Looking to move to an area serviced by 4 HAA companies. After pay, bennies seem equal but would like to hear from those that used the bennies and if they covered as promised. Also who has the best retirement package?

Ems sucks

Because you have a poweful union. The union fights for pay and bennies above and beyond what other companies are offering end of story.

they make their goal at the end of the year and then they will pay out the other 3%....they havent' done that in awhile so basically you only get 3%....HORRIBLE 

....  itself first, not its members!   It will clearly pass up good workrules for union dues producing items!

....  itself first, not its members!   It will clearly pass up good workrules for union dues producing items!

I beg to differ with your opinion- I suspect you were passive during the prep and negotiation of the contract or you lost some 'bennies' as a result of the negotiation. Those least happy at my program when we voted representation were those who had cultivated what they believed were 'good relationships' with management. Not all fop those, but a fair few.

Any union is only as strong as its membership makes it. That includes priorities in representation, there will be compromises made. If you don't like it, run for a position in your local and in the negotiating team. If your points of issue are shared by a majority of your fellow members...

An aside- my program went from an average pilot being employed for about a year, which meant constant recurrent as each base replaced half or more of it's assigned staff to less than one open position at each base a year. That is/was good for members and management.

Union doesn't collect a penny for that benefit if used by the pilot.   But, union will trade that important benefit away so it can up what it can collect pennies on!   That is what they did in last contract, made it harder for a pilot suffering a medical set back to keep his base position until he recovers and gets a new medical (with all the special issuance requirements of CAMA).

it was not filled by the temp or internally. Whether the language says 1 years or 10 years, it's still only if it was not filled by temp pilot at the 1 year mark. At 1 year, it's the temp pilot job no matter what. Sorry you are having a hard time understanding whats actually in the contract and props to the union and company for making the language consistent and removing the contradictions and loopholes.

you think it is okay for someone on an loa to sit there and do nothing and make no effort to get back to flight status for 3 years or 10 years and the company shouldn't be allowed to fill that position with an internal pilot who could have been waiting 3-10 years for slot? all because someone feels entitled? the pilot on loa has a job and has those protections for a year already. how long should everyone wait for you to figure out your life? 

talk about entitled....

Current CBA:

14.1

If the Pilot on leave of absence does not return to the position within twelve (12) months the temporary position will convert to a permanent position. A Pilot who voluntary bids on a temporary vacancy within the twelve (12) month period and is assigned to the temporary vacancy will be awarded the permanent position following the expiration of the twelve (12) months.

Previous CBA:

14.1

Vacancies resulting from LOA's will be considered temporary and will be posted and assigned as such.  Pilots accepting such temporary positions will be subject to replacement by the returning LOA Pilot, at which time the displaced Pilot will be elible to bid on any other job opening within the Company.

As intended, Article 23 provides for someone who has a legitimate ongoing medical/disability problem who is seeking return to work but can't.  Once the doctor releases the pilot to return to work and the pilot is actively attempting to regain a medical certificate, his base position should be protected.   It's not the pilots fault he was injured or had a serious enough medical issue to be denied work.

If the pilot is just sitting around milking it, it's insurance fraud for starters, and the pilot is in default of Art. 23.  Fire that pilot at that point, as provided in the CBA.

But, it was a give away of a pilot's due's paying rights from 3 to 1 years.   That is simply fact.

If a temp pilot works the position and the pilot can't return, its the temp pilot's first dibs right.  Makes sense.   But, it isn't fair at 1 year because for many illnesses, it takes that long for the pilot who is actively trying to get reinstated by CAMI.   That's easily documented that the pilot is trying in good faith to achieve that.   If not, fire the pilot.

And, it's best for others on the seniority list if that is true.  Why?  Because someone at a base who might wish to bid on a legitimately open position might not bid on it if the pilot on a LOA might be coming back.   But, that is a way for a very junior pilot to cut line on that position by bidding a short term temp opening only to have the pilot on LOA return.  If the senior pilot bid on it, he's out his other position already.

And, that's what pool pilot position were created for, to fill the LOA position with a pilot who is being funded for travel, hotel, and expenses to fill the position.   A pilot who bids an open temp position is on his own rolling the dice for those expenses.

Simply enforce the need to show being on a legitimate medical LOA better!

