BPR Message to the Pilots
June 17, 2008
Fellow Pilots,
The leadership of USAPA feels it paramount to convey our thoughts to you regarding recent events here at US Airways, and the importance of your level of participation as USAPA enters into the ‘Contract Negotiation Mode’. The goals that USAPA was built upon, such as Pilots First and Fair and Equitable, are attainable through negotiations with the Company.
Electing USAPA as the US Airways pilots’ bargaining agent was step one in the process of fulfilling the goals of the union. We must now use our collective energy, the same energy that created our new union, to gain a contract that every US Airways pilot deserves. This is not union rhetoric or a wordy get tough letter; this is about your success.
Last week’s furlough announcement is not only a devastating blow to individual US Airways pilots, but it also plays a role in the ‘Contract Negotiating Mode’ which we will discuss later in this letter. First, let us assure our pilots that the leadership and committee structure are committed to exploring every avenue to mitigate the effects of the furlough. President Steve Bradford appointed Courtney Borman to the position of Furlough Administrator where he will coordinate the union’s efforts regarding furloughed pilots. President Bradford is also soliciting additional volunteers from the West to help in this effort. President Bradford also tasked the appropriate committees and our legal team to ensure that the Company remains within the limits of our Working Agreements and all other agreements including the Transition Agreement, and to ensure compliance with all minimum aircraft and utilization requirements.
The USAPA leadership regards the furlough announcement as more about perception than substance. The perception to which we refer is not just public or investor perception, but rather pilot perception and posturing for pilot consumption as we enter the ‘Contract Negotiating Mode’. The furlough announcement and the events leading up to the announcement are suspect at best. To the trained labor expert, the Company’s actions can easily be viewed as the strongest tools management can use to control pilot expectations while in the ‘Contract Negotiating Mode’, thereby attempting to affect your behavior and support for the union’s Negotiating Team.
Let’s take a moment to establish the integrity of our management, determine the respect it has for our pilots, and demonstrate the tactics that they employ in the ‘Contract Negotiating Mode’ by reviewing some of the events leading up to the furlough announcement.
On Wednesday, June 11, management held a Shareholder Meeting in which there was no mention of impending layoffs. Hours later on the same day, US Airways conducted a Labor Board Meeting involving labor leaders throughout the Company, again with no mention of layoffs. Less than 24 hours later on Thursday, management unveiled a new plan that involves the takedown of LAS hub flying, and an employee reduction totaling 1,700 employees including 300 pilots. Then, on the very same day, management published a new pilot bid that reflects the new plan and furlough announcement. This total disregard of the human part of “Human Resources†is indicative of our management’s past practices and sets the stage for the ‘Contract Negotiation Mode’.
In addition, last Friday, June 13, a telephone meeting between US Airways President Scott Kirby and USAPA Vice President Captain Mike Cleary occurred, the tone of which was indicative as to where our management is concerning the pilots. Despite overtures from Captain Cleary expressing willingness to improve pilot morale thru compromise, President Kirby was staunchly unwilling to engage and, in addition, conveyed to Captain Cleary that management takes no responsibility for the current pilot morale and pilot state of affairs. When briefing the USAPA leadership, Captain Cleary described the conversation as “extremely disappointing.â€
With regard to the furlough announcement, if we stand by our ‘Operating Rule’ and “look at what management does, rather than what they say,†we clearly see a pre-emptive strike by management, designed to influence your behavior and control your expectations.
The ‘Operating Rule’ applies equally to our pilots; “It’s not what we say, it’s what we do!†There have been plenty of emails, web board postings and tough letters by all, but it is how we act as professional union pilots that will be important.
We suspect that management has more moves up their sleeves and will continue to use fuel prices, doom and gloom press articles and whatever perceived leverage du jour they can find in an attempt to control your expectations.
The facts, however, are that we have record breaking load factors along with a healthy industry yield. US Airways has already made the necessary cuts to remain competitive. Within the past week, Credit Swiss and Lehman Brothers have both produced favorable airline industry statements, and 2009 is already being billed the “Recovery Year†for the airline industry. Further, just three days ago Merrill Lynch upgraded US Airways to a “buy,†commenting that, “…the company has a solid cash position and no significant debt payments until 2014.†We have all lived this before.
Looking forward, we have proved that when collectively striving for a goal, we are successful. So let us take stock of where we are today:
Most of our pilots work for the lowest dollar amount in the industry, bar none, and all of us work for dollar amounts well below the industry average.
Most of us work under a contract that is nearly intolerable in quality-of-life terms (way too many to mention here); all of us work under a contract that does not come close to recognizing the contributions made by the pilots of this airline.
It is time for change, and we have demonstrated we have the energy to effect change.
So what can you do to guarantee successful contract negotiations? Stay informed; not only read your emails, the web site, and crew room bulletin boards, but also seek out both your Domicile and Pilot 4 Pilot Reps and get the even more important face-to-face communications. These pilots will soon be identified by their red lanyards.
While all of this is going on, it is more important than ever to stay focused while in our cockpits, and maintain our professional attitude and skills to insure our continued safe operation. The FOM provides guidance in this regard, and calls for Safety and our passengers’ comfort as the first two guiding principles. We urge you to reaffirm your commitment to the guiding principles and stay focused on the job at hand.
We now ask all of our pilots to be part of the solution as we enter into the ‘Contract Negotiation Mode’. We can do that by “BEING GOOD UNION PILOTS.â€
Respectfully,
BPR
Perhaps it's just me..but..I certainly can't see any pedigree that would make such appropriate. Nicelandingcaptain: "Do that, and I'm in. (hint: it is not fusapa, nor fences)" It seems to me that you seek such "special" treatment out west. Sigh...OK...I'm up for a good joke = On what possible basis, personal or professional, do you truly merit any such? I'm very much in earnest = What is you feel you have to offer that's so utterly impressive as to be worht years of any other's life's work?.....WHERE do any/all of you actually get your utterly astonishing "It's ALL about MEEE!!" sense of entitlement? Astounding aerial skills? = Not..I've not yet seen even one of you willing to pick up a wager on any level as to those. Dedicated years of work? = Doesn't apply to any/all St Nic Gift fantasies. Seriously..as but one man to others..WHY should I still have even the slightest respect for you folks?...The PHX roadshow?..Perhaps the mailing of "material"?...Adolescent phone games?...Hanging children's dolls in cockpits?...I'm all ears here...
