EBA10 Plain English Member benefits guide.

Transcription

1 EBA10 Plain English Member benefits guide. THIS INFORMATION PACK CONSISTS OF EBA10 BENEFITS FOR FAAA INTERNATIONAL MEMBERS. IT MAY NOT BE COPIED, REPRODUCED OR DISTRIBUTED WITHOUT PERMISSION FROM THE SECRETARY OF THE FAAA INTERNATIONAL DIVISION

2 Table of Contents Introduction... 5 Benefits for all crew... 6 Allowances 15% returned Two Bonuses 5% and $3000 for full time crew/ $2500 for part time Wage increase of 9% across the EBA (3 X 3%)... 6 Cap on offshore crew maintained... 7 ALT PAX anywhere in Australia... 7 Review of transport boundaries in Sydney and Melbourne bases... 7 Ground duties skills allowance increased to $85 per day... 9 Hotel accommodation selection criteria improved Improved transport for standby callouts Consultation on new aircraft Introduction of transfer lists Domestic flying meal allowances for internationally numbered domestic flights Creation of an online leave swap system Online training swap Training courses Requesting up to twelve months in advance Line readiness review notification Line readiness review CSO preparation changes Transparency around promotions Domestic and Family Violence Policy Terminology changes around Parental Leave Jury service payments OBM recognition An implementation of initiatives schedule has been attached to EBA Non-negotiable Qantas group requirements month wage freeze to meet 30% productivity benefit Benefits for Part 1 QAL crew A330 transport 10+ Hrs BOC (back of the clock) into home base All Mainline crew A330/B747 Mainline fleet aircraft remain under Part 1 working conditions Open time order clarifications Open time ability to pick up 5 hours over crew max Guarantees on slots for Mainline Fleet crew on USA flying Trip swap with QCCA permitted to plus 5 planned hours QAL/QCCA trip swaps in Mainline Reserve line Day 1 availability (Mainline Fleet only) Revised interpretation of RLH 28-day minimum requirement Introduction of Permanent Part time 75% option Reserve for Part time crew MGH to 95 hours Part time Y days for FLH Part Time Language requirements Special event leave during operational bid period No contact up line in minimum rest Seniority based preferential bid system maintained FAAA International For Member Information only. 2

3 Redundancy provisions maintained Last on/first off principle maintained Ongoing opportunities to transfer to 787/380 World fleet Divisional Flying Agreement for A330 clarified Flexibilities for Part 1 QAL crew Pax to operate extended by 1 hour for RLH (Mainline only) to 32 hour slip reduction notification change Benefits for QCCA and Part 2 QAL crew Additional hourly pay for hours worked over Unlimited part time opportunities both 50% and 75% Part Time Y days for FLH Introduction of a preferential rostering system Increase in personal leave to include URTI Recoverable hours (Pay Protection) from sick leave reduced from 42 days to 21 days Provision to drop recoverable hours/pay protection unpaid Provision to drop trips unpaid Top up pay for QAL crew preserved Introduction of a block leave system in addition to current single week system Provisions for ULR flying Reserve Line abolished and replaced with Available Span (AV span) Part 2 upgrade categories and duty travel Day free of duty Home Base Minimum Rest improvement A day contact provisions improvement Improved in flight rest provision guidance included in the EBA Disruption Management and reduced slip payment Reduced slip payment for sectors planned over 18 hours Open time order Open time assignment Language trip rostering requirement reduced from 100% to 60% Provision agreed for facilitation of QCCA to QD transfers Sign on/sign off in Ports other than home base QCCA crew on Mainline fleet Cap of 10 A330 trips with back of the clock QCCA crew on Mainline trip swap with QAL crew QCCA crew on Mainline - Work position assignment QCCA crew on Mainline - Cross contract trip swap indicator QCCA crew on Mainline - Special Event leave for RLH during operational bid period QCCA crew on Mainline - Reserve line Day 1 availability QCCA crew on Mainline 28 days Reserve improvement Flexibilities for Part 2 crew Increase in single sector crew maximum to 20 hours to facilitate ULR flying QCCA crew in Mainline fleet, pax to operate MAX extended to 15 hours on Reserve FAAA International For Member Information only. 3

