration, the company finally confirmed a willingness to reinstate the allowances, on the proviso that the AFAP agree to the terms of a Deed which are factually incorrect. In response, the AFAP proposed a revised Deed, a letter of agreement and a variation to the current agreement. Disappointingly, the company rejected each initiative. Recently, in a meeting with AFAP representatives, the company indicated that it would repay the allowances, including backdating the payment to January 2018. The AFAP seeks the resolution of each of these matters before the commencement of negotiations for a replacement EA due next year.
Royal Flying Doctors Service Negotiations for a replacement agreement at RFDS South East Section (RFDSES) have been ongoing for over 12 months. While a number of changes and improvements to the existing agreement have been in-principally agreed between the parties, including an increase to base salaries of 2% or CPI per annum (whichever is greater) after the first year.
However, those negotiations were failing to progress with the management clearly annoyed at being in the EBA negotiation process. The company did what it could to delay meetings, not respond to claims and not make any offers. In the meantime, the AFAP is meeting with the pilot group to ensure we continue to stay on track in advocating the real interests of members.
Virgin Australia Regional Airlines The Virgin Australia Regional Airlines (VARA) Enterprise Agreement (covering A320/ F100 Pilots in the Perth base) was voted up on 26 May 2019 by 77% of those who voted. There was a 94% participation rate from the 133 Pilots covered by the EA. The AFAP had endorsed the deal which was negotiated in conjunction with Skywest Airlines Pilots Association (SALPA) pilot representatives. The AFAP takes this opportunity to thank the SALPA Pilot team - Paolo Casali (Chair), Andrew Jones, Darien Sherman and Troy Marinich - for their hard work on behalf of the pilot group. T h e E A wa s la r ge ly a b o u t p re s e r v i n g ex i s t i n g entitlements, but still provided a number of positive improvements including: • Annual salary increases (Year 1: Capt. increase of $5,000 and FOs $3,250; Year 2: 2.5%; Year 3: 2.75%) • Annual allowance increases (including for many allowances such as day off payments 5% each year) • Removal of the cap on the superannuation contributions of 2% above the minimum (currently 11.5%) • Increased minimum rest at home base to 12 hours, and • Improved loss of licence reimbursement up to the Award rate of $1967 (up from $1386.10 previously).
There are still two key outstanding items that need to be resolved. RFDSES pilot negotiators Steve McLay, Bligh Ridge, Shane Brook and Dave Healey are hopeful that a mutually acceptable agreement will be finalised and put to the vote of the pilot group soon.
NO. 1 | 2019 19
The AFAP and MBF hosted a number of members at the 2019 International Avalon Airshow from 26 February to 3 March. Throughout the week AFAP and MBF staff, working alongside some of our representatives, were on hand staffing the exhibit and answering questions from visiting attendees. The airshow was only open to trade exhibitors for Tuesday through to Friday afternoon. This was a great opportunity to engage and learn from people within the industry, discuss current topics and issues facing
From left - Industrial Officer Paul Ferguson, Capt Julian Hipwell & Samantha Wadham (FRASCA Flight Simulation).
the aviation and defence industries. Visitors were able to see what international exhibitors are doing and meet personnel from various operators where we represent members. At 2:00pm on Friday the gates were opened to the ge n e ra l p u b l i c , a l low i n g a n i n f lu x o f s t u d e n t s and current members to have a chat with our pilot representatives, industrial officers and marketing team about what the AFAP and MBF are currently working on. The public days saw many new members sign up especially young pilots at the beginning of their careers.
From left - Safety & Technical Manager Marcus Diamond with two generations of pilots and an aspiring one.
Safety & Technical Manager Marcus Diamond explaining plane aerodynamics to a group of visiting students.
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Air Pilot
From left - FO Nick Bulfin, Capt Matt Nielsen and Safety &
FLT LT Trevor Howlett (Australian Air Force Cadets), Marketing
Technical Officer Julian Smibert
& Communications Manager Anna Cousins, AFAP representative Capt Julian Hipwell and Safety & Technical Officer Lachlan Gray
From left - AFAP representative Capt Tim Glabbatz (QantasLink)
From left - Safety & Technical Manager Marcus Diamond, Capt
and student member Tasha Harvey.
Malcolm Howard and Safety & Technical Officer Lachlan Gray
From left - AFAP representative Capt James Howard (Tigerair),
From left - Safety & Technical Officer Lachlan Gray with Flight Instructors from RMIT University.
Capt Mike MacNamara (Tigerair) with a visitor.
From left - Hamish Smillie (RMIT), a visiting scout, Michael Walsh (RMIT) and Safety & Technical Officer Lachlan Gray
NO. 1 | 2019 21
WELFARE Peer pilot welfare training was held in Brisbane on 30-31 May with participants joining from around the country to learn from each other and, expand their knowledge around supporting colleagues in their time of need, whether for medical, psychological addiction issues or emotional support. The AFAP hosted an informative line-up of medical experts from airline operators - including Dr David Powell (IATA Medical Advisory Group Chair & Virgin Aviation Medicine Specialist), Capt Chris Smith (Jetstar Pilots Wellness Manager), Dr Russell Brown (Qantas Medical Officer) & Dr Sara Souter (Virgin Group Medical Officer) – along with Capt Andy Pender (NZALPA Medical & Welfare Director) and FO Matt O’Keefe (AFAP Welfare Director) on the first day of the course. More valuable insights were shared on the second day with presentations from Stephanie Donovan (AFAP Member Assistance Program provider PeopleSense), Capt Ray Werndly (Human Ballistics), Tony Merritt (Sydney Clinical Psychology), Capt Rob Edney (Virgin Pilot Base Manager, Sydney & Canberra), Capt Laurie Shaw (HIMS Australia Chair) and Joseph Wheeler (AFAP Aviation Legal Counsel).
Dr David Powell (IATA Medical Advisory Group Chair & Virgin Aviation Medicine Specialist) with AFAP Welfare Director FO Matt O’Keeffe.
These were followed by an interactive workshop led by (retired) Capt Bluey Aumann (AFAP) and Capt Julian Hipwell (AFAP) that focused on real-life scenario training for peer representatives (in response to suggestions made in feedback from previous courses we have run). Over the two days, participants learned about the role of an AFAP welfare representative, how to be an effective and compassionate “listening ear”, how to provide support without overstepping the boundaries and offering assistance that is relevant to AFAP members.
Front row: Capt Richard Higgins and Capt Rob Nicholson.
Refer to AFAP website for overview of AFAP Welfare services and contact details for council welfare representatives. In addition, the AFAP Member Assistance Program p rov i d e s 24 / 7 a c c e s s to f re e a n d c o n f i d e n t i a l counselling with a trained and professionally-accredited psychologist to AFAP members and their immediate family - 1300 307 912.
Front row: Capt Andy Pender (NZALPA) & Capt Rob Anderson.
