NO. 2 | 2017
AIR PILOT
AFAP WINS IN THE HIGH COURT & AWARDS INAURUAL HAROLD ROWELL AIRMANSHIP AWARD
The Journal of the Australian Federation of Air Pilots
AIR PILOT CONTENTS// 4
THE PRESIDENT’S VIEW
FEATURES 8 AFAP WINS IN HIGH COURT The Journal of the Australian Federation of Air Pilots
22 HAROLD ROWELL AWARD
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26 FATIGUE SURVEY RESULTS
NO. 2 | 2017
REGULARS
EDITORIAL STAFF
12 THE WOMEN’S NETWORK
Editor: Emma Young Contributors: David Booth, Marcus Diamond, David Kelly, Cate Larkins, Patrick Larkins, James Lauchland, Simon Lutton, Simon Miller, Andrew Molnar, Julian Smibert, David Stephens, Joseph Wheeler, Emma Young.
19 WELFARE 30 TECHNICALLY SPEAKING
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Printed by: Manark Printing Designed by: Emma Young
31 IFALPA 34 NEW WINGS 37 MBF 38 PILOT HEALTH
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
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WWW.AFAP.ORG.AU
COUNCIL REPORTS 6
VIRGIN COUNCIL
SEND TO AIR PILOT
10 TIGERAIR COUNCIL
Email emma@afap.org.au if you would like to contribute to Air Pilot.
11 COBHAM COUNCIL
All suggestions, ideas, articles and advertisements are welcome.
25 JETSTAR COUNCIL
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16 HELICOPTERS COUNCIL 28 EASTERN COUNCIL 29 SUNSTATE COUNCIL 32 NATIONAL COUNCIL
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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 which 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 editorial.
AFAP PRINCIPAL OFFICERS// President, Capt David Booth (Virgin Australia)
VP Admin & Finance, Capt Louise Pole (Sunstate)
Senior Trustee, Capt George Brown (Sunstate)
VP Membership, Capt Ben Bollen (Jetstar)
Trustee, Capt Rob Nicholson (Rossair)
Technical Director, Capt Peter Gardiner (Jetstar)
Welfare Director, Capt Matthew O’Keeffe (RFDS)
Trustee, Capt Bryan Murray (Virgin Australia)
AFAP STAFF// Executive Director, Simon Lutton
Operations Manager, Joanne Janes
Senior Industrial/Legal Officer, Deanna Cain
Senior Industrial Officer, David Stephens
Senior Industrial/Legal Officer, Patrick Larkins
Senior Industrial Officer, James Mattner
Senior Industrial Officer, James Lauchland
Legal Counsel, Andrew Molnar
Aviation Legal Counsel, Joseph Wheeler
Industrial Officer/Welfare Coordinator, Cate Larkins
Industrial Advisor, David Kelly
Industrial Advisor, Simon Miller
Marketing & Comms Manager, Emma Young
Safety & Technical Officer, Capt Marcus Diamond
Safety & Technical Officer, Capt Julian Smibert
Office Manager, Ray Aspinall
Membership Officer, Sophie Isaacs
Finance Officer, Lennie Kovac
NO. 2 | 2017 3
the
PRESIDENT’S VIEW//
Captain David Booth Dear Members,
Over recent years your Federation has evolved into a sophisticated ‘full service’ pilot association. The diversity of articles and topics covered in this edition of Air Pilot is reflective of our multidisciplinary expertise. There are, however, a couple of articles and announcements that I personally find noteworthy. The first is the inaugural awarding of the Harold Rowell Award for outstanding airmanship. The award is named in honour of long-serving AFAP member Captain Harold Rowell, who in 1971 safely landed his Ansett F-28 aircraft on an unlit gravel runway at Fitzroy Crossing after his original destination, Derby, fogged in without warning. The worthy recipients of the first Harold Rowell Award are Regional Express (Rex) pilots Captain Markham Ross and First Officer Andrew Lamberti. Markham and Andrew were selected for their exceptional airmanship in landing at Sydney airport after the separation of the right propeller assembly on their Saab 340 aircraft in March this year. We congratulate them on the award and the way they professionally handled a very significant safety incident. Another event that stands out is our recent involvement in providing a FRMS and runway safety seminar in Jakarta. This initiative proved to be a highly successful event and brings us closer to our Indonesian neighbours. Overseen by IFALPA, and delivered in cooperation with the Garuda Airline Pilots Association, the event was a resounding success. We managed to assemble a first-class panel of speakers and attract over 100 delegates. This type of initiative in our region is invaluable for a range of reasons. Not least of these is the strong network of connections we have established should one of our members have an incident or otherwise need assistance in the region. This edition of Air Pilot also covers our successful and well-attended 2017 AFAP Annual Convention in Adelaide. This year’s convention voted by a two-thirds majority to broaden our current eligibility rule (Rule 2.1) such that it effectively includes all Australian pilots. Associated with this rule change, the AFAP Annual Convention also voted to form a new Qantas Mainline Council, effective from 2018. This means that, upon and subject to approval by the Fair Work Commission, for the first time since the 1980s the AFAP will cover all Australian pilots. This will, amongst other things, provide existing members who join Qantas mainline with the option to remain full members and continue to receive industrial representation and other services from the AFAP should they wish. I am conscious that this rule change is likely to create some degree of contention. With this in mind we have written to our colleagues and AusALPA partners at AIPA to request a ‘without prejudice’ meeting to discuss how we may balance our various interests for the ultimate long-term benefit of all Australian pilots. In other news, our long-serving Trustee and Virgin pilot Captain John Absolon recently announced his retirement from flying and as an AFAP Trustee. We wish John and his family all the best in retirement and thank him for his great judgement and dedicated service to the AFAP. I trust you will enjoy this edition of Air Pilot. Yours sincerely
Captain David Booth
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Air Pilot
ACUO & AFAP
MEMORANDUM OF UNDERSTANDING Wednesday 19th July 2017 marked the beginning of a strategic milestone for the Federation, as it signed a Memorandum of Understanding (MOU) on safety and technical matters with the Australian Certified UAV Operators Association (ACUO) in Brisbane. The decision to move forward was based on the two organisations’ common desire to pursue the development and safe integration of Remotely Piloted Air Systems (RPAS) into the civilian airspace. This was sparked following the joint efforts made in September 2016 to lobby against controversial laws in the Federal Parliament that sought to effectively deregulate and remove safety protections for the commercial operation of drones that are 2kg and under. Both pilots and certified drone operators seek to maintain safety in the airspace and avoid conflicts. However, difficulty arises because convincing regulators and governments about the seriousness of the safety issues depends on the demonstration of risk. That risk has yet to be quantified to an extent that it can influence government action, although the studies are slowly appearing worldwide. Therefore, pilots and drone operators can actively help mitigate risks by sharing information among themselves and acting together to ensure regulations do not arise that threaten the safety of aviation. The MOU with ACUO is not a form of membership to the AFAP as such. Rather it is a way for management of both organisations to cooperate at a strategic level to ensure a powerful joint voice is heard in the interests of both commercial pilots and trained and responsible drone operators in Australia. The AFAP invited ACUO President Joe Urli to speak at the 2017 AFAP Annual Convention. Mr Urli presented a brief about the industry and its scope, which was surprising in its breadth and maturity. Likewise the MOU will allow AFAP executive members and senior representatives to (on invitation) attend ACUO
AFAP President Captain David Booth signing MOU with ACUO President Mr Joe Urli
management committee meetings and learn how information sharing can assist each organisation fulfil its aviation safety objectives. The MOU is a step forward in the right direction and we welcome ACUO as a partner in helping AFAP members maintain their admirable safety standards in Australia and further afield. For more information about the ACUO MOU please contact AFAP Aviation Legal Counsel Joseph Wheeler at joseph@afap.org.au.
NO. 2 | 2017 5
VIRGIN WIDE BODY UPDATE
Pilot Federation
Following almost four years of negotiations, a Wide Body EBA endorsed by the unions was recently put to the vote. With a participation rate of 94.4%, the agreement was voted up by 83.62% of pilots. While it has taken a long time to get here, in our view the final result was worth the wait. By sticking together the pilot group has won significant improvements to the ‘no’ vote document. The AFAP also believes that the new Wide Body EBA provides a strong platform to move towards a single set of terms and conditions in the next EBA for all WB pilots. It will also require a significant level of change to allow the business to fully commit to the expansion of A330 operations into Asia, which provides greater job security and career opportunities for our members. Congratulations to the AFAP Wide Body negotiating team (Captain Ben Raby, Captain Darren Gray, First Officer Brett Rennick, First Officer Nick Bulfin, Second Officers Mick McGinnis, Peter Reddy and Sean Button) who have lead the negotiations for over three and a half years. A detailed summary of the main elements of the WB EBA package, including details of what has changed from the document that received an 85% ‘no’ vote, is available on the AFAP website.
NARROW BODY UPDATE
Narrow Body EBA negotiations have recently changed course after the Company advised it was not in a position to implement wholesale structural changes to the EBA within the next 18 months due to limitations associated with new rostering software. Instead the Company proposed the AFAP consider an EBA with minimal change and a cost of living increase in the range of 2.5% per annum to apply for two years, following which time the Company would be in a position to consider implementing more significant improvements. The Company insisted that any increases above 2.5% for lifestyle improvements would need to be offset through changes to the existing EBA. The AFAP subsequently sought member input into the direction of negotiations through a targeted survey, which garnered a very strong response from Narrow Body members. The survey results confirmed that the salary increase would need to be 3% if there were no other significant improvements to the EBA. In relation to a cost of living increase, members would not support this without simultaneously addressing the lack of financial recognition around the excessive duty hours pilots carry out. Consistent with industry standards the AFAP have asked the Company to consider a Duty Travel Allowance (DTA) for day trips (including ground duties) of $6.28 per duty hour as financial recognition of all time pilots spend at work. In addition, AFAP have put forward a claim for credits for positioning (minimum of one hour, 50% for time spent in economy, 0% if in economy x or business class). While positioning is limited in 737 VAA operations, this is an important step in financially accounting for time spent positioning in economy, consistent with Qantas and Jetstar.
Wide body negotiating team signs the deal (L to R): Nick Bulfin, Ben Raby, Sean Button , Darren Gray and Brett Rennick
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The survey results also confirmed that the priority for AFAP members is maximising time spent at home. The AFAP has pushed hard for improved protections around DDOs, currently being 36 hours and two local nights for a single DDO, with an additional DDO comprising at least a further 24 hours and a local night.
Air Pilot
VIRGIN PILOT FEDERATION
Other issues AFAP hope to address through the EBA negotiations are improvements to crew meals and accommodation. We continue to press for business class meals to ensure an appropriate standard is maintained moving forward. Improvements to accommodation in Sydney have been made as a result of the AFAP negotiating changes to the tendering process, including consideration of pilot only accommodation. Moving forward, we are seeking greater input in accommodation selections and a more transparent tender process to ensure all options are available for consideration by pilot representatives on the PWC. The AFAP and the Company are working towards an in-principle final agreement being reached following the meetings in November.
ATR UPDATE Virgin ATR pilots have recently faced a significant restructure in the operation of their fleet. On 17th July 2017 the Company went ahead with its decision to reduce the fleet from a total of 14 airframes to six ATR72–600. While the Sydney and Canberra ATR bases remain open, flying to a number of ports ex Brisbane has been handed over to Alliance Airlines. Following the initial announcement of this restructure, the AFAP was successful in convincing the Company to retain a number of Brisbane-based ATR pilots in Queensland until July 2018.
As a consequence of this restructure, many ATR pilots have been looking closely at their future and the potential avenues for career progression. While several Brisbane-based ATR pilots were successful in securing a Brisbane-based B737 position, the issue now for many ATR pilots wanting to progress to other fleets is that the Company has announced it has reached its minimum level of 69 pilots required to remain on the ATR to ensure the ongoing operation of the fleet. In an attempt to assist our ATR members, AFAP representatives have continued to discuss career progression with the Company. In a positive step forward for ATR pilots (and other members) the AFAP has recently been able to convince the Company to establish a working group to review their resource plan moving forward. This working group will include pilot representatives and will oversee the resource planning requirements with respect to recruitment needs, liaise with Flight Crew Logistics regarding bid imports and status of awards, and be the point of contact for communications regarding the above for flight crew. It is hoped that getting involved in this way will ensure positive outcomes for the ATR pilot group into the future. In the short term, the AFAP intends to ensure that this working group meets prior to the next bid import (in January) and that as many Group positions as possible are made available to ATR pilots.