4 FAAA International For Member Information only. 4

5 Introduction This document has been produced to highlight the proposed benefits that have been negotiated by the FAAA International Division, Qantas Airways Ltd and QF Cabin Crew Australia Pty Ltd in the settlement of EBA10 for Qantas International Cabin Crew. The flexibilities negotiated that facilitated the benefits are highlighted at the end of each section. An EBA clause reference can be found next to each benefit. Some benefits are not contained in the EBA. For example, bonuses, which are corporate policy and the cap on overseas bases. Key points for consideration are divided into the three areas: 1. Benefits and Flexibilities for ALL crew 2. Benefits and Flexibilities for Part 1 QAL crew 3. Benefits and Flexibilities for Part 2 QAL & QCCA crew The proposed EBA10 will be of 4 years duration. The nominal expiry date is 17 June This document should be viewed as a summary of key changes to assist your understanding of the EBA. There are three terminologies used for the purpose of this summary: Employer: Either Qantas or QCCA EBA Part: Part 1 refers to QAL crew employed under Part 1 conditions Part 2 refers to QAL crew employed under transfer to Part 2 conditions and QCCA crew Workgroup: Mainline fleet refers to A330 and 747 workgroup World fleet refers to A380 and 787 workgroup Members are encouraged to read and view the actual EBA10 document in its entirety. FAAA International For Member Information only. 5

6 Benefits for all crew Allowances 15% returned. The agreement that was reached during EBA9 that provided for the 15% reduction of meal allowances will be removed. Allowance rates will be recalculated and amended accordingly from the operative date of EBA10. Additionally, the meal allowance clause has been amended to ensure that meals can only be provided in lieu of an allowance, where they cannot practically be paid. For example, in a diversion to a non-qantas port. Some general principles have also been agreed to in EBA10 negotiations to resolve recent issues where allowances have been inconsistent with the formula or agreement and will be included in an allowance schedule to be attached to the EBA. EBA10 Part A: Clause 8; EBA10 Schedule 5 Two Bonuses 5% and $3000 for full time crew/ $2500 for part time. As part of the agreement for unions that reach an EBA with the required 18 month pay freeze, at approval of EBA10, all employees covered by the agreement whom have worked for the company for more than 3 months will be entitled to receive two bonus payments. Bonus 1 will be a 5% bonus on earnings averaged across the past 12 months. Bonus 2 - will be $3000 for fulltime staff and $2500 for part time staff. It is envisaged the bonuses will be paid in two separate payments outside of normal payroll. The employer will issue FAQs around bonuses, dates and any specific questions around individual circumstances should be raised with the employer (E.g. transfers, LWOP, secondment etc.) Qantas Corporate EBA policy Wage increase of 9% across the EBA (3 X 3%) FAAA International For Member Information only. 6

7 EBA10 provides for three increases of 3% on wage, related payments and allowances. The increases will be paid from the first pay periods after the following dates: 3% increase from the first pay period commencing on or after 18 June % increase from the first pay period commencing on or after 18 June % increase from the first pay period commencing on or after 18 June 2020 Ref: EBA10 Part and Part 2; 3.3 Cap on offshore crew maintained The FAAA were able to negotiate for the continuation of the existing cap of 25%. The current provisions relating to promotional opportunities for overseas based crew has been maintained as part of the settlement around the agreement of EBA10. ALT PAX anywhere in Australia In order to assist all crew and as an additional benefit for commuters, the Company has agreed to alternate pax arrangements that will allow crew to pax, to/from the paxing port, on any alternate single Qantas domestic sector on the network within Australia, including some QantasLink (Qantas owned) services. Current paxing rules will be applied to this provision. Review of transport boundaries in Sydney and Melbourne bases Based on membership surveys, crew in Melbourne and Sydney were concerned that transport boundaries have not changed in many years and no longer reflected the needs of cabin crew in terms of where they live now as opposed to decades ago. As a result of our negotiations, Qantas and QCCA have agreed to the expansions of the Sydney and Melbourne transport boundaries. In Sydney, the boundaries have been expanded to the west and south. In Melbourne, the boundaries are largely expanded to the north, the west and in the south, though inclusion of suburb boundaries as the outer limit for the boundary line rather than specific streets has expanded the entire boundary. Sydney boundary map: The blue line is the current boundary and the red line on the left indicates the EBA10 extension: FAAA International For Member Information only. 7