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Air Pilot
From left: Capt Laurie Shaw (HIMS Australia), Capt Louise Pole (AFAP President), FO Matt O’Keeffe (AFAP Welfare Director), Capt Andy Pender (NZALPA), Dr David Powell (IATA, Virgin) and Dr Russell Brown (Qantas).
Dr Sara Souter (Virgin Group Medical Officer).
Capt Rob Edney (Virgin Pilot Base Manager, Sydney & Canberra).
HIMS - Drugs & Alcohol Prevention Program The Human Intervention Motivation Study (HIMS) is a drug and alcohol prevention and rehabilitation program, designed to remove the stigma associated with addiction while providing a pathway to recovery. Capt Andy Pender (NZALPA Medical and Welfare Director).
Captain Phil Remilton (Royal Flying Doctor Service) is now a member of the HIMS Australia Advisory Group (HAAG) taking on the role as General Aviation Representative. AFAP Welfare Director Matt O’Keeffe continues to serve on the board with AFAP Aviation Legal Counsel Joseph Wheeler as HAAG Treasurer. Visit hims. org.au for more information. T h e A FA P a l s o h a s H I M S - t r a i n e d Pe e r Monitors, along with a network of pilot welfare representatives. Member Assistance Program - 1300 307 912
Capt Chris Smith (Jetstar Pilots Wellness Manager).
NO. 1 | 2019 23
WELFARE Counting Sleep
Mental illness remains a polarising topic in aviation circles. So too is the issue of sleep, or rather the lack of it. Mental alertness and maintaining concentration and attention are vitally important for commercial pilots. Irregular work and sleep hours make getting enough good quality sleep doubly important. Poor sleep and depression are very closely linked and treating one condition will often improve the other. Just as sleep is the only measure to overcome fatigue, a good night’s sleep helps foster both mental and emotional resilience. The Harvard Mental Health Newsletter states that “Once viewed only as symptoms, sleep problems may actually contribute to psychiatric disorders”. People who sleep poorly are much more likely to develop significant mental illness, including depression and anxiety, than those who sleep well. Understanding mental health and its relationship to sleep is important. AFAP welfare representative Kevin Humphreys is keen to promote awareness. Kevin was recently diagnosed with Obstructive Sleep Apnoea (OSA). Initially thinking that getting up a few times during the night for a toilet stop was possibly a prostate issue, a check with the DAME cleared that possibility. The conversation led to investigating the possibility of sleep apnoea when Kevin admitted that he could happily crawl back into bed at 10am most days due to feeling like he was never getting enough sleep. He thought it was just the pressure of the job, getting a little older and broken sleep that was the cause and never connected the two together. But the DAME did. Indeed, one of the reasons Kevin missed making the connection was his misbelief that sleep apnoea was caused by being overweight or obese. However, the DAME quickly pointed out that the main link for sleep apnoea is genetic and has little correlation with weight. After a night at the sleep lab, which eliminated the likelihood of other sleep disorders such as Central Sleep Apnoea and narcolepsy, Kevin was diagnosed with moderate to severe OSA. He has since used a Continuous Positive Airway Pressure (CPAP) machine for sleep with stunning results. (CPAP involves the wearing of a face or nasal mask during sleep and is the leading therapy for sleep apnoea.) He went from not breathing enough (or not at all) for 20 seconds during every minute of sleep to barely missing a second or two. As a pilot Kevin travels regularly but ensures the CPAP is always the first item in the bag. He now enjoys a full night sleep and feels refreshed in the morning. The unexpected bonus was the positive impact on mood and wellbeing by not feeling fatigued every day.
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Kevin Humphreys is a check and training pilot on AW139 helicopters and is a veteran of many overseas military deployments on Blackhawk and Chinook types. Since 2011, in his post-military flying, Kevin has worked as a Training and Check Captain, Director of Operations and Chief Pilot for rescue and medical transport, including flying aircraft types Bell 412, AW139 and (pictured here) BK117 on top of a Sydney hospital pad.
(In addition, the benefit of not having 33 per cent reduced oxygen flow to all the vital organs every night simply can’t be measured. This hit home when Kevin’s mum, who has had a CPAP machine for about 20 years, saw a cardiologist about an unrelated issue and he asked how long she’d had sleep apnoea. She hadn’t told him she did! The cardiologist replied he already knew by looking at a scan of her heart. He could see decades worth of damage to her heart due to reduced oxygenation from how long she had had sleep apnoea prior to getting treatment with CPAP.) While many people with OSA don’t realise their sleep has been disturbed, the condition causes excessive daytime fatigue and poor concentration. With almost half of people suffering some form of mental health issue in their lifetime, often brought on by the accumulation of years of poor sleep, normalisation of this topic is essential. Kevin encourages anyone who is uncertain of their mental wellbeing to talk with their DAME and an AFAP welfare representative about their situation. “There is no need to battle alone when help is available through the AFAP welfare representatives and the Member Assistance Program,” said Kevin. “Through seeking practical and effective help, pilots can feel healthy and rested at work and in their personal lives.”
Air Pilot
LEGAL NEWS Entitlement to Redundancy Pay clarified by Fair Work Commission Under section 119 of the Fair Work Act 2009 (Cth) where an employer terminates an employee’s employment because: •
•
the job done by the employer is no longer required to be performed; or the employer becomes insolvent or bankrupt; then the employee is generally entitled to an amount of redundancy pay.
This entitlement has several exceptions, including where the employee is “employed for a specified period of time, for a specified task, or for the duration of a specified season.” The AFAP recently tested this exception in the Fair Work Commission. On 31 January 2019, in Australian Federation of Air Pilots v Becker Helicopter Services Pty Ltd [2019] FWC 561, the commission found in the AFAP's favour.
The contractual arrangements put in place by Becker Helicopter Services Pty Ltd did not fall within the exception to pay redundancy pay. The facts giving rise to the decision were that Becker employed a number of pilots as training pilots under contracts with fixed end dates (a feature of contracts for a specified period of time), however they also included the ability for Becker to terminate the contracts for any reason on the provision of four weeks’ notice before the fixed end date. The contracts also contained a term which purported to remove the entitlement to redundancy pay, even if the employment ended for reasons of redundancy. Becker terminated the contracts because of redundancy reasons and argued that because of the fixed end date, the contracts were for a specified period of time. Becker also argued that as the pilots were employed to train students, that this was a specified task. Accordingly, Becker argued that it did not have to pay redundancy pay. The hearing was held in Brisbane before Commissioner Spencer of the Fair Work Commission. Commissioner Spencer reviewed the contracts in detail and heard evidence from Becker of the reasons the contracts were terminated.