NO. 2 | 2017 7
REX
Pilot Federation
AFAP SUCCESSFUL IN THE HIGH COURT OF AUSTRALIA On 12th September 2017, the Regional Express (Rex) cadet adverse action appeal was heard in the High Court of Australia before a full bench. The High Court delivered its decision on 13th Decemeber 2017. In a unanimous decision, the High Court found for the AFAP, and dismissed Rex’s appeal.
In a unanimous decision, the High Court found for the AFAP, and dismissed Rex’s appeal. The background to this appeal is that, after being provided with a copy of a very concerning letter Rex sent to prospective cadets, t h e A FA P c o m m e n c e d le ga l action in early 2015 under the adverse action provisions of the Fair Work Act. The AFAP argues that this letter threatens the career prospects of prospective and
existing pilots if they don’t promise to give up certain workplace rights under the EBA. Specifically, if they choose to stay at the agreed hotel accommodation in Wagga as opposed to AAPA dorm rooms. B e fo re t h e a d ve r s e a c t i o n case could be heard, Rex decided to challenge the AFAP’s ability to run the matter in its own name, as it had not identified an affected member (even though Rex admitted that there was an ascertainable class of people that had received the letter). This challenge was unsuccessful before Judge Riethmuller in the Federal Circuit Court. Rex then appealed to the Full Federal Court where it was heard by three judges (Justices North, Jessup and White). All three judges dismissed Rex’s appeal. Rex then chose to appeal the Federal Court decision to the High
Court, with the key question for consideration being: Where a person is affected by a breach of a civil remedy provision of the Fair Work Act (for example adverse action), is an industrial association (for example the AFAP) entitled to represent that person’s industrial interests only if he or she is a member, or alternatively, is it sufficient that the person is eligible to become a member? The broader interpretation, as pursued by the AFAP, would allow unions to pursue certain contraventions without needing to identify individual members, as long as they could establish the contravention affected a person the union is eligible to cover. This would be particularly useful for vulnerable groups of workers, such as graduates of the Rex cadet program.
AFAP Legal Team (L to R) James Lauchland, David Kelly, Andrew Molnar with AFAP Barristers Jenny Firkin and Jessica Swanwick outside of the High Court.
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Air Pilot
REX PILOT FEDERATION
Hayden Burgoyne, Mark Bennett and Robin Darroch in the AFAP Office prepping for EA negotiations
In finding for the AFAP, the High Court exhaustively examined legislative history and previous case law with the result that its decision i s t h o u ro u s h ly re a s o n e d a n d strong. The judgment is unanimous and comprehensively accepts the arguments put forward by the AFAP. The appeal before the High Court involved an extraordinary amount of work. Considerable r e s o u r c e s o f t h e A FA P we r e involved in the preparation for the appeal in terms of research and written material. The AFAP conducted the appeal inhouse, drawing on the experience of the legal and industrial staff of the AFAP, and directly briefed the barristers (rather than using an intermediary law firm). The amount of work performed by the AFAP meant that we were able to meet any argument put by Rex, and ultimately persuaded the High Court. There is now no further avenue of appeal from the High Court’s decision for Rex. As the High Court has now dismissed Rex’s appeal on the ability of the AFAP to bring the proceedings in the Federal Circuit Court, the matter will return before Judge Riethmuller and whether Rex has taken adverse action against its pilots will be fully argued. As we’ve mentioned previously, a High Court hearing is a very rare occurrence. In fact this is the first time the AFAP has been involved in
a full hearing in its history as a registered organisation (since 1938). We would like thank the AFAP’s legal team, including barristers and internal legal and industrial staff, for the considerable amount of work that has gone into this.
SUCCESS IN THE FAIR WORK COMMISSION In August a full bench of the Fair Work Commission handed down an important decision in favour of the AFAP against Regional Express (Rex). The decision reinforces our view that, under the Rex EBA, daily travel allowance (DTA) is paid from sign-on at home base until sign-off at home base, even when a pilot is doing a temporary transfer. By way of background, late last year Rex made the decision to send pilots on temporary transfers of up to 27 days. The concept of ‘forced’ temporary transfers was new to the Rex pilot group and after we could not agree on satisfactory terms for the transfers the AFAP commenced a dispute in the Fair Work Commission. This dispute ultimately centred on whether pilots are entitled to DTA for the entire period spent away from home base on a temporary transfer. The initial hearing of the matter took place in February 2017 before Deputy President Clancy of the Commission. While DP Clancy did not accept the main arguments put forward by Rex, he still found against the AFAP on other grounds. The Rex Council and AFAP industrial staff carefully reviewed this initial decision before coming to the view that it contained errors that were sufficiently serious to justify an appeal to a Full Bench of the Commission. The matter was heard on 14th June 2017 and in a comprehensive decision handed down on 21st August 2017 the Full Bench upheld the appeal and determined that DTA is payable for the entire period of a temporary transfer. This is a reassuring victory with the Full Bench making a thorough assessment of the relevant historical material that dated as far back as the 1988 Supplementary Airlines Award.
NO. 2 | 2017 9
TIGERAIR Pilot Federation
TRANSITION TO B737
After delays of more than six months, Tigerair finally received official approval from CASA to operate B737 aircraft on its AOC in June. This was a drawn-out and difficult process for many AFAP members, particularly those who volunteered to transfer to the new fleet at the Company’s request in late 2016. These pilots spent months doing little to no flying. It should be noted that a number of AFAP members worked hard to eventually make this happen, with the delays being beyond their control. Tigerair is now operating three B737 aircraft, with a fourth due to commence soon. While no clear timeframe has been given for the full fleet transition, it appears the Company is still planning for it to occur. We will continue to observe t h e s e d e ve lo p m e n t s c lo s e ly, particularly in the context of EBA negotiations.
EBA NEGOTIATIONS EBA negotiations were progressing reasonably well for the first fe w m o n t h s , w i t h o u r m a j o r claims around remuneration and rostering/lifestyle being discussed productively. Unfortunately these constructive negotiations appear to have stalled, with several concerning developments.
faced by Tigerair in retaining its pilots, as well as the assurances given by the CEO at the start of bargaining that this process would be well resourced and prioritised. The EBA negotiating team is keen to make these negotiations a priority for Tigerair and is actively considering its options.
VIRGIN GROUP INTEGRATION After the considerable effort of integrating the Tigerair and Virgin pilot lists in 2016, parties were left in a challenging situation. As a consequence of the integration deed, Tigerair was unable to employ permanent pilots until 1st July 2018. This led the Company to employ some 60 pilots on fixed term contracts in late 2016 and early 2017. As this year progressed it became apparent that this situation was untenable. There are several reasons for this. Firstly, pilots on fixed term contracts have no certainty of employment beyond t h e ex p i r y o f t h e i r c o n t r a c t . Secondly, pressure has continued to mount on Tigerair to recruit pilots into permanent positions. When this problem became apparent, AFAP representatives
began advocating strongly to c o nve r t p i lo t s o n f i xe d te r m contracts into permanent employees. While it has been a slow and difficult exercise, agreement has now been reached to convert these pilots in mid-January. While most contract pilots would have eventually been made permanent anyway (if they hadn’t taken other jobs), this will provide certainty m u c h s o o n e r t h a n o r i g i n a l ly planned.
ANNUAL LEAVE With the previous annual leave system being unpopular among the pilot group due to lack of transparency and being generally difficult to understand, AFAP pilot representatives recently proposed an alternative. It is essentially a ‘squirrel-cage’ system, which is designed to provide equitable access to peak periods of leave. Unfortunately leave allocation will always be difficult in an operation such as Tigerair, whose peak flying periods often coincide with peak leave demand. We will monitor this new system in 2018 and will ensure any improvements are locked into the next EBA.
Firstly, the Company appears to have a renewed focus on finding productivity savings from the pilot group. Secondly, Tigerair cancelled a number of recent meetings citing crew shortages as the justification. Despite this we suspect a major reason behind these delays is that EBA negotiations are simply not a priority for the Company. This is particularly frustrating considering the major challenges Tigerair Negotiating Team (L to R): James Howard, Simon Miller, James Lauchland, Matt Sheppard, and Mike MacNamara.
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Air Pilot
COBHAM Pilot Federation
COBHAM REPS LEAD THE WAY
Cobham Council has had a very busy year. With multiple agreements in negotiation and a significant number of ongoing workplace issues, this council has its work cut out. The Cobham Council Chair resigned at the beginning of the year, with Rohan Smith acting since. We are lucky now to have representatives engaged in each of our four business units and formalisation of the council structure should be completed soon. The positive news continues as AFAP membership levels continue to grow strongly.
NJS WILLING EBA AND LOSS OF LICENCE EBA negotiations commenced early this year. Major disruptions to the progress of the negotiations have come from the Company with four changes to the structure of their negotiation team. With no progress made in the six months since the expiry of the EBA, members voted overwhelmingly to take protected industrial action. The campaign continued, with eight actions. These actions and the escalation to stop work propelled the Company back to the table. However, several revised offers still fell short of the pilot body’s expectations. With further meetings came further concessions from the Company. Eventually the bargaining reps reached an in-principle agreement on the new remuneration package. One of the biggest wins was the inclusion of loss of licence/income protection/life insurance of up to $1500. This is in addition to the company provided policy. With final drafting to be done, the agreement will be ready to go to vote. As a show of support for the in-principle agreement, the pilots suspended protected industrial action. All involved are hopeful of an agreement being approved soon. The group of pilots
is very angry with low levels of morale. This protected Agreement negotiations and burgeoning opportunities elsewhere has resulted in unprecedented attrition in the last 18 months.
NJE KICKING GOALS AMID TURMOIL Regional also has an expired agreement. Negotiations were put on hold as a major client reviewed their contracts with the Company. The client’s decision has caused the Company to cease E190 operations. During this time the Federation worked closely with management to transition crew back to BAe 146 operations. Resignations continue in the pilot ranks with members taking positions with similar fly-in fly-out operators, such as VARA and Network. Negotiations are continuing and we are now concentrating on improving the loss of licence policy that has remained unchanged for the past 20 years.
SURVEILLANCE EBA TARGETS RETENTION There is positive news in this group with a new agreement commencing on 19th September 2017. A range of claims was successfully addressed and pilots are happy that they can continue with the job. Despite this news attrition is a major concern with significant retention initiatives having to be introduced, including fly-in fly-out options and massive retention payments.
SEARCH AND RESCUE ADDRESSING ISSUES FROM DODGY DEAL Beginning in January this year, this new operation is a welcome addition to Cobham. Significant delays were experienced in implementing operations due to re-tasking of the aircraft towards an operation for which it wasn’t designed. The Company, having chosen to sneak in a Greenfields Agreement in tandem with the TWU, caused significantly deficient terms and conditions. Cobham Council welcomes the input of our representative Captain Ben Kirkwood and his involvement in the Company’s workplace consultative group towards cleaning up issues such as rostering, annual leave, the ability to request days off, the aircraft toilet not being fit for purpose and ground transport away from home.
THE WOMEN’S NETWORK//
WOMEN’S NETWORK
It has been another successful year for the AFAP Women’s Network, with interest continuing to grow each year. There are currently 318 women members in the AFAP. That number has increased by 28% since we started the Women’s Network in 2010, however compared to the 4200+ male AFAP members, women are still significantly under-represented. Council
Women
Cobham
10
Eastern
15
Helicopters
9
Jetstar National Rex Sunstate
20 160 16 30
Tigerair
16
Virgin
42
Total
318
*As at 30th October 2017 As more and more female pilots enter the aviation profession, the Women’s Network seeks to address this lack of representation and involvement has continued to grow.
NEW WINGS Through the AFAP program New Wings – which seeks to promote and advance the interests of Australia’s next generation of pilots – the Women’s Network encourages gender diversity in our profession. We will continue to deliver university lectures and participate in careers fairs to teach future pilots about their employment rights and the benefits of AFAP membership.
Jetstar member Rosina Helbig with her mentee and student pilot, Hana Tachibana
STRENGTHENING WOMEN PILOTS’ HEALTH AND WELLBEING At this year’s AGM, our guest speakers focused on strengthening women pilots’ health and wellbeing. We had Occupational Psychologist - Dr Katrina Norris from PeopleSense and our own Welfare Coordinator and Industrial/Legal Officer - Cate Larkins discuss the strengths and resilience that women pilots have in regards to their mental health.
ASSERTIVE MANAGEMENT TECHNIQUES We hosted the Assertive Management Techniques course for the third year in a row, this time in Melbourne. The training created a positive and constructive environment for our members to learn new skills when handling difficult situations in both their careers and personal lives. With ongoing positive feedback from the women in attendance, we would like to continue to host these courses until each state has had the opportunity to participate.