Point 1: Temp Pilot is 1 year and the position is theirs if the pilot is on LOA. If the pilot on LOA comes back and wants that previois base, they can have it so long as it is still "open." Pilot on LOA has job protections and nothing Has changed. The language was only changed from 1 to 3 years to remain consistent with other areas in the contract. Sorry you are having a hard time grasping this fact and reality.

Ponot 2: Pool Pilots were not created with the intent of covering LOA. It is a product of their existence but  not the reasoning for it. You obviously have no clue of the history of this position. 

Point 3: No one should be able to sit around and be out on a medical with little to no oversight on theor actual intentions and work to get it back for 3 years! Why should that base, which could be highly desirable, have to hold the position so you can figure yojr life out. It's a business and other pilots are patiently waiting for a decision from the FAA on your life. Stop being so entitled! You get your job protected and your base protections as long as it is open.

Obviously you must be dealing with this issue to post on JH endlessly. Why not post to the official forum or reach out to a union rep...they will have more than just other anonymous opinions and feedback. 

Who cares how long a "Temp Pilot" position is for!   A Temp Pilot position is there to fill in for the pilot who is on an LOA, however long that period is determined to be!  Are you suggesting that the company can post a Temp Pilot position, making it one year for the pilot who takes it, and locks out the LOA pilot for a whole year??   No, don't think so, but that what you are arguing about the "1 year".   It's as long as it needs to be!

What changed was the union giving away a position of a pilot out on a medical, and have created a means for others to steal it from him without seniority bidding!   Like was mentioned, a line pilot won't give up his position to bid for a temp position not knowing if the pilot will return or not (unless that pilot wants to effectively become a pool pilot anyways).   Because, a temp pilot IS a pool pilot position - assigned at a base to work a line in the absense of the pilot away.   And, that is why it was created!  That is the correct history!

Regional Relief Pilots are the fillers of irregular openings due to short term callouts, vacation, Union Leave Of Absenses (if approved by the company), jury duty, etc.   They are the company's "reserve line holders", in essence.

Pool Pilots were created to cover a temporary empty line of a sustained duration (such as a Medical Leave of Absence, or a Military Leave of Absense).

The language was changed not to "remain consistent with other areas in the contract", it was changed to give away a pilot's base protection if from 3 years to 1 year.   There is no other reason!   Job protection?   The company is so short pilots it will use/rehire a pilot anytime that pilot is there, so the pilot ALWAYS has "job protection" anyways.   What the 3 years provides is company seniority protection, not "job" protection.  Please don't attempt to lecture someone for not knowing what he's talking about when it is clear, it is you who doesn't!

Lastly, in many LEGITIMATE medical absenses, it can easily take a pilot well over a year to regain his Class II medical, and the union's job is (was in this case) to protect it's members; not give away that member's rights to others.   He earned that position through his seniority, and the union seems eager to make it easy for that pilot to forfeit that to someone else.   Entitled?   Sounds to me like it is you who's feeling the right to an entitlement!

Be a victim in a car accident and lose conscioiusness, then report back how long it takes to get your medical back!

https://www.faa.gov/about/office_org/headquarters_offices/avs/offices/aam/ame/guide/media/Head-Injury.pdf

He is out on a Medical LOA.   After a month or two, Company posts a temp position at his base for his absence.  Nobody internally takes it, because they don't want to transfer since it is posted temporary.   After two weeks, the company posts the job externally, and a new hire signs up for the job.  It takes the new hire almost two months to get through new hire classes and training in the aircraft.   We're 4 to 5 months into the 12 already.  

The new hire finally shows up and starts work 6 months after the pilot got his head injury.

In 6 months, the new hire will claim that coveted position becasue the pilot out on a medical cannot get his Class II back in 12 months!   The medical pilot, if he retursn will have to find a job elsewhere, move, and watch this new hire (15 years his junior maybe) own his old position!

But, lets say, the medical pilot finds out the FAA won't issue him a special issuance afterall, for some relapse.  Now, the new hire who's only been on the job 6 months has jumped the seniority list to claim a coveted location more senior pilots would have gladly taken if the job was posted not as a temp, but as a regular open position.   They missed out now on a chance to get their job, and see some new hire (15 years their junion maybe) own the job they really wanted awaiting it natural opening.