Ultimately, Commissioner Spencer found that because the contracts could be terminated for any reason before their end date, they could not be considered contracts “for a specified period of time”. The result might have been different if the contracts ended because their end date was reached and no further work was offered, or if the right to terminate the contracts had been limited in some way (for example, it was contingent on some event happening). However, this was not the case before Commissioner Spencer and therefore it was determined that the pilots were entitled to redundancy pay. Commissioner Spencer also found that the contracts were not “for a specified task”. This finding was made on two grounds. First, the duties description in the contracts were quite broad, and allowed Becker to vary the duties. This meant the duties assigned to a pilot could attach to various clients of Becker and be altered to deal with emergent circumstances. Second, again the right to terminate the contracts earlier than the fixed end date was also found to be fatal. Accordingly, Commissioner Spencer found that the contracts were not “for a specified task”. The words “specified period” and “specified task” used in the exception to redundancy pay have not previously been considered by the FWC in the context of redundancy. They have, however, been considered in the context of unfair dismissal (which has a similar exception).
The AFAP argued that the same meaning to the phrases “specified period” and “specified task” should apply wherever those phrases appear in the FW Act. Commissioner Spencer accepted that argument. The result was important for several reasons. Not only was it important for the pilots involved, but it also clarifies a previously unconsidered section of the FW Act, and is therefore important for future cases where employers might consider that they do not have to pay redundancy pay. The decision also stands as a timely reminder that parties are generally unable to contract out of minimum employment standards, such as those found in the National Employment Standards, the Air Pilots Award 2010 or in enterprise agreements.
NO. 1 | 2019 25
HELICOPTER Pilot Federation
The rotary industries in Australia and globally continue to work through the overwhelming slump in resources spending. Whilst 2016 feels like a long time ago, the market has continued to struggle and shake off the crippling burdens of pricing pressure, increased competition, regulatory change and capital allocation. Put simply, despite a slow recovery in pricing, there are too many under-utilised helicopters, too much competition, and a relentless pressure from client companies for cost savings and staff efficiencies. It may be some time before labour market equilibrium is reached in Australia but at least things are finally headed in the right direction. There are new aircraft arriving, new hangars being built, and the promise of large new projects, especially in Western Australia.
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Bristow's only remaining Western Australian work is for Santos with two S92s. As Babcock is the winner of the production side of things, they will be covering medevac and Search and Rescue (SAR) until the Bristow work concludes later in the year which will mean that one S92 will no longer be required. The Santos work has supported eight to ten pilots as well as a number of SAR crew. As that comes to an end, Bristow will be left with the two aircraft and one base in Tooradin. Tooradin at best, supports seven to eight pilots. The final numbers may settle slightly higher than that but not by much. Consequently, both the Chief Pilot and Chief Engineering roles are being shifted to Melbourne to match the “footprint” of the company. Presumably, the Perth office will scale down substantially whilst the company settles into survival mode.
Unfortunately, being a helicopter pilot during this time, especially if you are unemployed or underemployed, is stressful and uncertain. Employers are reluctant to invest in the time and resources required to get pilots to line. With the persistent threat of contract termination and costly retrenchment, companies seem to be ‘sweating their assets’ and working harder with what they have.
During all of this the Bristow pilot representatives have been resolute and represented and supported pilots with uncompromising commitment, along with all members of the pilot committee.
Employment agencies have popped up, especially in the international space, promising “qualified pilots at no training cost to the employer” on an “as required” basis. This is, of course, merely code for moving the cost of training to the pilots themselves who are left to pay for their own qualifications in the hope of remaining current and available for more stable employment.
CHC, which has come out of Chapter 11, while winning both the NWS and Shell contracts, of the major contracts available, still faces a reduction of offshore pilot numbers over the rest of 2019 (at least). The Shell contract, for example, has dropped the required number of aircraft from three to two.
There does appear to be critical shortages of qualified pilots in the emergency medical space, at least in the USA and the UK. Recent studies also seem to indicate that shortages will only increase in those markets and one would hope that they are a bellwether for Australian pilots looking for a return to stability and career progression.
Notwithstanding, the AFAP and CHC Offshore pilot representatives Capt Richard Garvey, Capt Ross Darling and Capt Bill Jarvis have recently concluded what is effectively a 12-month rollover EBA with some modest improvements, including opening of voluntary life-style job-sharing opportunities for pilots. That agreement will be put to pilots to vote on in the coming weeks.
In terms of the major legacy operators, Bristow is in serious decline compared to the buoyant times of only a few years ago, with its US operations still undergoing Chapter 11 relief. Compared to CHC which is now out of Chapter 11, in terms of its Australian operations has had some success in being awarded the much-modified North West Shelf contract and the recent Shell contract. However, these successes will not stave off further redundancies in the immediate future.
While Bristow and CHC face their challenges there have been other more promising developments in that sector. PHI/HNZ, which entered Chapter 11 following CHC, is rumoured to be now emerging, while at the same time the AFAP negotiated the new Mackay MPT Greenfields Agreement with the company, as well as re-negotiating its ESSO/Longford offshore EBA.
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That negotiation, although amiable, was drawn out for various reasons and it is important we acknowledge the patience and contribution of the AFAP representative Alan Torkington. In the onshore world of predominately stable emergency medical services (EMS) and SAR contracts, the order of the day has been renegotiation of enterprise agreements such as at Westpac Rescue Helicopter Service which provides EMS to the northern sector of NSW, and Babcock (formerly Australian Helicopters) which operates South Australian and Victorian EMS, marine pilot transfer operations out of Newcastle and touring from Horn island. Both companies are concluding negotiations with the drafting and final terms of the respective agreements being finalised soon.
Again, it is important to acknowledge the contribution of the pilot representatives in driving those EBAs from the claim development, to negotiation, and finalisation – Stu O’Malley and John Walker for Westpac and Dan Guillaumier, Dave Marko and Russ Reilly for Babcock. Meanwhile, at CHC Onshore, although preliminary negotiations started in January no further discussions have occurred with the company withdrawing from at least two scheduled meetings. It seems the company was simply not focussed at all on Onshore as it diverted all of its attention to Offshore. Although new meeting dates are yet to be set, at the time of going to press attempts to schedule them are being made. In the meantime, AFAP pilot representatives Rohan Armstrong and Chris Beauchamp, supported by James Hall, are continuing to prepare for negotiations.