8 Note: The map is a guide only. Members should refer to EBA10 Schedule 1 for exact boundaries Melbourne Boundary Map The outside red line at top, left and bottom shows the extension. The blue line is the current boundary. FAAA International For Member Information only. 8

9 Note: The map is a guide only. Members should refer to EBA Schedule 1 for exact boundaries In Brisbane, the boundaries, which are the same as indicated for International pilots will remain unchanged. Provisions for crew to utilise transport options outside of the boundary to the Gold Coast, etc. will continue. Note these are expansions only there are no reductions. It is agreed that the postcodes of/or the outer boundary point of a suburb/town, whichever is the greater, will be used where hypothetical lines are used for boundaries. Ref: EBA10 Schedule 1 Transport Boundaries Ground duties skills allowance increased to $85 per day The FAAA has negotiated that both QAL and QCCA will be paid a minimum of $85 per day skills allowance for all categories (CSM, CSS, BFA, FA) for ALL crew working on the ground where a skills allowance would be payable. FAAA International For Member Information only. 9

10 The Company have stated that this is the minimum that they will pay for crew employed under EBA10. They reserve the right to pay additional depending on the skill being exercised. For example, crew on a secondment exercising managerial responsibilities. This benefit is an increase for every crew member from every workgroup, and is significant, particularly as it will be written into the EBA. As an example of this benefit, a part 2 FA is currently provided $28.76 in daily skills allowance. The increase to $85 per day, reflected in the EBA is 295% of this amount. Where crew would have been better off under the former EBA 9 Part 1 skills allowance in the future, (affecting Part 1 CSMs only), Qantas will honour the higher rate you would have received. Ref: EBA10: Part and Part Hotel accommodation selection criteria improved EBA10 contains additions to the clauses in place for hotel accommodation selection, which did not exist in EBA9. Where practical when selecting hotels: The Companies will give due regard to giving a reasonable distance from airport precincts Provision of Double Bed as a minimum Natural light The Companies will do all possible to ensure that crew are not allocated rooms next to elevators and utility rooms Interconnecting rooms should ideally only be allocated to the members of the same operating or deadheading crew Agreed process around consultation over accommodation arrangements will continue Ref: EBA10: Part A Improved transport for standby callouts The FAAA have negotiated that crew called out from standby within 120 minutes of departure will be entitled to home transport both ways. This is an increase from the 90 minutes provided for in EBA9. Ref: EBA10: Part 1; Clause and Part 2 Clause 19.3 FAAA International For Member Information only. 10

11 Consultation on new aircraft EBA10 includes a provision that consultation must occur between Qantas and the FAAA when there are any decisions to introduce a new aircraft type. Importantly, this includes consultation around the rostering and allocation of work considerations. It is agreed that in principle, long haul employees will fly on international services. Ref: EBA10; Part A Clause 10 Introduction of transfer lists As you would be aware, the Company had a total opposition to transfer lists for many years and would not change their position. We have been able to negotiate their reintroduction. Electronic Transfer lists will be created for new bases, new workgroups, and vacancies in existing workgroups. Crew will be able to submit their names to be placed on the relevant lists. When the company intend to action these lists they will advise crew via webcis, text or , and the crew on the list will need to opt in. In doing so, they agree that they are accepting the transfer when actioned. If crew do not opt in and the list is actioned past their place, they will be removed from the list. It will be the crew member s own responsibility to ensure their contact details are correct so that they do not miss their transfer opportunity as it arises. This was one of the more difficult benefits to achieve as the company is totally resistant to lists, however we pushed incredibly hard to achieve this outcome. A sort order for new bases and workgroups has been agreed with the FAAA, which generally follows acknowledgements at time of initial EOI of date of joining for Part 1 crew and length in category for Part 2 crew. EBA10; Part A, Clause 13.5 Domestic flying meal allowances for internationally numbered domestic flights The FAAA has negotiated that, where there are international cabin crew operating a domestic sector with an international service, there will be a provision through the planning and scheduling committee, to pay an allowance in lieu of a meal on board where there may not be time for a meal to be consumed. For example, this will apply for Melbourne Perth on the 787. There is provision for this to extend to other domestic flights where it is deemed that there is not time to have a meal in flight. FAAA International For Member Information only. 11

