Current and ongoing negotiations involving NZALPA are detailed below.  For any queries related to negotiations, please email [email protected]

Air Nelson – Advocate Mark Dignan

Terms of settlement have been agreed, and the ratification ballot opened on 8 November, and closed on 23 November.

The package offers significant improvements to a variety of important terms and conditions, including an increase from 8 to 10 rostered days off every monthly roster, and better definitions and protections around the rostering and quality of days off. Minimum rest periods at home base will be improved, and subject to ongoing review.

A review of time spent away from base will be commenced immediately after ratification with a focused working group, similar to the structure of the Air New Zealand Jet Pilot Work Rules Improvement Team (WRIT). The ability to work with, and learn from the WRIT, and also work with the Mount Cook NZALPA pilots on shared interests will ensure that as much experience and knowledge is brought to bear as possible.

The Agreement calls for an 18-month term, with a provision for resumption of bargaining after 12 months if it is felt that progress is not being made in the work above. A general wage increase of 2% per annum will be applied to pay scales and allowances, with a 2% increase in the first 12 months and a 1% increase for the final 6 months. For the first time in eight years the allowance structure will be reviewed by NZALPA and management. 

The Accommodation Schedule will be amended to include all hotels approved by the NZALPA Air New Zealand Jet Pilot Council, and more hotels will be reviewed in more destinations with greater pilot involvement in procurement processes. To address the ‘last-minute’ issues that have been arising with accommodation, a ‘Primary/Secondary/Emergency hotel list’ will be created, as will the capability for a Regional Operations Control (ROC) Duty Manager to be authorised to settle accommodation issues during disrupts (with payment authority).

The Regional Seniority List (RSL) and enhanced Security of Employment work will be concluded; the Agreement now has wording reflecting the inclusion of the RSL work, and a schedule is reserved for the work to be attached upon ratification.

Mount Cook – Advocate Mark Dignan

Terms of settlement have also been agreed, with the ratification ballot concluding at the same time as Air Nelson on 23 November. The Agreement will also run for an 18-month term, with a provision for an early return to the bargaining table after 12 months. During the term, a 2% per annum increase will apply to remuneration and all allowances. The Supervisory Captains allowance will be increased, and a 70/30 ratio of training-to-line flying will be introduced.

A new mechanism is in place to address overnights greater than 29 hours in total, and limits have been agreed on the number of double overnights that can be rostered. Minimum rest periods at home base will also be improved, and will be subject to ongoing review.

The standby trial agreed with the airline has been improved, allowing for removal of the ‘not unreasonably withhold agreement to work on one of their rostered days off’ clause. There is also a dispute-resolution process to resolve issues that arise out of the standby agreement.

A time away from base working group will be established, which will draw on the experience of the Air New Zealand WRIT.

An agreed Accommodation Schedule (in line with the Air Nelson Schedule) will be added to the Agreement, allowing for more hotels to be reviewed in more destinations with greater pilot involvement in procurement processes. As with Air Nelson, to address the ‘last-minute’ issues that have been arising with accommodation, a ‘Primary/Secondary/Emergency hotel list’ will be created, as will the capability for a Regional Operations Control (ROC) Duty Manager to be authorised to settle accommodation issues during disrupts (with payment authority). 

Jetconnect – Advocate Mark Dignan

Bargaining continues and, while it has been a lengthy process, the team is optimistic that a common understanding now exists around the final issues to be addressed, and that some good progress was made at the most recent (at time of writing) meeting on 24 October. 

Agreement has been reached on key interests such as improving the quality and quantity of rostered days off, remuneration, and part-time provisions. Outstanding issues around a starting/training salary rate for year-one First Officers and compliance with the rest and meal break legislation remain open. A proposal that would allow the team to address these issues has been taken back to Qantas by management, and management will respond at the next planned meetings on 6 and 7 December. 

Base meetings to update the Jetconnect NZALPA membership were held on 14 and 15 November, and the members were appraised of progress to date. This was well received. A positive response from the Sydney office at the December meetings may well bring the bargaining to conclusion.

Jetstar Regional – Advocate Adam Nicholson

Discussions with the company continued on 15 November. Significant items yet to be resolved include:

• Number of days off per roster;
• Criteria for determining order of selection in the event of a redundancy;
• What information will be provided to a pilot who is the subject of a complaint;
• Protection of air data recorded information;
• Changes to a rostered duty;
• Aspects of reserve duty requirements.

We are hopeful that a settlement can be reached before Christmas.

Air New Zealand – Advocate Adam Nicholson

Member consultation, development of claims/interests and strategy planning is progressing. Constructive pre-negotiation dialogue with the company is taking place. Negotiations do not start until early 2018.

Air Traffic Control – Advocate Adam Nicholson

Member consultation, development of claims/interests and strategy planning is progressing. Pre-negotiation dialogue is scheduled for December 12. Negotiations do not start until early 2018.