Hull Losses & High Power Rockets The annual Aviation Law Association of Australia New Zealand (ALAANZ) conference was held in Melbourne on 1-3 May 2019, and Aviation Legal Counsel Joseph Wheeler attended on behalf of the AFAP, to learn from local and international colleagues about the latest developments in a variety of subsets of aviation law. 12 sessions over two days cast a wide net on the kinds of topics usually treated under the banner of “aviation law”. The practical sessions of most interest involved discussion of the likely impacts the recent major hull losses, and the effect they would have on the worldwide insurance and aviation industry. In particular a diverse range of claims are expected to follow the Ethiopian Airlines disaster, with claims from passengers’ families, airlines and others in train. Given the clearer than ever indicators of manufacturer errors, it was discussed that claims against aircraft manufacturers would likely be successful in this instance. Interesting presentations in the regulatory and airport sessions looked at various aspects of drones, namely how New Zealand is shaping its drone regulatory framework, many years after Australia has developed its own approach. Also, the perspective of autonomous drone manufacturers was put forward by one speaker painting a rather bleak picture for remote pilot roles in coming decades. Another aspect of the conference was the space law session, which included both a New Zealand and Australian speaker – the Australian speaker for the first time bring from Australia’s new Space Agency. The
Australian Space Agency (ASA) discussed the role that the Agency would take under the new legislation to commence on 1 September 2019 (“the Launches and Returns Act“). The relevance to pilots in the present consultation process on rules being made subsidiary to that legislation and intended to come into effect at the same time as the amended Act, is around the subject of high-power rocket launches and returns where the likely altitude does not exceed 100km above mean sea level. The consultation process on the rules, which includes a new definition of high power rockets aligned to its propulsion power and active control systems, indicated that CASA was keen to have regulation of rockets moved to the new ASA, whereas the ASA would have preferred this subject to remain with aviation regulators due to the potential for safety conflicts with aviation. In 2020 the ALAANZ conference will be held in Brisbane, and the AFAPs Joseph Wheeler will be invovled in the Organising Committee. One of the hoped-for initiatives of the next conference is the parallel inclusion of the Australia and New Zealand Air Law Moot Competition (ANZALM), which was started by Joseph Wheeler in 2014 and has always been strongly supported and sponsored by the AFAP, to encourage engagement with civil aviation law and regulation by students.
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COBHAM
Pilot Federation
INTRODUCTION OF NEW TYPE VARIES NJE ENTERPRISE AGREEMENT
A SECOND RATE AGREEMENT AT SAR MEANS MILES APART FOR NEW EA
On 17 May 2019 National Jet Express (NJE), the Fly-in, Fly-out (FIFO) operator for Cobham took delivery of an EMB190, VH-ZPT, at its Perth base in Western Australia.
Negotiations for a new enterprise agreement are well underway in the Cobham Search and Rescue (SAR) Services with the current greenfields agreement introduced by stealth by the company and the TWU finally expiring at the end of June 2019.
This aircraft joins the BAe146 regional jet fleet supporting the FIFO contracts in Western Australia. The aircraft was flown out from Nashville, Tennessee via Los Angeles, Hilo, Marshall Islands, Cairns and Alice Springs. This isn't the first time NJE has operated this type, only 30 months ago it operated Perth to Barrow Island in support of the Chevron contract. NJE hopes the EMB190 will be in a position to take advantage of new growth opportunities with this bigger and more advanced type. AFAP pilot representatives are certainly confident it is the right time to re-introduce the aircraft into the market. The Company also approved the introduction of the DHC–Q400 type to support the FIFO operation. The first of two airframes should arrive late June 2019. This type will primarily operate to unsealed airstrips currently serviced by the RJ85. Pilots are now undertaking training with management pilots writing manuals to ensure a smooth introduction. The arrival of two types of negotiations between the PCC representatives and management required them to provide a ‘Record of Agreement’ (for the purposes of varying the current enterprise agreement) for terms and conditions that would apply to the new airframes. A series of meetings were held over three weeks, with David Stephens (AFAP Senior Industrial Officer) attending to assist with negotiations and preparations to apply to the Fair Work Commission (FWC) to vary the 2016- 2020 agreement. The variation provided for rates of pay and protections for existing pilots who may transition to the new type, and protections around training bonds. A vote on the proposed variation returned a majority ‘Yes’ on 5 April with the FWC subsequently approving the variation on 15 May. If it was not for the assistance of AFAP Senior Industrial Officer David Stephens, this process wouldn't have been formalised in such a short time. NJE management also positively endorsed the cooperation and assistance of the AFAP.
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Captains Wayne Dickie (CNS), Sascha Bihrenbrodt (PER) and First Officer Dario Ceppellini (ESS), along with David Stephens, worked hard for many months preparing a comprehensive log of claims to present to the company. In response, the company also served their own log of claims in which they are seeking, by their own admission, a “modest” cut to current pay and conditions. They way this is necessary to stem losses being currently experienced servicing the Australian Marine Safety Authority (AMSA) contract. That agenda is of course rejected by the pilot representatives and the AFAP. Any losses incurred under the AMSA contract are losses brought about by poor commercial decisions of the company in the negotiation of the contract and its subsequent management of it. It was a slow start to negotiations in part due to the pilots seeking their own EA as opposed to an EA that covers both Pilots and Observers. One of the reasons for this approach revolves around the fact that there are three observers to every two pilots in the SAR aircrew workforce. The issue of coverage is, however, in abeyance pending the conduct of the company, and whether it seeks to act unilaterally to take advantage of those numbers by putting out a further iteration of the current second rate “agreement”. It is fair to say that the inadequacies of the greenfields agreement are lengthy and the positions of the Company and Pilots' respective log of claims (LOCs) are a long way apart at this stage. Thus, it is likely the negotiation will be protracted as the parties work through the extensive LOCs, noting however that the pilots’ industrial rights open up considerably in July this year. The last meetings were held on 29 and 30 May which saw some progress around rostering but there is a significant way to go. For example, the company wants to lock CPI increases only until 2028.
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AIRLINE MEMBERSHIP HITS A CENTURY AS THE AFAP DEALS WITH “INTENT”
SURVEILLANCE IN INTERESTING TIMES
The NJS (Airlines) Enterprise Agreement comes up for renegotiation in the next 18 months.
The Special Mission contract expires at the end of 2021.
Although bedded down, the implementation of the agreement has been a constant battle with the company persistently applying its own interpretation on the meaning of various entitlements and clauses. Flamboyant and exotic interpretations by the company go with what the company has said is the “intent” of the clause/agreement, and not the wording of the clause. The company has also tried to stretch the interpretation, or the intent as it asserts it, to mean if a pilot is entitled to one benefit then they are not entitled to another unrelated benefit. To add to this intrigue the company has also asserted it gets to choose which of those benefits a pilot is to be paid, and those not to be paid. The AFAP and Cobham Pilot Council representatives have worked tirelessly to correct the company’s interpretation and intent since the day the agreement was approved by the FWC. We are hopeful that those efforts are now paying off. The company, after again accepting the AFAP/Pilot Representatives determination on certain disputed terms of the agreement, now seem to be accepting that the agreement says what the agreement says and that the intent of the parties is what it is actually written in the agreement. To date the AFAP and pilot representatives have addressed a further three disputed “intents” favourably for pilots, bringing together something in the order of 10-12 disputed clauses/entitlements since the agreement’s approval. We are hopeful we can now focus on simply having the agreement complied with, especially as we are only months away from preparing for the next round of bargaining. On a final note, AFAP membership within NJS has rocketed, to more than 100 members, with many more pilots preparing to join. The AFAP has a target of having 150 members on board for when we commence the next round of negotiations. We saw in the current agreement the importance of high membership numbers as members implemented a successful and sustained campaign of protected industrial action. If any member wishes to be more active in supporting the Representatives and the AFAP please contact either Cobham Pilot Council Representative Belinda Baynham or AFAP Senior Industrial Officer David Stephens (david@afap.org.au) to discuss how you can become involved.