Additionally, the Women’s Network will be supporting the New Wings mentor program, Leading Edge, with a number of our experienced pilots mentoring women pilots.
MEETINGS We’ve hosted three Women’s Network events in 2017 - a meeting in Adelaide, International Women’s Day and our AGM in Brisbane, and the Assertive Management Techniques course in Melbourne.
Attendees at the Women’s Network Annual General Meeting 2017 at AFAP’s Brisbane Office
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Air Pilot
WOMEN’S NETWORK REPORT
Women’s Network members participating in the Assertive Management Training course.
PARTICIPATION While our participation rate is strong and continues to grow in QLD, we don’t always experience similar involvement in other states. Please encourage the women you fly with to become involved with the Women’s Network – whether it is attending meetings, coming to career events or being a mentor. It is still very apparent that there are negative gender bias issues affecting women pilots in their workplace. This is something that as a ‘union’ of professional pilots we should be seeking to discourage. We should promote a comfortable, positive and safe work environment for all our pilots. The Women’s Network is aimed at helping to achieve this goal, but requires help from all members. Ask yourself what you think you can say or do to make a difference. Is it as simple as not participating in general cockpit conversation denigrating the female pilots in your work place? Is it closing down conversations on social media that single out female pilots as taking the jobs that belong to men?
“I am in the most fortunate position of working at Sunstate Airlines where, for the past 16 years, I have always worked amongst men who have always given me the utmost of respect and support. It is the only place I have worked where have been treated as such. This positive environment has undoubtedly led to a proportionally high number of female pilots and AFAP members as reflected in the figures.” – Captain Louise Pole
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2018 WOMEN’S NETWORK CALENDAR AFAP & Civil Air International Women’s Day Panel ‘Fatigue & Work-Life Blend’ 6 March 2018, Brisbane Women’s Network Annual General Meeting June 2018, Brisbane Assertive Management Training August 2018
NO. 2 | 2017 13
IN REMEMBRANCE OF Photo: Nigel Daw
MARTIN SCOTT, PAUL DAW & STEVEN GUERIN
Sadly, long-serving AFAP members Captains Martin Scott, Paul Daw and Steven Guerin were killed in the crash of the Rossair Cessna 441 Conquest at Renmark on 30th May 2017. The AFAP would like to express our deepest condolences to the family and friends of these pilots.
CAPTAIN MARTIN SCOTT
Extracts from Martin’s eulogy
Martin’s interest in flying and engineering began at an early age. His bedroom was always full of Airfix models, and this later progressed into building and flying radio controlled planes. In 1980 Martin’s father was posted to Cyprus and shortly after arriving Martin joined the Air Training Corps that was run from the local air force base. In 1984 he returned to the UK and went into sixth form in Bodmin where he made many close friends, some of which were to later follow him to Australia.
USA, Western Australia and finally Adelaide where they settled down and bought a house. Martin and Terri were engaged in December 2016 and were in the midst of planning a wedding when the accident happened. His family remembers him fondly: “Martin lived life to the full and anyone who was lucky enough to spend time with him felt that powerful force and became caught up in it.”
Martin won a place to study engineering at Plymouth University where he graduated with a Master’s degree. He also went on to complete his Masters of Business Administration. Always keen on a career in the aviation industry, he found an engineering job with the Civil Aviation Authority. At this time he was also pursuing his Private Pilot’s Licence and considering immigrating to Australia. After his first visit to Oz he was sold on the country. He settled in Darwin and soon picked up flying work. In 2005 Martin met his partner Terri in Perth and their son Andy was born in 2007. They had a love for boating and even bought a boat to live on for a while. As aviation families do, they lived in a number of different locations outside and inside Australia including the UAE, Martin, Terri and Andy
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Air Pilot
CAPTAIN PAUL DAW
was close to 15,000 hours.
Nigel Daw
Paul was well regarded and respected by many people in the aviation community whether it was flying or museum. He was a very driven person with a vision to get things done and at times he struggled when others could not fully accept what he was trying to do. He was an achiever. He joined SAAM in 2005 and served 10 years on the Committee, first as Secretary then Curator and finally Collection Manager. He also developed the F-111 tour program, which has been a huge success, and produced our Collection Guides.
Brothers Paul and Nigel Daw
Being Paul’s older brother I had the privilege of knowing him from day one, and I had a very pleasurable time with him on the Sunday just two days before the crash. We collected the large Lockheed P.3 model from the Air Cadets at RAAF Edinburgh and had a most enjoyable time together sharing ‘work’ for SAAM. Paul’s early interest in aviation (and mine) came from our father who had been a wireless operator/navigator on Douglas C-47s in the RAAF during WWII. Both of us were taken to RAAF Mallala air shows as lads during the late 1950s to see Mustangs, B170s and C-47s fly. In 1964 Paul started visiting Adelaide airport to take photographs of aircraft and that interest grew into learning to fly in the early 1970s. Following a brief working career in the banking and packaging industries, he commenced commercial flight training in 1982 at Strathalbyn. Gaining his CPL & Instructor’s rating led to a fulltime position with that flying school. This was the organisation that led to today’s Flight Training Adelaide.
He completed numerous airport crawls in Australia and around the world, making a huge range of lifetime friends through this interest. He was very generous with his time for people and helping them along their life journey. He had a kind and caring heart for those he felt needed advice supported by a caring shoulder. He is a great example of someone who dedicated his life to a field with enthusiasm and grace. Unknown to many, Paul was also a committed bird photographer. Paul has left a long lasting legacy to his family, to his friends and to those who fly or are fascinated with flight. He will be missed by us all and particularly by his family. Fly on, Paul. Thanks for the memories!
CAPTAIN STEVE GUERIN Captain Bryan Murray
Steve Guerin’s tragic death came as the greatest shock to all who knew him both within our industry and on a personal basis. I first met Steve as a consequence of the 1989 Pilots Dispute. With our respective careers at Ansett Transport
In 1975 he married Anne and they had three children, Emma, Rachel and Simon, followed by three grandchildren. He was a very loving and committed family man. Paul flew with Kendell Airlines in the late 1980s before spending seven years with KLM Citihopper in the Netherlands flying SAAB 340, Fokker F28 and F70 types.
Paul in a Fokker 70 in Brussels, 1996
After returning to Australia in 1997 he flew with several air charter companies, CASA as a Flight Safety Auditor, Alliance Airlines, Hartwig Air and Rossair. His total flying time
Captain Steve Guerin
Industries having come to an end, we both ended up flying Cessna Conquests at Skipper’s Aviation in Perth. My wife Kerry-Ann and I came to know Steve and his wife Sue well in the early nineties and I was personally honoured at the time to be asked to be the godfather to their second son David. Steve was entirely devoted to Sue, his sons Michael, David and Nicholas, and to maintaining the highest of standards in the other love of his life – the air piloting profession.
NO. 2 | 2017 15
HELICOPTER Pilot Federation BRISTOW HELICOPTERS FROM BOOM TO GLOOM
Bristow has been something of a ‘turn around’ story … albeit in the reverse sense. From a position of virtually zero staff turnover and a commanding market position, the pilot workforce has been slashed by more than half. The ongoing grounding of the H225 and a persistently depressed oil market has seen Bristow fall on tough times. The Federation has had to stand with a number of members during protracted stand-downs and after many months of, at times bitter, negotiations and the threat of appearances in the Federal Court these members have now been made whole. M e m b e r s h ave a s ke d t h a t specific mention be made of Industrial Officers David Stephens and Cate Larkins for their support during what was an incredibly stressful time for them and their families. Bristow continues to have issues and recent months have seen full-time staff made redundant and reemployed casually. As this publication is being finalised, B r i s tow h a ve fo r c e d t h r o u g h a claim for a 15% reduction in gross annual salary for pilots without consideration of other cost savings measures or respect for an existing agreement. This has been conducted under the threat of withdrawing from future contract opportunities and even the possibility of a total departure of the company from Australia.
its Chapter 11 bankruptcy with a renewed focus on winning work and meeting the market by splitting their pilot group into onshore and offshore sections, each covered by separate enterprise agreements. C H C h a s p o s i t i ve n ew s i n th e D e fe n c e SAR sp ac e wit h the Australian Army and Royal Australian Navy supplementing a long relationship with the Royal Australian Airforce. Older airframes are making way for newer types and CHC seems to be well positioned for the assumed future Defence SAR contract. CHC pilot reps report tentative but positive steps in making a new offshore agreement with the protection of current conditions and modest improvements moving forward. That proposed (at the time of going to press) is being voted on by the offshore pilot group.
BABCOCK – A SERIOUS CHALLENGE This formidable new player in the offshore market is backed by its very large UK parent company, with significant market presence via its acquisition of several European operators and local Bond/ Australian Helicopters.
Babcock’s market cap and lower cost base have made them very competitive, sweeping significant portions of the onshore SAR/EMS market as well as making inroads into offshore with Barrow Island, the Northern Territory and East Timor operations. East Timor will herald the arrival of a new aircraft type in Australia, the super-medium H175 from Airbus Helicopters. Babcock is somewhat hostile ( a t le a s t w i t h i n i t s o f f s h o r e operations) to enterprise bargaining but membership density is very high and there is good uptake of AAPMBF membership. In the meantime its on shore operations continue to be covered by a current EBA. In what may seem an odd acquisition, Japan Post backs Toll. Nonetheless Toll has done an extraordinary job of making a new pilot agreement, starting from scratch with its Aeromedical Centre of Excellence and the Ambulance NSW contract. As the dust settles on the busy period of transition into this contract, Toll are reportedly looking for other opportunities in the market, including offshore, making for a very crowded marketplace indeed!
However, in a recent vote the pilots repudiated the claim in a significant majority vote. Reps are currently in discussions with the pilot body and the Company.
CHC COMING OUT OF THE WOODS CHC seems to have emerged from
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Air Pilot
HELICOPTER PILOT FEDERATION HNZ WITH PHI AN INTERNATIONAL PLAYER HNZ had become a company with global reach and via its joint venture with PHI in Australia had swooped on a sizable portion of what was previously presumed to be Bristow work for INPEX out of Broome. This work was a part of the Initial Hook Up and Commission (IHUC) phase of this massive infrastructure project. In recent times, it has been announced that Petroleum Helicopters International (PHI) has moved to acquire all HNZs operations in Australia, PNG, the Philippines and New Zealand. It is unclear at this stage what effect there will be on the daily operation of the Broome base. HNZ/PHI have been operating up to seven S92s out of Broome in an impressive feat of organisation and planning. There have been reports of issues regarding the importation of foreign ‘visa pilots’, which the AFAP will monitor but a considerable number of new pilot roles have been created and have been filled locally. HNZ/PHI, like Babcock, have employed pilots on individual agreements, but underpinned by an enterprise agreement “negotiated” behind the AFAPs back. However, at the same time the AFAP is close to finalising a new EBA covering the Karratha MPT operations, while negotiations for a replacement ESSO contract EBA are about to commence. Very encouragingly, AFAP and AAPMBF membership density continues to rise.
IFALPA – AFAP CONTINUES TO ADVANCE INTERNATIONAL ROTARY ISSUES The International Federation of Air Line Pilots’ Association Helicopter Committee (HELCOM) was held in London in September. Current work involves position papers on cockpit ergonomics, wind farm lighting and the use of offshore alternates. The HELCOM has members participating in FRMS, helicopter PBN, RPAS and cockpit image recorders (among several others). The Helicopter Pilot Federation of the AFAP is very grateful for the ongoing support of this important work that yields real results (albeit very slowly) via ICAO rule making and change processes.
NO. 2 | 2017 17
AIR PILOTS
AWARD REVIEW Simon Miller, AFAP Industrial Avisor
The AFAP has actively participated in the fouryearly review of the Air Pilots Award by the Fair Work Commission. A critical part of our role as an industrial organisation is to ensure that Award conditions provide an appropriate safety net for our National and Helicopter Council members across Australia. The current four-yearly review commenced in late November 2014. It is separate from the annual wage review by the Commission, which reviews minimum wages in award. The four-yearly review is directed at addressing some of the structural issues existing in awards, i.e. how specific terms and clauses are worded rather than altering existing entitlements.
changes such as seeking the insertion of a rate of pay for pilots flying Embraer 135 and 145 aircraft as well as the expansion of the regional airlines schedule to ensure that pilots operating larger aircraft in regional areas are covered by the Award. We are currently attempting to resolve the outstanding s u b s t a n t i ve i s s u e s f r o m t h e r e v i e w w i t h e m p loy e r representatives. Your AFAP industrial team will then appear at a formal Commission hearing, which will finalise the review process. At the time of publication the hearing date is yet to be confirmed but we envisage it occurring in late 2017. Should you have any queries about the four-yearly review of the Air Pilots Award, please contact Industrial Advisor Simon Miller by email (smiller@afap.org.au) or call the AFAP Office on (03) 9928 5737.