12 Creation of an online leave swap system The FAAA has negotiated a company commitment to develop an online leave swap system, similar to the online trip swap system which will be available through webcis. This will increase flexibilities for crew attempting to both access and swap leave and will be implemented prior to the Part 2 bulk leave allocation system commencing. This will apply for both annual and long service leave. Crew will be able to swap leave for leave and the company has agreed to also consider one way leave swapping at their discretion. Online training swap The FAAA has negotiated that the company will put in place a facility for training course vacancies to be either available in open time or another mechanism so that crew have both visibility of the training course slots available and the ability to swap or change dates. Training courses Requesting up to twelve months in advance The FAAA has negotiated for the company to explore the ability for crew to be able to request non-operational training dates up to 12 months in advance. Line readiness review notification The FAAA have negotiated that crew will be notified the day before a duty if they are scheduled for a line readiness review. If the crew member subsequently reports unavailable for the duty, the line readiness review requirement will remain on subsequent duties until completed. Initially, this will be on a trial basis and reviewed after 3 bid periods. Line readiness review CSO preparation changes The FAAA has pressed the Company to change the way that CSO s are communicated. They will now include 3 questions around the essential elements contained in the CSO. This will assist in your preparation for your line readiness review. Naturally for compliance reasons, they cannot be the actual questions you will be asked. Transparency around promotions The promotions clause has been updated to include a requirement that an employee will be entitled to know their de identified ranking from any promotional process. FAAA International For Member Information only. 12

13 Each employee will also be entitled to receive meaningful feedback on each component of their application, so as to assist with future applications. Ref: EBA10; Part A; Clause Domestic and Family Violence Policy The Qantas Domestic and Family Violence Policy, (which for nearly all other employees is contained in changeable Qantas policy) is written into our EBA10. It provides for additional leave availability in situations of domestic and family violence. Ref: EBA10; Part A Clause 16 Terminology changes around Parental Leave The clauses in the EBA that refer to maternity leave have been updated to be more inclusive for members of different types of parental leave including birth related and adoption related leave. Ref: EBA10; Part 1, Clause 41 & Part 2; Clause 28 Jury service payments One of the issues in relation to jury service was that the EBA provided for deductions for jury service to be made before payment was actually received. This has been resolved in EBA10. Payments will not be deducted unless you have actually received them from the court. Ref: EBA10; Part 1, Clause 40.2 & Part 2, Clause 29.2 OBM recognition In the course of EBA10 negotiations, a key claim for the FAAA was the recognition of our On Board Managers and the additional work that they undertake upline and in home base in their own unpaid time. Because of the 18 Month Wage Freeze and the inability to even catch-up later, we could not settle on an appropriate level of recognition inside the EBA. This is now a reserve matter, and we have undertakings from Management that a review will take place with the FAAA and we will have something in place at the completion of this year s KPI review FAAA International For Member Information only. 13

14 An implementation of initiatives schedule has been attached to EBA10. As there are many initiatives to be included as parts of this EBA and each will benefit either all or different groups within those covered by EBA10, the major initiatives have been included in a schedule of implementation. This schedule indicates the workgroup any change will affect and the date that Qantas has agreed to have each initiative in place by. While the FAAA understands there may need to be some flexibility, it has been agreed by the parties that the expectation is that initiatives will be in place in accordance with the agreed dates. Ref: EBA10; Schedule 6 FAAA International For Member Information only. 14