The Future Maritime Surveillance Capability (FMSC), which will form the operating requirements of the next contract, is scheduled to stand up at the end of 2024. Cobham is working with Border Force to secure a contract extension to cover the gap. If a three year extension is confirmed the company will be able to invest in updating its current mission systems on the Dash-8. This will help pave the way for offering mature technologies to the client for the FMSC. This is anticipated but not yet in place. The current Enterprise Agreement is due to expire on 30 June 2020. Negotiations for its replacement will commence in early 2020. Assuming an extension of the surveillance is confirmed by then, the new EA will likely cover three years to mid-2023. This would likely be a period of ‘business as usual’, to a great extent. However, the following negotiations will cover the end of contract period, which will be fraught with interest, depending on the successful tenderer. In the meantime, Cobham Special Mission Surveillance operation continues to grapple with similar issues as other operators, especially in the pilot recruitment and retention areas. The operation has sought to adapt and innovate, altering training regimes to account for lower experience levels at the intake stage, without lowering the standard at check-to-line. Further, the shortage of captains has been tackled with the recruitment of direct entry captains, with many being attracted to the Fly-in, Fly-out packages. The company has also joined the growing number of operators establishing their own cadetship trainee system in an effort to secure a supply of new pilots. At the time of the last EA negotiations we enjoyed a very high rate of pilot membership with the AFAP. With the recent high turnover, it is essential that all new hires are introduced to the benefits of the AFAP, which also includes access to the Mutual Benefit Fund. (MBF) This is not only to enjoy great benefits of professional representation by the AFAP at the bargaining table, but also should a pilot find themselves faced with legal or disciplinary action. MBF benefits are most advantageous when commenced at a young age, and many of our new recruits are in the younger age bracket. Your Cobham Pilot Council members will be working hard ensuring pilots are aware of the benefits of the AFAP. If you are a member already, and flying with a new hire do them a favor and get them thinking about it.
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EASTERN & From left - Capt Ben Harris, Capt Shabbir Parekh, Capt Tim Glabbatz, Capt Cam Terry, FO Geoff Brown, Capt James Thorne, Capt Yollane Baker & Capt Nathan Hayes.
The Eastern Pilot Federation Committee continues to go through personnel changes, primarily as committee members take up opportunities at Qantas mainline. The latest member to leave for Qantas mainline is the former Secretary and accommodation and meals representative, Alistair Campbell. We thank Alistair for his invaluable work and wish him all the best with the rest of his career. James Thorne has agreed to fill the secretary position while another election is being organised and Ben Harris is taking on the accommodation and meals role. The current Eastern Pilot Federation or Eastern Pilot Council Committee (including ex-officio members) is Geoff Brown (Chair) Tim Glabbatz (Vice-Chair), Ben Harris (Accommodation and Meals), Shabbir Parekh, Cam Terry, James Thorne (Secretary & Rostering), Yolanne Baker (Rostering), Nathan Hayes (Rostering) and Rob Anderson (Welfare). The changes are likely to continue as the current chair, Geoff Brown, is due to commence at Qantas mainline later in the year.
Geoff Brown along with Ben Harris and experienced pilot negotiators, Rob Lukman and David Harget, are on the Eastern Pilot Agreement negotiating team. The team has been meeting with the Company since Christmas however progress continues to be quite slow. The team has exchanged claims with the Company and continues to work on draft clauses and discuss items of concern. Qantas group wages policy dictates a maximum 3% increase with any other changes needing to be fully offset with genuine productivity improvements or cost savings. Based on the surveys and other feedback, the Eastern pilots are looking for improvements to First Officer salaries, measures that reward and retain longserving Captains and more time at home. At this stage the negotiating parties have a deal of work to do before agreement will be reached. With Cate Larkins recent departure, AFAP Executive Director, Simon Lutton and Senior Industrial/Legal Officer Patrick Larkins are providing industrial support while recruitment at the AFAP continues.
EBA meeting on 4 June 2019. From left - Capt Rob Anderson, Capt James Thorne, Capt Nathan Hayes, FO Geoff Brown, Nick Collie, Luke Fogarty, Capt Tim Glabbatz, Capt Ben Harris, Capt Cam Terry & Capt Shabbir Parekh.
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SUNSTATE
Pilot Federation
The Sunstate Pilot Federation Committee is made up of Rod Millroy (Chair), Russell Thompson (Vice Chair), Ben Davis (Rostering), Alex Potter (Rostering, Meals and Welfare), Richard Copland (Meals and Welfare), David Nelson (Rostering), Louise Pole (Meals) and Jarrod Blaker (Rostering and Accommodation). The Sunstate Pilot Federation Committee is a very stable and experienced committee. As they have done for many years, the Sunstate Pilot Federation continues to effectively monitor and resolve issues to do with meals, accommodation, disciplinary meetings and agreement enforcement. In recent years there has however been a couple of changes to the operation which have caused concern and required special attention. The first relates to rostering changes. The current rostering approach within Sunstate is a long way away from how it has traditionally been done. Long shifts, inefficient shifts, high amounts of ‘paxing’, poor buffers around days off and generally unproductive time away from home base are some of the issues that continue to plague the rosters.
Most frustratingly, even after they have been addressed and seem to have been resolved, the same problems reappear again, a few rosters later. If not for the hard work and commitment of the pilot council rostering representatives, the situation would be even worse. The second unusual change to the operation relates to pilot turn-over, the subsequent experience profile and the emergence of unfilled command vacancies. For the first time in its long history this has brought the prospect of direct entry commands (DECs) well into focus. The pilot council is very aware of the subsequent issues which DECs can create if not handled carefully. Like most pilot agreements in the Qantas Group, the Sunstate pilots’ enterprise agreement is also currently under negotiation. The pilot negotiation team is made up of Capt Rod Millroy, Capt Russell Thompson, Capt Richard Copland and Capt David Nelson, supported by the AFAP Executive Director Simon Lutton and Senior Industrial Officer James Mattner.
EBA meeting help on 5 June 2019. From left - Michael O'Neil, Ian Oldmeadow, Nick Collie, Simon Lutton (AFAP), Capt Rod Millroy, James Mattner (AFAP), Capt Richard Copland, Capt Russell Thompson & Capt David Nelson.