In the initial phase of this review the Commission released an Exposure Draft of the Air Pilots Award. The Exposure Draft invited comment from all interested parties (both employee and employer representatives) on specific provisions of the Award. As well as commenting on the Exposure Draft, your AFAP industrial team has made numerous written and verbal submissions to the Commission regarding various proposed amendments to the Award. These submissions have highlighted not only the need for technical changes to the Award – like clarifying the entitlements of casual pilots to an hourly rate of pay inclusive of applicable allowances – but also substantive
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Air Pilot
WELFARE Update
MAP sesssions are also available to your immediate family members. They can attend with or without you.
YOU CAN CONTACT MAP SERVICES ON 1300 307 912 OR EMAIL WELFARE@AFAP.ORG.AU
WELFARE DIRECTOR A t t h e 2 0 1 6 A FA P A n n u a l Convention the Executive passed a rule change to create a Welfare Director position. We are very pleased to have Captain Matthew O’Keeffe elected into this newly created position. With Matt involved with the welfare portfolio, it has grown significantly from its modest roots. His vision is to build on current relationships with all of the welfare representatives and foster a close working relationship promoting the AFAP welfare portfolio with employers and peers. The current welfare portfolio is best described under the following headings.
MEMBER ASSISTANCE PROGRAM Our Membership Assistance Program (MAP) provides free, confidential psychological counselling for our members and their immediate families. Call 1300 307 912 to speak to one of our specialists. You can then choose to arrange an appointment in person, by phone or by Skype.
Members get four to six free sessions per issue as part of MAP membership, as do immediate family members, so you can access M A P s e r v i c e s m u l t i p le t i m e s throughout your career as required. We ensure that our industrial staff are knowledgeable about welfare issues pertinent to pilots, and know how to take care of themselves so they can take care of our members. MAP Occupational Psychologist Laura Fieldes conducted a session for our industrial team in August that focussed on dealing with conflict in the workplace, managing disputes and self-care for staff. The AFAP intend to provide yearly intensive welfare training for all industrial staff in recognition that welfare is increasingly a vital component of the best industrial service delivery.
HIMS T h e A FA P i s a n a c t i ve p a r t y and stakeholder in the HIMS Australia Advisory Group (HAAG). It is comprised of pilot unions, the regulator and relevant medical experts. The AFAP operates a
separate HIMS budget to provide training, information and support to our AFAP welfare representatives and HIMS monitors.
WELFARE REPRESENTATIVES Over the coming year welfare representatives will be focusing on creating a working relationship with each employer group. We currently organise welfare representative meetings twice a year, however next year we will start with an annual two-day welfare summit with individual face-to-face opportunities throughout the year.
PACDEFF The AFAP is also involved in other welfare related meetings, such as attending and presenting at PACDEFF. Should you ever experience a welfare related issue that you would like AFAP advice on, please contact our Welfare Director Matt O’Keeffe or our Welfare Coordinator & Industrial Officer Cate Larkins (welfare@afap.org.au).
Since MAP has been in place, m a ny p i lo t s a n d t h e i r fa m i ly m e m b e r s h a ve a c c e s s e d o u r service. The majority of members who access MAP services have never used a company EAP or a psychologist, meaning the AFAP provide a unique and trusted service. Industrial Officer Cate Larkins, Captain Matt O’Keeffe, First Officer Stuart Beveridge, Captain Marcus Diamond and Captain Julian Hopwell attend PACDEFF 2017
NO. 2 | 2017 19
CONVENTION 2017
6 OCTOBER, GLENELG SOUTH AUSTRALIA PRESIDENT’S REPORT
Captain David Booth
This year’s Convention marked the inaugural awarding of the Harold Rowell Award for outstanding airmanship. The worthy recipients of the first Harold Rowell Award were Regional Express (Rex) pilots, Captain Markham Ross and First Officer Andrew Lamberti. Please see page 22 for a detailed article on the inaugural award. In recent years we have made significant investments and improvements in our technical c a p a b i l i t i e s a n d o u r we l fa r e services. We have dramatically improved our communications and our strategic use of media. We h a v e d e v e l o p e d b e t t e r strategic alliances and significantly increased our lobbying capacity. We run a comprehensive package of training events throughout the year and have invested in our future generations of members via initiatives such as New Wings, mentoring programs and scholarships. Importantly, this evolution into a comprehensive professional association has been achieved without compromising our industrial core – protecting and furthering member’s interests in agreement making, dispute resolution, disciplinary meetings and after accidents or incidents. A n o t h e r s u c c e s s f u l e ve n t that stands out is our recent involvement in providing a FRMS and runway safety seminar in Jakarta. This AusALPA initiative proved to be a highly successful event and brings us closer to our Indonesian neighbours. Please see page 30 for a more detailed account of the event. Captain Booth thanked AFAP staff and fellow principal officers, Vice-President (Administration and Finance) Louise Pole, VicePresident (Membership) Ben Bollen and Trustees John Absolon, George Brown and Bryan Murray. In particular, he thanked Captain John Absolon for his dedicated service to the AFAP over many years. John recently decided to retire from
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flying and also step down from his Trustee position, effective as of this Convention. We wish him and his family the very best.
VICE PRESIDENT (ADMIN & FINANCE) REPORT Captain Louise Pole
Captain Louise Pole, the Vice President of Administration and Finance, reported that the 2017 profit is the lowest result in the past 10 years. She reported the following range of reasons for the low result: •
•
•
L a s t y e a r we r e d u c e d the subscription - the 1% subscription rate is now inclusive of GST for all members whereas previously the subscription rate was 1% plus GST. Heavy investment in additional services to members in recent years. A higher level of litigation than recent years with external legal costs incurred.
•
A higher level of immediate welfare payments relating to pilot member deaths than previous years.
•
Increased staffing and the expansion of our Brisbane and Perth offices.
As a result, our profit is lower and our reserves are only expected to increase modestly. We are however a not for profit organisation and we still have total assets of over $8 million including more than $7 million in cash and cash equivalents. I n s h o r t , w e r e m a i n ve r y financially sound but there are some changes to our financial performance that warrant careful monitoring.
VICE PRESIDENT (MEMBERSHIP) REPORT Captain Ben Bollen
For the purposes of our Financial Re p o r t o u r f i n a n c i a l m e m b e r numbers as at 30 June over the last six years are as follows: This simple snapshot excludes any member who was not up to 30 Jun 2013
30 Jun 2014
30 Jun 2015
30 Jun 2016
30 Jun 2017
3659
3930
4172
3984
4309
date with their subscription as of 30th June. Another point worth noting i s t h a t t h i s ye a r ’ s g row t h i s predominantly from within the National Council. 306 of the 438 new members are National Council members. This includes a significant number of student members and
Air Pilot
TRUSTEES Captains John Absolon, George Brown and Bryan Murray
young pilots commencing their career. This means that their financial contribution is quite modest in the short term however we believe that encouraging and supporting these young pilots at the start of their career will have significant potential long-term benefits for the AFAP and all pilots. Recently we finally managed to reach agreement for a new Virgin Australia Wide Body Agreement. Negotiating with Virgin management while the company is not performing strongly and in a multi-union environment is never easy. I commend the AFAP pilot negotiators along with AFAP staff members for their dedication, skill and perseverance. Looking to the year ahead I envisage a continuation of a difficult working environment for our helicopter members. We have achieved some very positive legal decisions over the last couple of years. These have ensured that helicopter members’ rights are protected, however the downturn in the oil and gas industry and other events seem to be precipitating job losses and industry adjustments beyond our control. Our full support is with you as you work through these difficult issues. Finally, on 12th September we appeared in the High Court after Rex had exhausted every other appeal avenue to challenge our right to represent our vulnerable Rex cadet members (without the need for them to be personally named). We have won on this jurisdictional point in every court proceeding on the way to the High Court and I remain hopeful and optimistic that this will continue. This has been a very expensive exercise but I believe an important one. The matter has been very capably overseen by our internal Legal Counsel, Andrew Molnar.
Generally this year has been another good year for your Federation. It is particularly appropriate that this year the Annual Convention was in Adelaide. As Trustees one of the more somber, but important, roles is to approve the immediate welfare payment to the beneficiary of a deceased member. Tragically we approved immediate welfare payments to the beneficiaries of three South Australian AFAP members killed in the Rossair Cessna Conquest crash near Renmark on 30 May this year. This event has touched many in the aviation community and our sincere condolences go out to the family and friends of the deceased pilots, Martin Scott, Paul Daw and Stephen Guerin. As members of the Finance Committee we have also approved financial support to the beneficiaries for independent le ga l r e p r e s e n t a t i o n a t a ny coronial inquest into the accident. As we have grown and evolved it is also timely that we fully review our structure and operations. The comprehensive survey of members will help inform our resource allocation and priorities for the next couple of years. We have a strong industrial core, excellent safety and technical resources, new welfare services, increasing media profile and lobbying capacity, good communication and IT platforms, high quality training events, and various membership discounts/ services. The key is to get the balance right. Finally, as referenced in the President’s Report, this Convention marks the retirement of John Absolon as a Trustee. John has been a pleasure to work with, a loyal supporter and a steady hand. We wish John all the best in retirement.
and strength of the AFAP Safety & Technical team. The Safety & Technical team are working on a number of iniatives and projects at any given time. A selection of these include, but not limited to, the following: GENERAL AUSALPA MATTERS The Fatigue Risk Management System and Runway Safety Seminar (find out more on page 28). Global Cabin Air Quality Executive (find out more on page 28). Fatigue Research (find out more on page 23). IFALPA MEETINGS AND MATTERS T h e S & T te a m a l s o h a ve recently established a digital library and communications platform AFAP Knowledge https://knowledge.afap. org.au which members may request access to by emailing technical@ afap.org.au.
WELFARE DIRECTOR
Captain Matthew O’Keeffe
At Convention 2016, we passed a Rule change to create a Welfare Director position. This position formally commenced at the 2017 Convention. Captain Matt O’Keeffe outlined the current AFAP welfare portfolio (which can be found on page 19) and thanked NZALPA for their input in growing the welfare area within the AFAP. Herwin Bongers, in particular, provided much input in helping inform and guide how we may improve our welfare services. The welfare portfolio has grown significantly from its relatively modest roots. Captain O’Keeffe’s v i s i o n i s to b u i ld o n c u r re n t relationships with all of our welfare representatives and to foster closer working relationship with employers and peers in promoting the AFAP welfare initiatives.
TECHNICAL DIRECTOR
Captain Peter Gardiner
Captain Peter Gardiner reported on the growth
NO. 2 | 2017 21
HAROLD ROWELL AIRMANSHIP AWARD HAROLD MITFORD ROWELL This year’s AFAP Convention featured the inauguration of a new AFAP airmanship award. Commissioned as the Harold Rowell Award, it is bestowed upon a member who displays outstanding airmanship while engaged in commercial aviation operations. The award is named after Captain Harold Mitford Rowell (1920–2010). He was educated at Perth Modern School and enlisted in the Royal Australian Air Force at the start of the World War II. Harold flew Douglas Bostons at 22SQN and was deployed to New Guinea in 1942–43. H a ro ld f lew h i s B o s to n a i r c ra f t , registration A28-8, on numerous combat sorties. On one occasion, enemy fire killed his gunner and seriously wounded another. The squadron transferred to Goodenough Island in March 1943, and during one strafing mission enemy fire severed some of his control cables and disabled his hydraulics. Harold skilfully recovered his aircraft to home base. His commanding officer wrote of this event:
The aircraft A28-8 was recovered from New Guinea in 1987. It was restored and is on display at Point Cook RAAF Museum. In 1945 MacRobertson Miller Airlines hired Harold. He flew Ansons, DC3, F27 and F28 aircraft on airlines routes in Western Australia and the Northern Territory. In early 1971 the AFAP WA branch recognised the hazards of operating jet aircraft to outports with no accurate forecasting. An AFAP directive stated that members carry alternate fuel for diversion to a port where accurate forecasting facilities were available. Harold was chief instigator for this directive.
FITZROY CROSSING In July 1971, Harold was rostered for the regular midnight horror run from Perth to Port Hedland, Broome and Derby with First Officer Alex Henry. Broome was forecast with fog, however Derby was satisfactory with a four-degree temperature/dew point split. With the forecast in Derby, the pressure to carry as much payload
“We were lucky enough to get a direct hit on Japanese heavy gun position, touching off their ammo dump and blew it 1000 feet into the air. Also clouted a Japanese ship of about 100 tonnes and knocked it about a bit. Also Harry Rowell fought off three Zero’s with distinction – so you can see we had a mighty good day.”