15 Non-negotiable Qantas group requirements 18-month wage freeze Qantas Group Policy is that they would not agree to an EBA without the 18-month wage freeze. Without an EBA, crew were on a permanent and ongoing wage freeze. The wage freeze is not regarded as an item that could be negotiated or any benefit derived from it. Any suggestion that Qantas will agree to an EBA without the pay freeze is without foundation, as is a suggestion that voting this agreement down can somehow avoid the 18 month pay freeze The last increase from EBA9 was for the 12 months commencing December 18, 2015, which means the wage freeze commenced on December 18, Wage increases will commence 18 months after this date, on June 18, The implementation of the wage freeze is consistent with every agreement that Qantas has concluded to date and will be part of all other EBA s that are outstanding. (E.g. AIPA pilots, ALAEA engineers, ASU, TWU have all agreed to wage freezes in EBA s they negotiated) Corporate Policy; Reflected in wage increases in EBA to meet 30% productivity benefit Since the earliest meetings between the FAAA and Qantas, the company was clear in its position that the 787 must operate with a 30% reduced cost base for cabin crew, compared to Part 1 QAL crew cost base. It was indicated that any EBA without this effective saving would not be acceptable to the Qantas Board and would prohibit the aircraft being flown with Australian crew. Both the FAAA and the Company explored numerous options around this issue and looked at various models. The airline measures cost for crew by cost per block (flying) hour. The FAAA was able to negotiate access to the for Australian based crew by utilising the Part 2 A380 model which already exists. We were able to achieve the cost benefit by planning the 787 to be included in this group and also leverage other EBA improvements at the same time. Importantly for FAAA members, this included a provision that there will be ongoing opportunities for Part 1 crew to transfer into this work group (with no merit based selection criteria) as growth occurs or positions arise and with salary top up arrangements. It should be noted that the cost model decision was not based on a 30% cash cut It comes from both the lower average crew cost per hour and productivity benefits such as a higher divisor and more flexible minimum rest requirements in Part 2. Ref: EBA10: Part A; Clause 6 FAAA International For Member Information only. 15

16 Benefits for Part 1 QAL crew A330 transport 10+ Hrs BOC (back of the clock) into home base All Mainline crew The lack of agreement around what constitutes suitable crew rest on the A330 has been an ongoing issue between the FAAA and the Companies for a number of years. Given the increased utilisation of the A330 on longer regional flights (some close to 14 hours) where there is no horizontal rest nor the ability to adequately manage fatigue, the FAAA proposed a range of options to manage the problem. Following the review, home transport will be provided both ways on all duties planned over 10 hours with a 2-hour block flying between 1am and 4:30 am (home base time), into home base. This initiative is a significant concession by the company and was not easily achieved. Examples of trips that meet the criteria for transport both ways include: Melbourne to Narita Melbourne to Hong Kong Sydney to Bangkok Sydney to Hong Kong Sydney to Shanghai Sydney to Beijing Brisbane to Hong Kong Brisbane to Narita There is no change to other transport arrangements for patterns that do not meet the ten hour back of the clock A330 criteria where a transport benefit exists. For example, on current schedule QF 36, SIN-MEL, which retains one-way entitlement due to arrival time in MEL in the current schedule. Ref: EBA10: Part 1, Clause A330/B747 Mainline fleet aircraft remain under Part 1 working conditions Clause 6 of the EBA the determination of flying clause Known flying on 747/A330 to be pooled and patterned under Part 1 work rules. Work not allocated to Part 1 crew will be allocated as per Part 2 work rules. A380/787 to be patterned under Part 2 rules. Ref: EBA10: Part A, Clause 6 FAAA International For Member Information only. 16