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FAREWELL
& GOOD LUCK
KERRY LOVEGROVE The AFAP congratulates Captain Kerry Lovegrove on his 49-year career as an AFAP member, contributing to the many improvements for all pilots in the industry. The AFAP and wider aviation community thanks Kerry for his many years of dedication and wishes him all the best in his new position, volunteering for Fremantle Sea Rescue as a crew member on the rescue craft and as a radio operator in the Cantonment Hill tower in Fremantle, WA. Kerry’s father was a Royal Australian Air Force (RAAF) pilot during the second world war, and upon return motivated Kerry to undergo the TIF (Training Instructional Flight) in 1965 at the Royal Aero Club of WA, instantly he knew aviation was the path for him. After completing as many flying hours as he could afford, as flights were at an hourly rate of three pounds, seven shillings and six pence. Kerry obtained a role as a pilot mustering sheep, cattle and goats at Pastoral station in Gascoyne and Pilbara area of WA with 70.3 flying hours in total. While working as a mustering pilot, Kerry went on to gain 800 flying hours in the 8 months that followed. Before leaving in 1967 for a Perth based trucking company flying a Cessna 180, and a charter organisation in Kununurra conducting flights for the Dravo Corporation, an American company who built the Kununurra dam. After leaving Perth and gaining his 1st class instrument rating, Kerry gained employment with Murchison & Southern Airlines flying PA 31, C402 and DHA 3 Drover aircrafts. In July 1970 he joined the AFAP shortly after the formation of a General Aviation Award, as he remembers “it was obvious to me at the time that conditions and minimum wages in the award were a great improvement on what was being offered by some employers”. Murchison was taken over by TransWest in 1971, resulting in Kerry being made redundant. After picking up odd jobs where he could, Kerry and his family moved to QLD working with Burnett Airways. Flying Regular Public Transport (RPT) services out of Bundaberg for a few years, before changing to the RPT services for Nationwide Airservices out of Rockhampton. In 1974 Kerry moved back to WA working contract for the Kalgoorlie branch of the Royal Flying Doctors Service, before commencing an Instructor Rating at TransWest Flight School in 1975. TransWest merged with Skywest Jet Charter in 1982 forming Skywest Airlines.
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This allowed Kerry to be endorsed on the EMB110 resulting in him becoming a Check Captain conducting RPT services state wide. He remained with the company as a Check Captain playing an instrumental role in setting up the BAe31 Jetstream operation, which included endorsement training in Prestwick and two ferry flights from Scotland. In 1984 the company streamlined flight operations, resulting in many pilots being demoted and re-endorsed on aircrafts with lower pay scales. In response Skywest pilots rejected the move and via the AFAP a stop work plan was introduced. This included Kerry and then Senior Industrial Officer Terry O’Connell visiting Northern ports discussing the disputes with pilots, including the Coast Watch operations and mining contracts. As a result of their visit and the negative reactions towards the company, the plan was eventually rescinded and flights commenced. Skywest Airlines was sold to Ansett Airlines in 1988, resulting in Kerry transferring to Ansett WA as a F28 FO. When the airline dispute of 1989 took place, Kerry elected to join pilots remaining out of the system. His last flight with Ansett Airways was in August 1989 in a F28 VH-FKI out of Perth with former AFAP President and current Trustee Captain Bryan Murray. Following the dispute, Kerry joined the Civil Aviation Authority (CAA) as a flight inspector and was endorsed on the CAA AC 90 Turbine Commander, tasked to administer flight test functions including Instrument Rating renewals for RAAF personnel on Macchi and PC 9 fighter training aircrafts at Pearce Airforce Base.
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RETIREMENT Soon after a new company, Indian Ocean Airlines was setting up to run an RPT service to Singapore via Cocos and Christmas Islands in an Electra L188 aircraft and required a Chief Pilot. Kerry was employed in this position and was involved in setting up their International AOC. Ansett Airlines spilt the functions of Skywest in 1992 setting up a separate company for charter operations, allowing Kerry to become the Chief Pilot. Four years later the company was brought out by Pearl Aviation.
Kerry formed an aviation advisory company in 2006 conducting operational auditing in Asia, the Pacific Islands and Saudi Arabia. Alongside simulator training at the Melbourne Simulator Centre, which is where he finally retired from aviation with 16,146.7 hours flying time. Staying with Pearl Aviation, Kerry and his wife moved to Darwin in 2003 so he could be endorsed on the C550 Citation, Grumman Gulfstream 100 and Metro 23 aircraft.
ROBERT BLEAZBY The AFAP and wider aviation community congratulates Robert Bleazby on his retirement from the AFAP. Robert has been a loyal member of the AFAP for more than 40 years, flying with Regional Express and working on improving the safety regulations. Robert never grew up dreaming of being a pilot and instead began working in a commercial studio as an industrial photographer. His next role saw him working as a photo navigator for Civil Aerial Surveys conducting mapping photography around Australia for both state and national government work. After spending a lot of time around aircrafts, the intrigue of being a pilot kicked in and he went to learn how to fly in 1970. Following his training, Robert started his first full-time aviation position in 1978 for Flinders Island Aviation, delivering The Herald newspaper on a daily basis all around country Victoria. Robert moved on from Flinders Aviation in 1981 to a piloting position at Masling Airlines (later absorbed into Wings Australia) where he stayed for three years doing the Regular Public Transport (RPT) routes.
time,” according to Robert . “The AFAP has been a very professional body of people and a very necessary one.” During Robert’s career he did a lot of work with the A FA P , s i t t i n g o n s eve ra l S a fe t y a n d Te c h n i c a l committees and councils. He represented the AFAP at the Regional Airspace and Procedures Advisory Committee (RAPAC) on behalf of both the AFAP and Rex. Robert remembers working hard on trying to get the Civil Aviation Safety Authority (CASA) to fit a safer security door for the SAAB and make it easier to open the door from the cockpit … but, alas, to no avail. The AFAP thanks Robert for his many years as an AFAP pilot member and, following retirement from flying, as an associate member. We at the AFAP, and the wider piloting community, are grateful for the work he put into making the industry safer today.
After completing his rating on the Lear Jet L35, he worked at Wards Express (owned by Mayne Nickless) on the night freight. In 1987 Robert started at Kendall Airlines flying the SAAB 340B. “It was a great job, the SAAB 340B was very comfortable aircraft, and you got to meet the locals from all the different regions,” recalls Robert. In September 2001, shortly after the last CRJ-200ERs had joined the fleet, Ansett Australia collapsed, also grounding the fleet of Kendell Airlines. Robert stayed on with Regional Express Airlines (Rex) for his remaining years as a pilot until retiring in 2015 due to medical reasons. “I lost my licence on medical grounds and the Mutual Benefit Fund was particularly supportive during this
This photo was taken in June 2008 by a flight attendant in flight over Bass Strait at night as Robert’s 20,000 hour ticked over.
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From left - Mentees Luke McConville and Brendan Reed with their mentor First Officer Roland Bowman.
FO ROLAND BOWMAN
First Officer, Cobham National Jet Systems (NJS) Mentee: Luke McConville & Brendan Reed First Officer Roland Bowman has been with Cobham for five years. The first three years was with Regional Services (NJE) on the Bae146/RJ and the last two on the B717 for NJS's Qantas contact. Prior to that Roland was at Vincent Aviation flying the B1900 based in Darwin. Roland was paired with two Edith Cowan University students – Luke McConville and Brendan Reed - who he has developed such a strong relationship with over the past 12 months, that he continues to mentor both of them outside of the program.