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as he could, and the AFAP directive in the forefront of his mind, Harold uplifted an extra 400 kg of fuel – the most he could carry due to landing weight limitations in Derby. At top of descent, Derby Flight Service reported that mist was forming and visibility was reduced to seven miles. The runway lights were still visible joining the circuit, but on downwind the aerodrome disappeared in fog. Harold made a MAYDAY call as he and Alex were now trapped overhead Derby at 3.00 am on minimum (but legal) fuel. Hedland was 342 nm away and Kununurra a distant 283 nm over very inhospitable terrain. Several attempts were made to find a gap in the fog, to no avail. Harold knew Fitzroy Crossing was his only other option. In discussion with George Moyle, the DCA Officer in charge that night, Harold decided to divert to Fitzroy Crossing and climbed to FL200. This was a Friday night and phone lines to Fitzroy Crossing were normally closed from 5.00 pm until Monday morning. George Moyle knew of a phone line direct to the Fitzroy Crossing hospital, which was open that night due to an extremely ill patient. The message was passed to light flares as soon as possible. The kerosene lamps were empty so several cars and trucks were placed with their headlights indicating one end of the airstrip. Unfortunately, their location was the opposite end to that requested by Captain Rowell. There was no alternative for Harold but to go around. He flew a tight circuit in the complete darkness. The fuel amber caution alerts came on, indicating the tanks were nearly empty, as he made another approach. With support from Alex Henry in the circuit, Harold landed the aircraft with minimal lighting. As the aircraft turned off the runway the engines spooled down from fuel exhaustion. In his 1996 book I flew for MMA, Captain Reg Adkins sums up Harold’s performance: “It was as fine a piece of cool headed captaincy and flying as you would ever hope to see and I always felt humble in his presence after that. He was a pilot who had been tested to the ‘nth’ degree and had not been found wanting. He had saved the aeroplane and all its passengers, maintained the company’s enviable safety record and entered the history book of aviation valour, however unwillingly.”
He spent a great deal of time working for Perth Legacy, his local chapter of Rotary, and the Muscular Dystrophy Association. In 2006, Harold was awarded the Order of Australia Medal for service to the community through ex-service, social welfare and medical research organisations.
PRESENTATION OF THE HAROLD ROWELL AWARD On 17th March 2017, Captain Markham Ross and First Officer Andrew Lamberti were piloting Rex flight ZL768 from Albury to Sydney in a Saab 340. The aircraft departed normally from Albury and climbed to FL170. Shortly after commencing a descent into YSSY the crew noticed abnormal indications from the right engine. Soon engine vibration increased and it was noted that the right propeller’s spinner had more movement than normal. They commenced an engine shutdown. There was a loud thud, the vibrations ceased and the First Officer saw that the prop had separated. The crew continued the engine shutdown procedure. With low cloud and visibility, strong winds and turbulence, the aircraft landed on Runway 16 Right in Sydney. Captain Markham Ross and First Officer Andrew Lamberti displayed outstanding airmanship and professionalism in handling an unforeseen emergency not covered by any checklist, guiding their aircraft to safe landing in adverse weather conditions. On 6th October 2017 Harold Rowell’s son and daughter, Mr David Rowell and Mrs Christine Rowell Miller, presented the inaugural Harold Rowell Award to the Rex Flight ZL768 crew.
Unfortunately, Ansett and the regulator criticised him for planning a flight to Derby in the conditions, despite the originally clear forecast. They ignored Harold’s command decision-making including his call to uplift the extra 400 kg. Instead of looking at systemic reasons why this event occurred, it proved easier for them to criticise the pilot in command. After the incident, Harold continued to fly until his retirement in 1980 at age 60.
AFAP AND COMMUNITY SERVICE Harold was a loyal AFAP member and contributed significantly to WA branch activities. He also displayed a strong sense of community service.
NO. 2 | 2017 23
NORWEGIAN CASE
Joseph Wheeler, AFAP Aviation Legal Counsel
In a previous edition of Air Pilot I described the actions underway through IFALPA to slow the runaway train of economic liberalisation that ICAO, through its Air Transport Regulation Panel (ATRP), is seeking to put in place. The move to lower economic obstacles for airlines to enter would, in effect, result in a situation where ‘flags of convenience’, or labour shopping, would become the norm. Certain carriers, due to unusual regulatory decisions, are permitted to operate flights internationally with low-paid crew and genuine safety concerns.
While the process at ICAO level continues to seek a liberalised multilateral agreement, examples continue to surface of regulators permitting carriage that should arguably not be allowed. While the process at ICAO level continues to seek a liberalised multilateral agreement, examples continue to surface of regulators permitting carriage that should arguably not be allowed. Norwegian Air UK Limited – UK N o r we g i a n – wa s p e r m i t te d to
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fly across the Atlantic on 22nd September 2017, similar to the US DOT Order on Irish carrier Norwegian Air International Limited (Irish Norwegian). This has paved the way for yet another abuse of the US–European Union air services agreement in a win for low fares, but loss for airline workers.
public interest was ignored in the US DOT decision. They also argued that the members of the labour organisations have suffered a competitive ‘injury’. They argue that if the permit is to be allowed then suitable conditions safeguarding local workers’ rights and conditions should be imposed.
The decision in September granted UK Norwegian a foreign air carrier permit to the US that allows scheduled and charter air transportation of persons, property and mail across the Atlantic. US ALPA heavily opposed the permit on the grounds that it discouraged fair wages and working conditions, and therefore did not meet a public interest test. In fact, notwithstanding ALPA’s demands about Irish Norwegian, UK Norwegian did not file any material before the US DOT to give comfort that the pilots and flight attendants would be employed. Unsurprisingly, motions of support came from US airport operators and Airports Council International.
At the time of writing, ALPA and the other organisations have filed briefs describing their case, and responded to the briefs of the US DOT and the airline, but a court hearing date has not been set. The case is expected to be heard in January 2018.
The latest decision (which is open for presidential veto until 61 days after the publication of the Order, i.e. 22nd November 2017) is another nail in the coffin for airline workers whose interests are being ignored by airlines. The ability of airlines to hand pick workers on individual and alternative type agreements from a variety of jurisdictions permits avoidance of safety and employment conditions upon which the industry relies and has come to expect. A ray of hope remains. ALPA and other labour organisations c h a l le n ge d t h e o r i g i n a l I r i s h Norwegian decision in the US District Court seeking review of the DOT decision, arguing that the
The eventual decision will be of crucial importance to the airline industry globally and will be watched by the IFALPA Legal Committee with interest for the lessons it will provide about challenging threats to the working conditions our members rely on to guarantee the safety we have all come to expect. The eventual decision will be of crucial importance to the airline industry globally and will be watched by the IFALPA Legal C o m m i t te e w i t h i n te r e s t fo r the lessons it will provide about challenging threats to the working conditions our members rely on to guarantee the safety we have all come to expect. Joseph Wheeler is the AFAP Aviation Legal Counsel, and a member of the IFALPA Legal Committee, and Professional and Government Affairs Committee.
Air Pilot
JETSTAR Pilot Federation
It has been a busy time for the Jetstar Council. In addition to a range of issues that have arisen throughout the course of the year, there have been some important changes within Jetstar management.
Earlier this year the AFAP was notified that Captain Georgina Sutton would be stepping down from the role of Chief Pilot. We understand that Captain Sutton will take up an opportunity at Qantas in the position of Sydney Base Manager and 787 Check Captain. Also of note is that Jane Hyrdlicka has left the role of CEO of Jetstar and will be taking up an opportunity at Qantas as the CEO of Qantas Loyalty and Digital Ventures. She will be replaced by Gareth Evans. A p e r m a n e n t re p la c e m e n t for Captain Sutton has not yet been appointed. We will be very interested to see who is finally a p p o i n te d , a n d lo o k fo r wa r d to building a progressive and productive relationship with the new Jetstar management team once it is finalised. The acting appointment to the role of Chief Pilot is Captain Richard Hardonin. Throughout these changes to Jetstar management and the resulting state of flux, your AFAP representatives (both on the AFAP Jetstar Council and on the Jetstar Pilot Committee) have worked tirelessly to keep matters moving.
Earlier this year the AFAP commenced proceedings in the Federal Circuit Court over the roster balancing requirements of the EBA. As part of a settlement of that case other issues were able to be resolved, including the matter of insufficient DDOs being provided to some pilots in 2016. The AFAP representatives are in the process of finalising payments for the roster balancing matter, and identification of pilots who will receive payment for insufficient DDOs in 2016 will be agreed shortly. We are also meeting with Jetstar regularly to discuss the introduction of the FlightPulse
Fuel Application. This will allow an individual pilot to access data particular to him or herself. A l t h o u g h we h a ve c o n c e r n s regarding the safety implications of the application, and the security of data that can be retrieved, we are working though these issues with Jetstar Management to ensure a d e q u a te F l i g h t O p e r a t i o n a l Quality Assurance protocols are in place. So, even though Jetstar management is undergoing c o n s i d e r a b le c h a n ge s a t t h e moment, the AFAP (through the work of its representatives at Jetstar) is continuing to progress issues. We look forward to 2018 and to working with the new Jetstar management team.
Even though Jetstar management is undergoing considerable changes at the moment, the AFAP (through the work of its representatives at Jetstar) is continuing to progress issues. We look forward to 2018 and to working with the new Jetstar management team.
NO. 2 | 2017 25
TECHNICALLY SPEAKING FATIGUE SURVEY RESULTS The amended Civil Aviation Order 48.1 Instrument (Flight Time Limitations) took effect from 30th April 2013. The AFAP has made many submissions to CASA pointing out that parts of the order do not capture the ICAO SARPs, including the ‘tripartite Implementation Guides’, nor do they adequately reflect scientific principles and knowledge. Operators were given three years to transition to the new requirements.
Percentage of pilots doing each type or work who reported fatigue as a substantial or major problem for pilots in general and for themselves
After significant operator lobbying, CASA extended the transition deadline until 31st October 2018. A team of industry experts has been appointed by the new CASA Director of Safety to conduct an independent review of aviation fatigue rules for operators and pilots. This should be published next year. The old rules were developed in the 1940s and 50s and were a pragmatic attempt to avoid the consequences of excessively tired pilots. They were not based on science or evidence, but rather on the personal experience of those writing the rules. Since then, CAO 48.1 has been relaxed by Standard Industry Exemptions (SIEs) and other exemptions issued to individual operators. The SIEs are still used by many Australian operators today. CASA’s own research1 in 2001 found that unacceptable levels of fatigue were legally possible across all SIEs.
separate survey of over 1300 AFAP members (conducted by the AFAP) indicated that fatigue is one of the most important issues for commercial pilots in Australia. The AFAP has shared these findings and other submissions and data with the CASA-appointed CAO 48.1 review team. This data should provide evidence to CASA regarding fatigue management problems in our industry. The survey should also serve as a baseline data set that can be reviewed in the future to provide evidence of fatigue management improvement. UNSW has stated that there is a large amount of data that could be used for further studies on pilot fatigue. The following is a sample of the survey findings.
THE FATIGUE PROBLEM
We now have the findings from the independent survey conducted by the University of New South Wales (UNSW) Transport and Road Safety (TARS) research group of 1,132 Australian commercial pilots. The study was funded by the AFAP to understand pilots’ experiences of fatigue. Of significance, this was the highest participation rate by pilots in a single-issue survey in recent times, with over 600 participants writing additional information and commentary about the fatigue management of commercial pilots in Australia. A 1 A review of the case for change: Scientific support for CAO 48.1 Instrument 2013
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Air Pilot
TECHNICALLY SPEAKING •
The majority of pilots reported at least sometimes experiencing fatigue before (80.2%) and during (75.2%) their duty.
•
Nearly half (46.1%) reported experiencing fatigue during duty on at least half of their shifts.
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95% reported fatigue had produced negative effects on performance.
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More than 66% had made an error due to fatigue.
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45% had experienced a micro sleep 2 while on duty.
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25% had an unplanned sleep on the flight deck.
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For domestic airline operations, 35% had woken from a sleep episode to find the other crew asleep.
FATIGUE REPORTING CULTURE IN AUSTRALIAN OPERATIONS
SUMMARY OF REPORTED CAUSES/ CONTRIBUTORS TO FATIGUE •
Long duty periods
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High flight hours
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42% have never reported fatigue
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Three sectors or more
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40% can see no benefit in reporting
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Back of the clock duties
•
•
Inconsistent roster patterns
30% say there would be an adverse response from the company
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Minimum rest between shifts
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45% report sick instead of fatigued.