12 months doesn't protect the existing dues paying union pilot, neither the one out on a medical, nor the one who might want to bid the position normally (not chancing losing what they have on a dice roll whether the medical pilot returns).

If no internal pilot bids on a job then it goes external regardless of it's a temp position or not. Yes, there's a risk. Maybe that's why internals don't take them. But, let's say you accept a temp position and relocate with the expectation you will get it or hopes that you will get, not to mention the temp pilot receives no incentive or housing or anything for the temp job so they are out of pocket. 

there is a risk the temp pilot takes and of no one bids on that job because they are unwililg to accept the risk the junior pilot or external pilot was willing to, that's on them. If you want something bad enough you have to be willing to accept risk. 

theres morw than your side of the story and it's more than just about you! Yes, you are entitled and think wveryone should cater to your personal situation. Gues what, it's a business. A business made up of more than just you. 

There is absolutely zero comparison to ALPA part 121 pilots and "base" protectiosn becaue they are not at all the same. 

The base position has always only and acrltually been protected for one year. Learn to read as written, not interpret for your agenda.

how long should the company and all other pilots wait for you to figure your life out? Give us timeframe...

That's why the company has POOL PILOTS.  The Pool Pilot position was created specifically for this dilemma.  The Pool Pilot is assigned to the vacancy, who gets travel to/from his domicile, accomodations, per diem.  The Pool Pilot also gets opportunities to do workovers.

The medical leave pilot must document his return is likely.  That can be as often as the company needs it to be to ensure the medical leave pilot is on a bona fide medical leave.   If he's still on company LTD, then it's very likely it is still a bona fide medical leave; otherwise, it would be an insturance fraud issue (a federal offense).

When it takes longer than 12 months for a pilot with a bona fide medical condition to get his medical back, then the answer to your last question is simple.   The CBA had it longer until the union GAVE IT AWAY down to 12 months, trading away your union rights for their benefits.

The compairson to 121, you are correct, we're not like 121, where you can go out on a medical LOA and return to the same place years later and fit right back in (because the 121 base/domicile has a large pool of pilots to fill their schedules).   The HAA 135 base pilot is can't come back if you give away his line to some other pilot while he is out sick.  That's why this is/ws a big important GIVE AWAY for the pilots in this industry!

The base position has always only and acrltually been protected for one year. Learn to read as written, not interpret for your agenda.

That is a patiently false statement!  If you are junior enough, it might be true for you, but it is certainly not true since "always".   The union GAVE IT AWAY, reducing it to 1 year, for its own benefits.

You might know some of the history, but clearly not senior enough to know the realcomplete history!   And, it explains why you don't comprehend the importance of it either!

So, a quick give away on an important contractual right to gain that increase in the union's revenue flow.   A pilot loses his base rights if he's on a medical leave for 12 months is nothing of concern for a union man living off your dues revenue!

Salary times 1% = union dues.

Let x = union dues.

Contract negotiations.  union looking to up their coffers by negotiating items they can charge dues for (salaries). 

Trade non-dues generating contractual items away to gain an increase in dues generating contractual items.

Give away base protection clause for dues increase.

Now:

Old Salary + 3% = New dues collected + 3%

Old dues paid in < new dues paid in.

Trade things away not important to union itself to increase dues paid in to union.

Union Member is the sucker to the Union!

don't be a doosh... doosh

16+ years at a Rocky Mountain/Air Methods program, very happy there. Overall, good maintenance and little management second guessing, limited spares when base OOS for maintenance. My only issue was recurrent in Colorado- terrain and weather had nothing in common with my assigned base except days and nights were common to both.

The last few years were organized/union, which made an enormous difference. Some dissension amongst pilots in losing the capability to cultivate 'favorable' relationship with management, but it was always favorable before and after union- the union leveled the playing field for bidding open positions, workover, etc.

Every program base is a unique individual due to interaction of medical side, maintenance and the direct management style. 

"... used the bennies and if they covered as promised." 

Air Methods delivered bennies exactly as promised.

"Also who has the best retirement package?" 

My memory is that retirement was an individual account (401k?) with limited company match (1/2 your contribution up to 8% = 4%?). Self directed investments?

& AMC had/Has horrible MX!!!

is lost

Could tell you the WORST, but then the post would be deleted.

a training contract