Why did you decide to become a mentor? When I started out in aviation, I had no family or friends that understood the industry, to help me wade through the information or nudge me in the right direction. When comparing it to other sectors I had been involved in I thought it was a bizarre setup – you could get a bare commercial license and then become an instructor straight away?! I have been helping a mate who is trying to secure his first job and I saw the opportunity to lend a hand to others through the AFAP’s Leading Edge program, so I made myself available. By no means am I an authority on how to go about it, but perhaps sharing my thoughts with people in a similar scenario to me, could make their start more informed.
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What value do you feel a mentor program brings to the industry? Mentoring plays an important role in attracting people into the industry as well as retaining them in career roles – be that in general aviation or airline. Many other sectors that have structured programs in place to assist in recruitment and providing them with tools to grow professionally. Aviation has plenty of experience on offer to people willing to ask.
What key advice do you wish you were provided when you were first starting out in your career? Although working for a major airline is fantastic, there’s no rush. Run your own race. Ending your career with 20 years in a major (instead of 35 years) is still a fantastic accomplishment. Enjoy the journey! Don’t just move on because that’s what the pilots around you are doing, some of my greatest experiences and life-long friends have been made in smaller operators around the country.
What do you think the future of aviation holds for the next generation of pilots? It’s common knowledge that the industry is growing at a significant rate, and so the need for suitably motivated and qualified pilots has never been greater. This represents a phenomenal opportunity for people of all ages to enter the industry.
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Having said that there are some fairly significant challenges to be faced, including the cost of getting a licence, continued training requirements and the lack of financial assistance options. Added to this are the increasing legislative related hurdles created by our governing body with regards to the Air Transport Pilot Licence. It will certainly be interesting to watch how the industry evolves in response to these challenges.
What was your key takeaway from the Mentor Program? You should never underestimate the effect of giving a helping hand. Career information can be confusing for anyone new to the industry, and a simple conversation can help ease someone’s concerns and point them in the right direction. There’s still a desire among the younger generation to pursue a career in aviation, however I believe our industry needs to consider what we’re offering potential new aviators. The industry needs to adapt and evolve to attract the very best candidates, and continuing programs like this is certainly a move in the right direction.
What is your involvement with the Australian Air Force Cadets? I have been involved with the Air Force for seven years as a cadet, ageing out at the highest rank and in a capacity where I could develop my leadership and operational management skills to the fullest potential, while continuing to grow our program with engaging and motivating activities, including many flying experiences. It has been a really fulfilling experience to mentor and educate the next generation – so much so I am now back in the organisation as an adult instructor!
LUKE MCCONVILLE Student, Edith Cowan University
Mentor: Roland Bowman Luke is a final year aviation student at Edith Cowan University in Perth. He has also been involved with the Australian Air Force Cadets as a Cadet Under Officer for both 702 Squadron and 713 Squadron based at Cannington, Perth, and currently as an adult instructor. Luke is completing his PPL training at Air Australia International, Jandakot.
In what ways has your mentor helped you over the past 12 months? Roland has greatly helped me navigate through a few different cadet pilot program application processes as well as give me advice on a few postgraduate options that work alongside my own interests and strengths.
What have you learned from the mentor program? T h e m e n to r p ro g ra m h a s a l lowe d m e to b u i ld a meaningful relationship with someone within the industry over 12 months and encouraged me to seek further opportunities for networking and forging worthwhile connections. I have learned a lot that will help me with my future aviation career, including an appreciation of how my mentor has built his career, reflecting on how to put my best foot forward on selection panels, as well as refining my goals with an emphasis on benchmarking my success over time.
Mentee Luke McConville.
The AFAP's Leading Edge mentor program provides aspiring pilots with one-on-one assistance and support from a pilot with long-standning experience in the industry. Mentors share their experiences, offer general career advice and provide mentees with valuable insight into the aviation industry. Mentors are matched with mentees by geographical location and, where possible, career aspirations of the mentee. This allows for the mentoring pairs to meet face-to-face throuhgout the program.
REGISTER FOR LEADING EDGE // Plans are underway to launch the Leading Edge in New South Wales, Northern Territory and Victoria later in 2019. While some hopeful participants are working in remote locations, we do urge you to still express your interest as the AFAP will look into ways to accommodate this.
If you are interested in participating but a rollout will not be in your state soon, the AFAP encourages you to please still register your interest by emailing membership@afap.org.au.
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AFAP & MBF
Scholarships Georgia Pillen Georgia Pillen was a recipient of an AFAP & MBF Scholarship in 2019 and is in her second year of her Aviation studies at the University of South Australia. For as long as I remember I have always wanted to be a pilot. As a seven-year-old netball player, I dropped the ball to look up and shout “there’s a Qantas Boeing 737 flying over us!” I would ask my parents to take me plane spotting at the airport on weekends and always wanted to arrive a few hours earlier than our flight so I could maximise time at the airport. My family’s involvement in aviation – my father worked on rescue helicopters and my uncle was a Royal Flying Doctor Service pilot - further encouraged me to pursue an aviation career. After finishing school, it seemed a natural choice to work towards a Commercial Pilot Licence and study a Bachelor of Aviation (Pilot) and Graduate Diploma of Aviation at the University of South Australia. When I turned 16 I had my first trial flight in a Jabiru and, for my 18th birthday, my friends bought time in a Boeing 737 simulator. These experiences solidified my passion. Last year I had the opportunity to fly on an aerobatic flight with former test pilot (and director of Nova Systems) Jim Whalley - an amazing experience. Becoming a pilot is not just about learning aircraft controls, but also learning about the aviation industry environment. I chose to do pilot training through the university degree to achieve the necessary licenses for an airline pilot career and gain aviation industry knowledge. The degree has been challenging and has allowed me to develop knowledge ranging from the history of aviation, aircraft systems, and law through to business management and to work with like-minded peers.
Through university, I am currently participating in the Qantas Future Pilot Program, which gives the invaluable opportunity to be mentored by pilots throughout the degree and have an opportunity to apply for QantasLink at the completion of the degree. I love my chosen career pathway and want to inspire and awaken students to the excitement and opportunities the aviation industry presents. In July last year, I was asked to be a leader at the Australian Youth Aerospace Forum in Brisbane. This is an inspirational forum for young people considering a career in the Aerospace industry. I would love to continue mentoring and inspiring people to pursue aviation throughout my career. I appreciate the opportunity to receive this scholarship and the generosity of the Australian Federation of Air Pilots.
The degree has allowed opportunities to network within this dynamic industry. The belief that “if you work hard in life you can achieve anything” has always been my driver. The goal of becoming a pilot and enjoying the course, has driven me to work hard and excel in my studies to achieve a 7.0 GPA. I began the flying component of the degree this year at Flight Training Adelaide. Flight training has been a great experience and has validated my career choice. I love the challenge and constantly developing my knowledge of aircraft and airport operations.