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Consecutive early morning sign-on(s) followed by late night sign-on.
Not surprising to most commercial pilots in Australia, the fatigue scientists at the university, who are internationally published and credentialed in transport fatigue, have stated that they are concerned about the severity of the fatigue problems of commercial pilots in Australia. The UNSW Survey of Pilot fatigue for Australian Commercial Pilots is available on the AFAP’s website or on request by emailing technical@afap.org.au. - Prof Ann Williamson and Dr Rena Friswell
2 A micro sleep is a temporary episode of sleep or drowsiness that may last for a fraction of a second or up to 30 seconds where an individual fails to respond to some arbitrary sensory input and becomes unconscious. Micro sleeps occur when an individual loses awareness and subsequently gains awareness after a brief lapse in consciousness, or when there are sudden shifts between states of wakefulness and sleep. Micro sleeps become extremely dangerous when they occur in situations that demand constant alertness.
AUSALPA SAFETY AND TECHNICAL VOLUNTEER INDUCTION TRAINING, MAKE A DIFFERENCE - BECOME A VOLUNTEER!
In the recent AFAP membership survey over 120 members indicated an interest in participating in safety and technical activities. The AFAP will run a two day AusALPA volunteer induction course at the AFAP offices in late February 2018. All those that indicated interest will be contacted. If you are interested in safety and technical matters and wish to help make our industry safer, more operationally efficient and pilot friendly using your expertise, experience and knowledge please consider becoming an AFAP AusALPA representative. Contact AFAP Technical team : technical@afap.org.au for more information.
NO. 2 | 2017 27
EASTERN Pilot Federation
Pilot attrition has repeatedly decimated the Eastern Council making it hard to progress issues and disputes with the Company. Many of our council members were Qantas Cadets or have taken up positions at Jetstar or Emirates. This has created a general pilot shortage throughout QantasLink, particularly at Eastern. Despite these challenges we now have a full council again and have been able to allocate positions for our elected representatives (i.e. meals and rostering). As a result, we anticipate that we will have more of an impact within the Company in the next 12 months. The current council members are: •
Cam Terry – Chairman
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Tim Glabbatz – Vice-Chair
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Jonathan Wenzel – Secretary
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Jonathan Wenzel and Rob Anderson – Welfare Representatives
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Alistair Campbell – Meals
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James Thorne and Ex-Officio Richard Napier – Rostering.
address the need for procedures in the warmer weather to deal with excessive cabin and cockpit temperatures, and the health and safety issues this poses to crew and passengers. This is a sign of a more productive and less competitive partnership with Sunstate Council, which is practical for issues that affect both airlines. It might also give us a blueprint for supporting each other in the next round of enterprise bargaining negotiations, which for the first time will be bargained simultaneously. While there is no potential for pattern bargaining, it would be more effective for everyone if the two councils could share information, attend meetings together and avoid hostilities in the future.
LAST QUARTER WIN In a win for the last quarter, one of our pilot representatives devised an improved policy for Long Service Leave (LSL) to which the Company has agreed. Pilots can now bid up to a year in advance for LSL for up to 12 weeks, provided they are eligible at the time of bidding. There has been good take-up of this and increased approvals for LSL works to the benefit of our members.
Faculty of Science School of Aviation
It is fantastic to see the next generation of the AFAP coming through and being involved in their Federation. All contact details can be found on the AFAP website.
JEPPESEN BIDDING SYSTEM The biggest issue on our horizon is the introduction of a new rostering system in Qantas – the Jeppesen preferential bidding system. The new system is less transparent, with potential issues particularly in terms of preserving bid success and lifestyle. Eastern rostering pilot representatives have been working hard with the Company to iron out any deficiencies in the new system that do not comply with the EA. The Company claims that the pilot shortage and the need for new pilots to train are added factors affecting bid success. We will work to ensure that the Company is not gaining new efficiencies at your expense through the process. Your rostering reps are presently cross checking the current system against the proposed system, and they are very much in your corner in terms of ensuring the preservation of what already exists.
WORKING WITH SUNSTATE COUNCIL
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• Learn from industry experts in courses developed for the industry. • Programs tailored to your level of academic qualifications and experience. If you are looking to take the next steps in your Aviation career, contact UNSW Aviation to find out how we can take you there. Email: aviam@unsw.edu.au Web: www.aviation.unsw.edu.au Phone: 9385 6767
We have been working with Sunstate Council to
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Air Pilot
SUNSTATE Pilot Federation
The Sunstate Pilot Federation Committee is an experienced and diligent pilot team made up of Rod Millroy (Chair), Russell Thompson (Vice-Chair), Louise Pole (Secretary), Ben Davis, George Brown, David Nelson, Alex Potter and Jarrod Blaker. Earlier this year Matt Vaughan resigned to take up a position at Jetstar and, after a formal election conducted by the Australian Electoral Commission (AEC), Richard Copland has been elected to fill the vacancy. Since our last update we have raised a lot of matters with the Company. Unfortunately the list of items adequately addressed is significantly smaller. The most pressing issue at Sunstate remains rostering. The committee and the rostering reps are working tirelessly to address the many issues that arise every roster. Unfortunately only ‘Band-Aid’ fixes can be applied in an environment where there are simply insufficient resources for the work to be performed. This situation is not helped when Sunstate crew (particularly on the Dash 8-300) continue to be rostered flying out of Sydney, thereby further reducing the resources available for Brisbane-based flying. Examples of the roster concerns and breaches include: •
late finishes and early starts after a day off
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out of base rostering
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sitting around between sectors for extended periods
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multi reserves (stacked together)
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paxing on Q400 sectors for no apparent reason/necessity
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mimimum 36 hours not being rostered around single days off.
Notwithstanding this we are continuing to consult in good faith with workforce planning management over the introduction of new Jeppesen rostering software. The Company sees this software as a potential holistic solution to a lot of their and our concerns. We do not necessarily share their confidence.
Sunstate Committee Meeting at AFAP Brisbane Office
On a more positive note, the committee was successful in averting a Company attempt to move us into unsuitable accommodation in Brisbane. We are currently remaining at the Novotel, with the Holiday Inn Express only used as an emergency overflow hotel. Meals issues continue to arise in Cairns but we are working hard to obtain significant improvements. Other issues of interest include: •
continued dialogue on the FlightPulse Fuel Application to ensure its introduction is in accordance with the FOQA Agreement and all flight data is secure and only used for agreed purposes
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the raising of a number of seniority and by-pass matters
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ensuring adequate aircraft cleaning from a hygiene and OH&S perspective, particularly in the flight deck.
Overlaying all of our concerns is a ‘bigger picture’. This is that Sunstate is not, and has not been for a long time, a separate airline. The management and destiny of Sunstate pilots is significantly intertwined with that of Eastern pilots. The Company alternately treats us as one QantasLink and as separate entities when it suits them. Nothing highlights the ridiculousness and unfairness of the current arrangement more than when pilots want to move from a Sunstate base to an Eastern base or vice versa. We cannot continue to allow ourselves to be manipulated and played off against each other in this manner. With this in mind the Sunstate and Eastern Pilot committees are taking active steps to better communicate and provide a united front on shared issues. Hopefully this is a precursor to the future.
NO. 2 | 2017 29
FRMS & RUNWAY SAFETY SEMINAR
FIRST OFFICER, STUART BEVERIDGE
Virgin Pilot Federation Secretary & AFAP Safety & Technical Committee Member On the 15–16th August this year, the AFAP Safety & Technical Committee co-organised a two-day regional FRMS and runway safety training event. This was undertaken with the support of IFALPA/AusALPA, our Asia-Pacific partner associations APG (Garuda Pilots Association), and ALPA Singapore. Garuda Airlines hosted the seminar at their facilities in Jakarta.
teams, and SMS’s are formed and operate. The AFAP hopes to continue to establish strong connections within these regions, with the prospect of sharing information and improving air safety throughout the region.
Day one focused on FRMS and featured informative presentations on fatigue science, regulation, implementation and management by world fatigue experts Dr Jarnail Singh (Civil Aviation Authority Singapore) and Dr Adam Fletcher (Integrated Safety Support). These were followed by an overview of fatigue regulations in Australia and a demonstration of reporting and just culture by AFAP Safety & Technical Officer Marcus Diamond. The day finished with an open discussion forum on FRMS in practice, featuring the day’s speakers plus Captain Adrian Lim (ALPA Singapore), SFO Kelvin Kwan (ALPA Singapore) and FO Stuart Beveridge (AFAP/ AusALPA). Day two contained runway safety and SMS training in the form of interactive and cross-cultural group workshops, facilitated by AusALPA Safety & Technical Consultant Captain Brian Greeves. The many attendees from Indonesia, Malaysia, Thailand, Bangladesh and Japan left the seminar with a better understanding of how FRMSs, local runway safety
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FO Stuart Beveridge, Capt. Marcus Diamond, Capt. Shane Loney, Capt. David Booth and Capt. Brian Greeves meet outside the Pilot House.
Air Pilot
22 August 2017 Captain Murray Butt President AusALPA Dear Captain Butt On behalf of the Federation I am writing to thank AusALPA for their outstanding support during the recent Seminar in Jakarta, Indonesia. The AusALPA team which included Captain David Booth, Captain Marcus Diamond, Captain Brian Greeves and Dr Adam Fletcher provided the delegates with excellent briefings and discussions on FRMS and Runway Safety. All of the delegates were very impressed and the feedback we have received has been extremely positive. It is hoped that our members will now be able to influence their own authorities to take a proactive stance on FRMS and ensure that each international airport in the Region has a runway safety which includes pilots. Being able to provide our members with such expertise is only possible by Associations such as AusALPA extending their support and enabling their members to pass on such valuable knowledge. Thank you for all the help and assistance you have given the pilots in the Asia and Pacific Region, you have set a fine example to other Member Associations so that we can all help each other during these challenging times. Yours sincerely
Captain Ron Abel President
Headquarters 485 McGill Street Suite 700 Montreal Quebec H2Y 2H4 Tel. + 1 514 419 1191 Fax. + 1 514 419 1195 email ifalpa@ifalpa.org
ICAO Office ICAO Office: Suite 16.30 999 Robert-Bourassa Boulevard Montreal Quebec H3C 5J9 Canada Tel. +1 514 954 6306 www.ifalpa.org
NO. 2 | 2017 31
NATIONAL Pilot Federation Royal Flying Doctor Service
Central Operations: We have been in negotiations for most of this year, with the Company recently putting a document out to vote without agreement from the AFAP or pilot reps. As expected, this was overwhelmingly voted down. We are now back at the negotiating table and hoping to reach agreement soon. Launceston: Negotiations have been ongoing for some time and are currently at an impasse, with pilots working to find a way through. New South Wales: The first negotiation meeting will take place in late November. The AFAP and pilot representatives are hoping the RFDS will take a more sensible approach to negotiations this time around, after a relatively difficult process in 2014.
EBA NEGOTIATIONS
We s t e r n O p e r a t i o n s : E n t e r p r i s e a g r e e m e n t negotiations have been underway for quite some time. Progress has slowed recently due to the departure of two management representatives. In the meantime, given increasing concern around possible changes to their existing agreement, particularly in relation to rostering provisions, the AFAP has become directly involved in the negotiations. The issue now is trying to unravel what has been agreed to, and what has not been agreed to, so far in these negotiations. When that task is finalised it is hoped that the rate of progress in bargaining will increase.
A number of EBA negotiations are currently underway within the National Council.
Alliance Airlines Negotiations for a new Queensland EBA have been difficult and somewhat protracted. With Alliance paying Perth pilots approximately 12% more than their colleagues on the East Coast, and with the workload and pilot numbers in Queensland growing substantially across 2017, things are coming to a head. In a recent show of strength the pilot group comprehensively rejected a sub-standard proposal from the Company and are now actively considering their options.
Airnorth Negotiations for a new Airnorth EBA have been held regularly throughout the year. Unfortunately Airnorth has not been proactive in providing the AFAP with concrete proposals and as a result there has been very limited progress. Negotiations have remained focussed on discussions of broad claims rather than detailed drafting of clauses. This is disappointing for the AFAP and industrial action seems to be inevitable should Airnorth continue to fail to provide a meaningful response to the AFAP claims.
