Highlights of the CWA-Piedmont Airlines Tentative Agreement

CWA and Piedmont Airlines reached a tentative agreement (TA) on September 12, 2018, that provides significant improvements in the collective bargaining agreement, including wage increases across the board and new defined pay scales.

All of our mobilization actions across the country over the past several months moved the company to give us over $5 million more in this TA than the January agreement that was not ratified. Thousands of members signed up and said “I’m All In” with the mobilization effort. Hundreds of members sent photos of themselves with their “I’m All In” cards. Hundreds made calls to Congress and won support from elected leaders in DC, including Senator Bernie Sanders, who hosted a Town Hall to draw attention to our fight. And more than 1,000 members sent emails to Eric Morgan demanding retro pay, which ultimately resulted in additional pay for hours worked in 2017 for members with at least one year of seniority at signing.Our actions made a major difference at the bargaining table. We showed management that we’re united and ready to fight for a fair deal one day longer!

Below are highlights of the TA. Articles or portions of articles that are new as of the September 2018 TA are noted in parentheses, i.e., (NEW). A full article-by-article explanation and details about the voting process are forthcoming. CWA will schedule information sessions to answer all your questions about the TA before the vote takes place.

Pay Raises and Defined Pay Scales:

  • The agreement contains an increase in compensation of more than $110 million beyond the existing contract, including an increase of over $5.3 million added as a result of the new TA.
  • All members, excluding those at seasonal stations, will be placed on the pay scale by hire date seniority. When you are placed on the scale, if your first-year wage increase is not at least 3%, you will receive the difference in a lump sum bonus based on your W-2 earnings from 2017. In each year of the contract, if you do not receive at least a 3% pay raise, you will be paid the difference in a lump sum bonus based on your previous year's W-2.
  • There are eleven (11) pay scales, based on location, with steps corresponding to years of service. Many pay scales have changed since the first TA.
  • Wages at the top of the scales in the first year of the contract range from $16 to $20, depending on location. In the final year of the contract, the top wage range is $17.25 to $21.75.
  • Members will get two raises per year until they reach top-out pay after their 14th year: one raise on the first payroll period after the date of signing (DOS) and a raise for longevity, or years of service, effective on their date of hire.
  • CWA is creating an online wage estimator, which will allow you to input your station and years of service in order to calculate your new wage.

Vacancies: The most senior qualified employee, with the exception of operations agent, POC, or other specialty positions, will fill vacancies (i.e., vacancies will be filled according to seniority rather than qualifications, with the above exceptions).

Permanent Shift Trades: In cases when member A does a permanent shift swap with member B for the entire bid period, and member B cannot cover member A’s original bid for any reason, the shift will not revert back to member A. Member A keeps the shift they swapped for, not the original shift they had.

Furlough Time Increased: Members who have been furloughed will remain on the recall list for their station for four years instead of three.

High Revenue Days: (NEW) Each station will have 10 designated High Revenue Days. If a member works on those days, they will be paid time-and-a-half pay. Not every station will have the same High Revenue Days.

Health Insurance:

  • In 2018-19, full-time employees will pay no more than 18% of premiums; in 2020 employees will pay no more than 19% of premiums.
  • Part-time employees working an average of 30 hours per week will pay no more than 25% of premiums.

Uniform Allowance: If a member does not spend all of their allowance in one year, the remainder will carry over to the next year. Members may carry over the allowance for one year.

Training:(NEW)Members will be paid a minimum of two hours pay if they are required to attend training on their day off.Employees will be allotted time during work hours to complete company-required training.

Mandatory Overtime: (NEW) In the event that current-day mandatory overtime is needed, employees will be given as much notice as possible and at a minimum one (1) hour of notice before the beginning of the mandatory overtime assignment, excluding acts of God, diversions, mechanical delays, return to field, return to gate, force majeure or other operational delays not known to the company more than one (1) hour before the mandatory overtime is deemed to be required. Except for the exclusions, if mandatory overtime is assigned with less than one hour of notice, the mandatory overtime worked will be paid at one-and-a-half (1 ½) time rate.

Vacation for Part-time Employees: Part-time employees with 15 years of service or more may take their vacation in up to three-week increments. All part-time employees may elect to reserve one week of vacation time to use as Day at Time (DAT) each year. 

(NEW) Employees may swap for a day off and use a DAT day to be paid for the day.

Medical Exam Board: If a member’s personal doctor and the company’s doctor do not agree on a diagnosis that would lead to any medical restriction, the decision will go before the medical exam board. The two medical examiners will agree upon and appoint a third qualified and neutral medical examiner.

Hours of Service: (NEW) Part-time employees will be required to work fifty percent (50%) of their scheduled hours. They will be able to swap off more of their shifts in order to reduce their scheduled hours.

Sick Leave: (NEW) Employees who submit written documentation of illness or injury from a qualified medical examiner may shift trade for coverage of their shifts and use hours from their sick banks to make up the time.

Bereavement Leave: (NEW) A death certificate or obituary notice from a church or newspaper will be accepted as proof of eligibility for bereavement leave.

System Board of Adjustment: (NEW) Members of the Board and required advocates will be afforded necessary pass privileges to attend Board hearings.

Additional Pay for Hours Worked in 2017: (NEW) Provided a renewal agreement is ratified no later than November 30, 2018, an employee with at least one (1) year of completed service as of the date of signing will receive a lump sum payment equal to 6% of the employee’s 2017 W-2 earnings, minus applicable taxes and deductions. All eligible employees will receive a minimum payment of $400 minus applicable taxes and deductions.