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Air Pilot
Thomas Dunphy Thomas Dunphy was a recipient of an AFAP & MBF Scholarship in 2019 and has completed his Bachelor Aviation at the University of New South Whales.
My first exposure to aviation came when I received a Microsoft Flight Simulator as a gift in 2006 when I was only 10. I spent many hours using the program, flying around the world in a variety of aircraft and learning about all the elements of flying, which directly contributed to my passion for aviation from a young age. Right from the start of high school, I had a clear ambition to become a pilot and, after my time in the Australian Air Force Cadets (AAFC), decided that I wanted to pursue a flying career. I was a cadet in the 306SQN AAFC at Sydney Grammar School and was exposed to military aviation through the several camps we attended at different RAAF bases around the country. I was also fortunate enough to attend a trial introductory flight day at Camden Aerodrome, where I had my first flight in a light aeroplane, a Cessna 152, on a very windy day! In 2016, I started a Bachelor of Aviation with theory and flying run concurrently at the University of New South Wales (UNSW). As I now reflect on those three years, I realise I had no idea how challenging the degree would become. The amount of work required to complete both the university requirements and the CASA components for licences both in practical and theory applications required significant commitment.
I look back fondly on the time I had with the university. In the 200 or so hours I have accumulated so far, I’ve been able to fly all around NSW and venture briefly into Victoria and Queensland. I’ve flown in cloud, at night and have enjoyed amazing sunsets from 6000 feet. Not only did I benefit from the expertise and support of university lecturers, flying instructors and fellow students, but I made lifelong friends, all sharing the passion of flying. Since finishing the degree in 2018, I have focused on working towards my dream of becoming a commercial airline pilot. In partnership with QantasLink, UNSW offers students the chance to enter directly as a trainee First Officer on their Q400 fleet. I was lucky enough to be selected to go through their assessment process to ultimately complete a multicrew coordination course and some Q400 type rating including Performance, FMS, Systems and simulator training. This has occupied most of my time since finishing the degree and I am now waiting for the next part of the training. The goal I set myself starting the degree was to land a commercial aircraft at Sydney Airport and I am so fortunate to be so close to this goal. While aviation has developed far beyond expectations in just over a century, it is still brand new in many ways, as technological advancement continues to contribute to new innovations and a safer and more comfortable experience for all. I am looking forward to being a part of commercial aviation as it continues to evolve and transform the way we fly.
The AFAP & AAP MBF awards a scholarship or prize to a second-year and third-year student undertaking piloting training at Edith Cowan University (WA), Griffith University (QLD), Swinburne University of Technology (VIC), RMIT University (VIC), University of New South Wales (NSW), University of South Australia (SA) and the University of Southern Queensland (QLD).
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WELCOME
The AAP Mutual Benefit Fund (MBF) Board member and QantasLink (Eastern) pilot Captain Cam Terry recently welcomed his son FO Paul Terry into the flight deck (and to the AFAP). Paul started at QantasLink (Eastern) in October last year and moved onto simulator training before starting to fly in January this year. He was checked to line in March on the Dash 8 Q400. He joined QantasLink through the Qantas Future Pilot Program direct pathway after completing his flight training with the University of NSW at Bankstown airport. The program requires new recruits to complete a 12-week airline transition course then begin their employment with four to six weeks of simulator training and about eight weeks of in-flight training. Prior to embarking on his flying journey, Paul studied physics and philosophy at the University of Wollongong. He completed a Bachelor of Science / Bachelor of Arts double degree in 2013 followed by an Honours year in Arts in 2014. A pilot at QantasLink for more than 30 years, Cam Terry is currently serving his final term as MBF Board Director. Editor’s Note: Are there any other pilot members out there who have followed in their parents’ flight path? Please let us know by emailing anna@afap.org.au.
AIR PILOTS AWARD
Under the Fair Work Act 2009 (Cth) the Fair Work Commission (FWC) is required to review all modern awards every four years. Due to recent amendments to the Act, the current review will be the last. The Air Pilots Award 2010 is one of the modern awards currently being reviewed. The AFAP has been advocating on behalf of members throughout the review process, which has attracted a considerable interest from employers and their representatives. The two main issues in contention are the: • Status of training bonds; and • Appropriate minimum rates for operators who fall under Schedule C – Regional Airlines of the Air Pilots Award. The AFAP is maintaining that training bonds are not permitted under the Award. Clause 16.2 of the Award currently states: 16.2 Where the employer requires a pilot to reach and maintain minimum qualifications for a particular aircraft type in accordance with this award, all facilities and other costs associated with attaining and maintaining those qualifications will be the responsibility of the employer. 38
The AFAP’s view is that training bonds are a matter for bargaining and can only be imposed when negotiated in a formal enterprise agreement. Therefore, a training bond can only exist when traded off for other benefits relative to the Award, such as higher salaries. Employers, such as Alliance Airlines, and members of the Regional Airlines Association of Australia (RAAA), are arguing that training bonds should be permitted under the Award. Where regional airlines (which fall under Schedule C of the Air Pilots Award) operate an aircraft not listed in Schedule C, the AFAP considers that the minimum salary rate from Schedule B which covers Airlines/General Aviation should be used. We are open to how this issue is addressed but maintain that an appropriate specific minimum salary for each aircraft classification should be provided by the Award. To date the employers have resisted this approach and seem to prefer a far more piecemeal approach to the problem. The matter is listed to be heard before Vice President Catanzariti in August. The AFAP’s industrial officers will continue to advise members of further developments in the review process. Air Pilot
MBF Case Study Captain P. Callander Name
Philip Callander
Nationality
Australian
Age
63
Family
Wife and 2 children
Current Location
VIC, Australia
Why is Loss of Licence cover Aviation Career so important? I joined the MBF at the age of 27. I gained MBF is essential in a pilots early years, when pilots have a lot of financial committments. In later years, it is more probably to lose income from health and licencing issues. It is financially prudent to protect your income. The Refund of Contributions when you finally retire from aviation makes it a “no brainer’ to ensure your livelihood and income are protected during you career; effectively at no cost!
AUSTRALIAN AIR PILOTS MUTUAL BENEFIT FUND
my PPL in 1974, and my CPL in 1976. I worked for Civil Flying at Moorabbin, O’Connor Air Services in Mt Gambier, Executive Airlines (Air Ambulance and Coastal Surveillence), TAA, Malaysian Airline and CX from 1991-2018. I chose to retire by choice
MBF Experience
The MBF was always helpful and easy to deal with. I never needed to claim any benefits, but thankful for their support throughout my career.
T +61 3 9928 4500 E membership@aapmbf.com.au
AAPMBF.COM.AU
NO. 1 | 2019 39
austraLian air PiLots Mbf
Loss of Licence Protection run by PiLots, for PiLots for over 50 years
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