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Air Pilot
NATIONAL PILOT FEDERATION INDIVIDUAL MATTERS Numerous General Aviation (GA) pilots have contacted the AFAP recently after leaving their employment, seeking advice about their entitlements. Many of these have involved training bonds. We encourage National Council members to seek advice from the AFAP as early as possible regarding training bonds proposed by employers, rather than automatically signing them. We note there are difficulties associated with challenging training bonds, and pursuing other entitlements for that matter, when a pilot no longer works for a particular employer.
Agarev v Amber Aviation Academy Pty Ltd (2017) FWC 5416 Other EBA negotiations The AFAP has recently heard from pilots at Careflight (NT) and Chartair who are keen to introduce EBAs to improve their conditions at work. We anticipate these negotiations will commence early next year.
DISPUTES RFDS (Western Operations) The RFDS is seeking to close the Derby base and relocate all pilots and staff to the Broome base. The AFAP has raised concerns about this move, primarily due to the requirement in the EBA for permanent transfers to be advertised internally and allocated in accordance with seniority within the Western Operation network. The AFAP’s recent attempt to bring resolution to the issue went unanswered and in response we have lodged a dispute with the Fair Work Commission in accordance with the dispute resolution clause in the EBA.
The AFAP had a good win before the Fair Work Commission in the most vulnerable part of our GA sector against Amber Aviation Academy, based in Melbourne. Our member was summarily terminated, and this was determined by the Commission to be unduly harsh and therefor unfair. As compensation, a payment for the period our member was unemployed before obtaining new employment was ordered, plus superannuation. This decision creates clarity for the way in which the Small Business Code, which deems summary termination unlawful except in the case of serious misconduct, applies to small business employees (defined as business that have 15 employees or less) in the aviation sector. Hopefully this sends a strong message to the GA sector that the AFAP are not willing to tolerate unfair dismissal of our members and will to pursue employers in breach of this with the full force of the law. The AFAP is now considering its options in the small claims court for breach of the Air Pilot Award 2009 for underpayment for the same member – watch this space.
Ad Astral Aviation underpayment claim The AFAP recently commenced action in the Federal Circuit Court on behalf of a member. This involved claims against the pilot’s former employer, Ad Astral Aviation, for non-payment of annual leave, superannuation and loss of licence insurance amounting to $20,000. Notwithstanding correspondence with the employer and their solicitors over several months, the Company was unwilling to rectify the nonpayments despite the Company admitting liability for the entitlements owed. The matter has been pursued in-house by the AFAP as a small claim in the Federal Circuit Court. At the time of publication, Judge Lucev had ordered that the parties undertake mediation, to occur in either December or January. We will keep members advised of further developments.
NO. 2 | 2017 33
The AFAP’s New Wings program seeks to ensure that pilots in the early stages of their career are effectively supported on the path to a fulfilling profession. More expansively, New Wings seeks to promote and advance the interests of Australia’s next generation of pilots.
FAIR TREATMENT WHEN STARTING A CAREER Andrew Molnar, AFAP Legal Counsel In 2017, there were several important decisions handed down by the Federal Circuit Court of Australia that examine in detail provisions of the Air Pilots Award 2010. Whenever a provision of the Award is interpreted by a court, it provides an important precedent that can be used by the AFAP to assess how future claims might be dealt with. It also indicates which parts of the Award require revision as part of the Award variation process conducted by the Fair Work Commission. One of those decisions is Fair Work Ombudsman v Broome Helicopter Services Pty Ltd & Anor [2017] FCCA 2364, a decision of Judge Lucev who sits in Perth. The decision is particularly important because it gives content to various provisions of the Award that have no been judicially covered before.
The decision is particularly important because it gives content to various provisions of the Award that have not been judicially covered before. It does so on a set of circumstances that reflects the reality for many pilots starting out in their career who are working for small regional operators that often only see the Award as a guideline rather than what it really is – the minimum conditions and entitlements to which all pilots covered by the Award are entitled. The AFAP understands that it can be a difficult thing for a pilot who is just commencing their aviation career, and who needs the flying hours, to raise the fact that they are not receiving their minimum entitlements. This d e c i s i o n s h o u ld p rov i d e assurance to those
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pilots that a court will assist them, albeit through a process that can take a long time and where a pilot must put their hand up and give evidence. Broome Helicopter Services Pty Ltd (BHS) is a small operator based in Broome. Its operations include tourist and commercial flights in and around Broome in the Kimberley region of Western Australia. Two pilots employed by BHS, Michel Thomson and Guy Sullivan, ceased their employment on 19th September 2012 and 24th September 2012 respectively. After their employment ceased, the Fair Work Ombudsman commenced proceedings on their behalf against both BHS and its sole director/Chief Pilot, Joseph Calandra. The liability of Calandra will be addressed specifically later in this article. The proceedings commenced by the Fair Work Ombudsman alleged various breaches of the Award. This article will address the most important of these breaches, where a pilot performs mixed functions, employee records, when a pilot must be paid, roster publication and when a sole director/Chief Pilot may be considered to have assessorial liability for contraventions of the employing entity. It is important to note at the outset that the court process is not a quick one. The claims made in this decision relate to periods of employment in 2012. The proceeding was commenced in 2013. Although liability has been determined, the quantum of that liability and any penalties to be applied to BHS and/or Calandra are still being determined. Although every case is different, it demonstrates that commencing proceedings is not necessarily a quick solution. Nevertheless, minimum entitlements should be enforced and a court is an extremely persuasive forum for this to occur.
Nevertheless, minimum entitlements should be enforced and a court is an extremely persuasive forum for this to occur.
Air Pilot
PILOT DUTIES One of the main issues considered by Ju d ge Lu c ev wa s h ow to characterise pilots who perform functions other than flying. In operators such as BHS, pilots are often required to perform duties unrelated to flying such as administrative tasks, taking b o o k i n g s , lo a d i n g / o f f - lo a d i n g passengers and cleaning duties. The question considered by the Court was, did the Award rates of pay only apply to the hours that strict pilot duties were performed (which would have resulted in part time employment). Judge Lucev found that it was necessary to apply the Principal Function test. The Principal Function test determines the major, substantial or principal aspect of the work performed by the employee. This involves an examination of the time required to perform those duties, and more importantly the hierarchy of those duties, to determine what the true principal function of the role is. In this case it was found that the principal function was that of a pilot. All the other tasks required would have not have been performed if the employees were not pilots. Accordingly, BHS was obliged to pay its employees as pilots under the Award for the duration of their employment regardless of their other duties.
In this case it was found that the principal function was that of a pilot. All the other tasks required would have not have been performed if the employees were not pilots. Accordingly, BHS was obliged to pay its employees as pilots under the Award for the duration of their employment regardless of their other duties.
An important related issue was raised by BHS. It argued that as the pilots would fly for a short while in the morning to take passengers, and then wait for long breaks until the passengers were ready to return, then these long breaks were essentially free time. BHS argued that these periods of time should not be paid. The Court did not accept this argument and found that the pilots were required to be at these locations by BHS. It was therefore time worked. In relation to evidence to establish what hours were worked by the pilots, evidence was given that Calandra had directed pilots to insert incorrect work times in their flight sheets. The Court found that a more reliably accurate record of hours worked was the information recorded by the pilots in their log books.
PILOT RECORDS Under the Fair Work Act 2009 (Cth) (FW Act), employers are required to keep employee records detailing very specific information including pay details and how those amounts are made up, hours of work, annual leave records and superannuation records. These records must be kept for a period of seven years. In addition, payslips must be provided to employees within one day of a pilot being paid. In this decision, the falsification of the time sheets at BHS constituted a clear breach of its obligation to make and keep correct employee records.
WHEN PAYMENT MUST OCCUR After pilots raised the issue of underpayments, BHS made various lump sum payments that it claimed extinguished its liability. The Court disagreed. The FW Act requires that payments in relation to work must be paid in full and at least monthly. Lump sum payments correcting any underpayments made outside this period are not sufficient to
meet the requirements of the FW Act. Accordingly, although pilots may receive their entitlements eventually, it is still a breach of the FW Act if they are paid late.
ROSTERS The Award requires that rosters need to cover a 14-day period, and must be published no less than seven days prior to the commencement of the period. B H S h a d a p ra c t i c e i n p la c e whereby each pilot’s iPhone was connected to the office computer. Appointments were made in the calendar which would then be sent to each pilot’s iPhone. Rosters were often prepared a week or two in advance, however they were frequently changed on short notice, and often the night before the relevant duty. The Court found that although a roster may be published electronically, the practice at BHS was not in accordance with the Award. Judge Lucev noted that rosters represent an allocation of hours of work and are not a mere forecast. An employer who issues a blank roster and invites employees to nominate their shifts does not meet the requirements of the Award.
An employer who issues a blank roster and invites employees to nominate their shifts does not meet the requirements of the Award. In this decision the rosters published by BHS indicated the activity to be performed, but not the employee who was rostered to work that activity. Accordingly, BHS had breached the Award.
NO. 2 | 2017 35
LIABILITY OF CALENDRA As noted above, the proceeding was also brought against Calandra, the sole director and Chief Pilot of BHS. An individual may be found to be liable for the breaches of the employer company if they are ‘knowingly concerned’ in the contraventions of the company. This does not mean that the individual must have intentionally known he or she was contravening the Award or FW Act, rather that he or she knew the essential matters going to make up the contravention. The Court found that Calandra: •
was aware that BHS must comply with Commonwealth workplace laws and the Award
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was responsible for management and control of company as a sole director and Chief Pilot
•
had ultimate responsibility for company payroll
•
had ultimate responsibility for decisions regarding staff (such as the setting wages, the timing of payments and approving payments)
•
authorised decisions regarding company operations.
Accordingly, Calendra was found to be ‘knowingly concerned’. It didn’t matter whether he knew he was breaching the Award or the FW Act, rather, he knew the essential matters going to make up the contraventions. The importance of a finding of accessorial liability is that penalties can be applied on an individual who is involved in a contravention (such as a sole director/chief pilot) as well as the employer-company.
The importance of a finding of accessorial liability is that penalties can be applied on an individual who is involved in a contravention (such as a sole director/chief pilot) as well as the employer-company.
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ADVICE FOR PILOTS For a pilot who is starting out in their career it can often be difficult to raise issues with a new employer. Pilots in this situation are often more concerned with landing a job, getting their hours up and moving on. This makes them vulnerable to unscrupulous employers who take advantage of their employee pilots and don’t see the Award as a strict safety net of entitlements. This issue is often compounded where it is a pilot’s first job and the workplace is nonunionised and remote. However, early identification of these issues and their resolution can assist in recovery for the individual pilot, as well as ensuring that standards are maintained in aviation generally.
However, early identification of these issues and their resolution can assist in recovery for the individual pilot, as well as ensuring that standards are maintained in aviation generally. Pilots have six years in which to bring a claim for a breach of the Award or the FW Act, however by this time evidence can be difficult to collate and memories are not as persuasive when giving evidence. For this reason, the AFAP always urges raising issues sooner rather than later. Court cases are not to be taken lightly. They can be long, tiring and uncomfortable for the pilot concerned. The AFAP will always support members on whose behalf the AFAP commences proceedings. Of course the AFAP always attempts to resolve issues at an earlier stage, without needing to resort to litigation, however this depends on the approach of the employer in question. The decision reviewed in this article is a good decision for pilots. It clarifies many aspects of the Award, and gives clear guidance to both pilots and employers. Most beneficially, it provides a clear precedent to enforce minimum standards contained in the Award.
The decision reviewed in this article is a good decision for pilots. It clarifies many aspects of the Award, and gives clear guidance to both pilots and employers. Most beneficially, it provides a clear precedent to enforce minimum standards contained in the Award.
Air Pilot
MBF SPOTLIGHT
A DIRECTOR’S INSIGHT CAREER SUMMARY I have had an interest in aviation from a very young age. Growing up on a farm in New Zealand cemented a curiosity about the incredible capabilities of helicopters. After a few years with the New Zealand Army, I elected to continue with flight training in helicopters. I worked commercially and as a flight instructor all around the North Island before pursuing multi-engine and instrument qualifications in Queensland, Australia. I was very fortunate that at that time the oil and gas industry in Australia was picking up in a big way and I secured employment with Bristow Helicopters in 2006. This journey has seen me fly on a range of operations in some beautiful and challenging parts of the world. I’ve trained or operated in New Zealand, the Great Barrier Reef, The Northwest Shelf of WA, the Kimberley, the Northern Territory, Bass Straight, the Solomon Islands, Malaysia, the United Kingdom and Papua New Guinea. Nowadays you’ll find me working as an oil and gas [word missing?] and SAR pilot on the AW139 out of Exmouth, WA. I work away for two weeks and have two weeks at home with my family in Victoria’s Yarra Valley.
THE IMPORTANCE OF THE AAPMBF I remember as a new co-pilot being introduced to Glenn Williams in Karratha. Glenn was a director and chairman of the AAPMBF and as my young family had started to grow in
number it was certainly time to get serious about making provisions for their financial security in the event that I couldn’t work. In the early days my membership was largely driven by the advice and encouragement of my Bristow colleagues. After all, we all think we are invincible in our twenties! However, as time went on it became clear that the MBF was making a positive difference not only to the lives of Bristow pilots but Australian pilots everywhere. I guess it would be fair to say that in the early years I took for granted the comfort and security provided by the MBF. It wasn’t until I was faced with the illness of close colleagues that the reality of just how fragile our Class 1 Medical Certificate can be hit home. Having to imagine what would happen if my family was faced with an extended period of limited income really highlighted the importance of the MBF. I have always believed in the importance of leadership as being a service to others, and my years as a pilot representative within Bristow and the AFAP seemed to naturally evolve into an interest in participating more directly within the MBF.
INTEREST IN BEING A DIRECTOR
I stood for Director elections in 2011 and have served as one of the Directors of the MBF since that time. I am involved with the Investment Committee and have also acted as the Chairman of the Rules Committee since 2015. I have seen firsthand the incredible support the MBF gives to its members. It’s a unique challenge and sometimes reaching a consensus amongst nine aircraft captains can be colourful! I guess it’s evidence of just how seriously the Board takes it role in managing the best interests of members and preserving the vision of the AAPMBF founders. I welcome the queries of all members and prospective members about the activities of the MBF. I’d also be happy to talk to those of you who might also like to consider stepping forward in service as a director. Fly safe ... stay well! Matthew Nielsen Director – Chairman Rules Committee
NO. 2 | 2017 37
RECOVERY AFTER TRAUMA Laura Fildes, Clinical Psychologist
PeopleSense Principal Consultant (VIC & ACT) Aviation is a dynamic and rewarding calling but it can also, on rare occasions, expose our members to dangerous and traumatic experiences. This year there were some tragic events in our General Aviation sector. When these incidents occur it is important more than ever to look after each other and ourselves. Our Membership Assistance Program (MAP) Contract
Manager, Laura Fildes, an experienced occupational psychologist, provided the following primer for our membership in how trauma might present itself after a traumatic incident, and how to get support. If you have any questions about Laura’s article, or any of the AFAP welfare services and how they work, speak with Cate Larkins, our AFAP Welfare Coordinator.
A trauma can be defined as an event outside the usual realm of human experience that is markedly distressing (e.g. evokes reactions of intense fear, helplessness, horror etc.). Reactions to trauma are different and individual for everyone. These reactions are normal responses by the body and brain as they try to make sense of what has happened. SYMPTOMS CAN INCLUDE:
Cognative •
Behavioural
Physical
Difficulty concentrating
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Numbing
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Withdrawal
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Irritability
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Forgetfulness
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Fear
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Antisocial acts
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Loss of perspective
Anxiety
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Appetite changes
Sleep disruptions and nightmares
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Anger
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Pacing
Fatigue/exhaustion
Obsessed by thoughts of the incident
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•
•
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Guilt
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Restlessness
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Feeling 'on edge'
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Panic
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Headaches
Denial
Changes in social activity
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Increased alcohol consumption
Gastrointestinal problems (diarrhoea/ constipation)
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Increased drug consumption (prescription and non-prescription)
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Vomiting
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Chest pain
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Rapid heart rate
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Teeth grinding/jaw clenching
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Sweating
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Difficulties breathing
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Worrying
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Difficulty with problem solving
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Emotional outbursts
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Feeling overwhelmed
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Loss of selfconfidence
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Sense of helplessness or hopelessness
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Emotional
Intrusive thinking
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Depression
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Increased smoking
Air Pilot
PILOT MENTAL HEALTH
Symptoms should decrease over time, and generally cease between one to three weeks. If symptoms continue or are significantly impacting your functioning, a psychological intervention may be warranted. Psychological intervention can help process the memory so that it is not associated with the above symptoms. You may always experience emotion when remembering the event, but not with the intensity you did during the event or immediately afterwards. If the intensity of emotion remains, you experience intrusive thoughts and flashbacks, or you feel like you just can’t get past the event, then you need to seek professional assistance. Recovery following trauma is also individual, and it is vital that the individual is supported to cope in his or her own way. Some people may want to talk about the event, others may want some time alone to process – it is important that individuals are supported to do what they feel they need to following a traumatic event. Basic selfcare is important including eating regularly, sleeping and resting, returning to a normal routine as soon as possible, and seeking help if needed.
professional assistance. Member Assistance Program (MAP) services can be of assistance here. MAP services through the AFAP offer free and confidential face-toface or telephone counselling appointments to help with emotional situations or traumatic workplace incidents. There are highly effective, evidence based treatments for trauma, and these can be offered through the MAP. Initial reactions to trauma are normal. Everyone’s response to trauma is individual to them. Taking care of yourself and others facilitates recovery, and talking through your symptoms or the event with a qualified professional can be an important element of this selfcare. Recovery can be a marathon not a sprint so if you are concerned for a colleague, even some weeks later, remember to ask if they are okay.
Recovery for individuals following a trauma can depend on several factors, some of which include: the degree of the life threat, the proximity to the incident, your coping style, social support, your personality, and prior experiences. If you or your colleagues are experiencing ongoing symptoms that are affecting your ability to do day-to-day tasks, it is advisable to seek
You do not need to be in crisis to access MAP services. MAP is there for normal everyday people, with normal everyday issues (and the PeopleSense psychologists are quite normal too!). MAP sesssions are also available to your immediate family members. They can attend with or without you.
YOU CAN CONTACT MAP SERVICES ON 1300 307 912
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GLOBAL CABIN AIR QUALITY EXECUTIVE The AFAP is long-standing member of the Global Cabin Air Quality Executive (GCAQE) that was established in 2006 and is now the lead international organisation focussed on addressing the issue of bleed air contamination. There is extensive data compiled over the last 60 years confirming that contaminated air poses both a flight safety and health risk for those exposed.
The GCAQE annual general meeting and workshop were held before and after the conference. Three new working groups were formed to assist the GCAQE goals. With representatives on each working group, we also host the groups on our AFAP-Knowledge digital platform.
GCAQE INTERNATIONAL AIRCRAFT CABIN AIR CONFERENCE 2017
The three GCAQE working groups are: •
Technical
The GCAQE recently ran the 2017 International Aircraft Cabin Air Conference at Imperial College, London. The GCAQE received exceptional feedback on the conference from all sectors including airlines, manufacturers, research organisations and crew.
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Medical/Science
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Education/Communication
The conference received extensive media coverage, including positive coverage of the EasyJet announcement that they are going to trial the new PALL Aerospace total air filtration system and sensor equipment. Further media can be seen at the aerotoxic.org website. The conference achieved a number of key objectives with some of the outcomes from the conference including: •
demonstrating the latest science and evidence. Presenters dismissed any claims that there is no/ little problem
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enabling airlines, manufacturers and other industry organisations to ask for expert support to assist them in addressing the issue
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e n a b l i n g s c i e n t i s t s , d o c to r s , a c a d e m i c s and specialists to work together and share information
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demonstrating that solutions do indeed exist
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planning to prepare a short version of the proceedings to be submitted to a peer review journal. The printed conference proceedings will be finalised in 2018.
Video of the majority of the conference presentations and the PowerPoint presentations are now available via the GCAQE website.
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GCAQE WORKING GROUPS ESTABLISHED AND HOSTED ON AFAP-KNOWLEDGE
CABIN AIR SAMPLING TRIAL IN AUSTRALIAN AIRCRAFT The AFAP representatives at the GCAQE conference were impressed with a presentation given by Chris van Netten, MSc. PhD. Professor of Environmental Toxicology (Emeritus), from the University of British Columbia in Vancouver, Canada. The professor’s research team has developed a portable air-sampling device for suspected contaminated air. His laboratory then analyse the filters for toxic volatile organic compounds. The device has been approved by the FAA and has been accepted by TSA security screening.
REPORTING OF CONTAMINATED AIR EVENTS Contaminated air exposures are significantly under reported despite being a flight safety and health issue of significant concern to our executive and members. The GCAQE have a reporting link on their website. Please share this link with your colleagues and contacts. Remember that, under the Australian Transport Safety Investigation Act 2003 Section 18, smoke and fumes are an immediately reportable matter. An event must be reported to a nominated official as soon as is reasonably practicable and a written report submitted within 72 hours. The penalty for failing to do so is 30 penalty units and imprisonment for 12 months.
Air Pilot
JUST CULTURE OR JUST EMPTY WORDS?
AFAP MEMBER
Line Pilot & Safety Officer with an Australian Carrier As aviation professionals we are constantly introduced to new ‘best practice’ – new technology, new procedures, new concepts … CRM, HF, NTS anyone? For many aviation organisations ‘just culture’ is simply words in a manual, written to meet some compliance requirement. When it isn’t properly implemented pilots are reluctant to report mistakes through fear of retribution. Companies are reluctant to let perceived errors or failings pass unpunished for fear of losing regulatory approvals or business. This becomes a toxic cycle, where there is little room for progress and distrust prevails between management and crew. However, as an organisation matures, just culture becomes a n e f fe c t i ve to o l t h a t i s n o longer feared but is embraced by managers and employees alike. It allows a collaborative approach where employees feel empowered to effect change. Management receives information they might otherwise miss out on, and have a chance to proactively manage safety issues rather than picking up the pieces after a potentially disastrous event.
Crew need to trust managers: that the information will not be misused, that managers actually care about what is happening out on the line and are motivated to fix issues. In turn, managers need to show respect for information received by those operating on the line, as this is where many risks can be identified before they become safety issues. Managers need to have a measure of trust in their staff, that information is being provided in good faith to help the company achieve safety objectives. The key to achieving a truly j u s t c u l t u re i s e d u c a t i o n . A n organisation needs employee buyin to really achieve just culture. If people don’t believe in it then it is harder to gain the necessary reporting culture that identifies and tracks issues. The best way to achieve this is to empower staff to become part of the solution, and a great way for that to occur is by making the system as transparent as possible and by demonstrating its effectiveness.
happen in a timely manner, but information disseminated must also be balanced with other needs including confidentiality for the reporter or other involved parties, media/commercial interest, or regulatory reporting requirements. It does take time and effort to develop a truly just culture within an organisation, and change needs to begin at the top of the food chain. This commitment must be genuine and unwavering, as crew need to feel psychologically secure in their ability to safely admit error. One decision to punish crew unfairly for a mistake can have huge consequences when pilots no longer trust the system and become reluctant to admit any kind of fault. Arguably the attainment of a perfectly just culture may be unachievable, but it should be something that an organisation aspires to and continuously seeks to improve. Words in a manual simply aren’t enough.
Feedback is essential, both to reporters of incidents and other interested parties. It needs to
NO. 2 | 2017 41
2017 AFAP SURVEY RESULTS Thank you to the 1,305 members who completed the AFAP Membership Survey this year. Your feedback is greatly appreciated. We have reviewed the results and we will use your preferences and insights to inform our decisions and improve our services.
E X T RE M E LY UNS A T IS F IE D
40%
4%
3%
11%
42%
SATISFACTION WITH INDUSTRIAL/LEGAL TEAM
UNS A T IS F IE D
DRAW WINNER Captain Roger Williams, Cobham Pilot Federation
N E U T RA L
S A TIS F IED
Of the members who have used the AFAP for an individual matter, 82% of members are satisfied or extremely satisfied with the service provided by the Industrial & Legal Team.
E X T RE M E LY S A TIS F IED
The membership is split between the views of AFAP’s role when negotiating agreements between the pilot group and management.
AFAP'S ROLE IN NEGOTIATIONS
SUPPORTING ELECTED PILOT REPRESENTATIVES IN NEGOTIATIONS 50%
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LEADING NEGOTIATIONS 50%
Air Pilot
Captain Maurice Ritchie Eva Air AFAP Member for 36 Years
Captain Geoffrey Austin Virgin Australia AFAP Member for 38 Years
Captain Peter Nelson Regional Express AFAP Member for 31 Years
Captain Stephen Jando Emirates AFAP Member for 40 Years
Captain David Maddern Emirates AFAP Member for 39 Years
Congratulations to our long serving members: Captains Maurice Ritchie, Peter Nelson, Geoffrey Austin, Stephen Jando and David Maddern on their retirements! NO. 2 | 2017 43
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We understand the life you live, the risks you take and the protection and support you deserve. Ring us today on 03 9928 4500 or visit www.aapmbf.com.au