17 Open time order clarifications Since the last election, we have been disputing the interpretation of how open time was being awarded/assigned. This has now been clarified and the correct method of awarding and assigning is being followed. An important acknowledgement from the Company has been that open time will only be awarded/assigned to Part 1 crew at early or normal closure of open time. This outcome provides clarity for our members and was one that you raised with us often in the lead up to the election. After normal closure, open time that has not been assigned or trips that drop into open time in the 48 hr window before departure can be allocated to Part 2 crew operating on Mainline fleet. Non relevant clauses around open time being allocated to ground/line managers were removed. Ref: EBA10: Part 1: clause 32 Open time ability to pick up 5 hours over crew max As part of the settlement of EBA10, the company has agreed to allow Part 1 crew bidding in open time to exceed the crew max by up to 5 hours. This flexibility will allow crew to have increased roster flexibility through open time, following the closure rules as detailed in clause 32 of the EBA. Ref: EBA10: Part 1 clause 32.6 Guarantees on slots for Mainline Fleet crew on USA flying The FAAA fought hard to limit offshore crew to 25% of the crew complement for agreed 747 Long Range pairings to the USA. On a 747 service this means overseas based crew will be restricted to 3 positions. This may be averaged across 6 bid periods for operational viability. Without this agreement, there is no limit to the number of offshore crew that can be assigned to these patterns. Trip swap with QCCA permitted to plus 5 planned hours We have heard your frustration around trip swapping between QAL and QCCA crew. The FAAA has negotiated that, as part of the EBA settlement, trip swaps where QAL are increasing projected hours will be allowed across contract with a 5-hour buffer. This 5-hour limit will be applied across a single or multiple swaps across a single bid period. Trip swaps where QCCA are picking up hours will continue to be unlimited at the discretion of Operations. Ref: EBA10 Part (f) FAAA International For Member Information only. 17

18 QAL/QCCA trip swaps in Mainline In addition to the plus 5 allowable hours in swaps between QAL and QCCA, the Company has agreed to modify the Trip swaps information so that it is clear as to which workgroup the swapper is part of. This will be done by implementing a separate color tab for QAL and QCCA crew working in Mainline. This will help reduce the number of swaps that are entered and rejected as they do not meet the cross contract swapping provisions. Reserve line Day 1 availability (Mainline Fleet only) Whilst we were faced with the challenges of ensuring we could reduce the amount of crew required for reserve lines and frequency of rotation, it was identified that additional numbers were being required due to week one unavailability. EBA10 provides for a preference for reserve bidding for crew working in mainline fleet who are available on Day 1 of a Reserve line roster. Crew who have bid for no carry out for a roster prior to a reserve, or have no carry out at bids close, will have preference in addition to current seniority allocation and rotation. Crew should note that as such, the ability to reduce the minimum 28 days by using carry in has been removed. However annual leave, or participating in any courses, will count towards Day 1 availability. Qantas will include the ability for QCCA crew in mainline fleet to be able to also request no carry out so that this applies to all Mainline Fleet crew covered by EBA10. Here is the sort order for Reserve line bidding: 1 Crew without awarded carry-in who bid for RLH, in seniority order 2 Crew without awarded carry-in who don t bid for RLH, in order of recency 3 Crew with awarded carry-in who bid for RLH, in seniority order 4 Crew with awarded carry-in who don t bid for RLH, in order of recency Ref: EBA10: Part 1; Clause Revised interpretation of RLH 28-day minimum requirement The FAAA has negotiated that all training, company courses, committee meetings, be counted towards the 28 day Reserve line minimum. The exception will be initial classes, conversion courses and facilitation. Ref: EBA10: Part 1; Clause (i) FAAA International For Member Information only. 18

19 Introduction of Permanent Part time 75% option Part 1 crew in all categories will have access to 75% rosters, as well as the current 50% rosters. We have negotiated a swap style system for crew who are currently Part time 50% to also have access to 75% rosters. In order to facilitate the ability of current part time crew (50%) to access 75%, the Company will consider a new person taking part time at 75% from 100% roster as a swap. Where a crew member is full time and moves to 50% this should facilitate two moves from 50% to 75% part time. Ref: EBA10: Part 1; Clause 7.1 and 7.10; See also Schedule 4 Reserve for Part time crew MGH to 95 hours One of the biggest issues for part-time members has been the negative pay adjustments and chasing hours on reserve on days off to avoid such negative adjustments. The FAAA were successful in lifting the minimum guarantee for Part time reserve purposes to 95 hours meaning that there will no longer be a pay recovery where crew do not meet 95 hours. This was achieved without the need for pay equalisation as is the norm for full time crew, by a reduction of 5 Y days in the reserve roster. This will also be prorated for the new permanent 75% part time classification. Ref: EBA10: Schedule 4 Part time Y days for FLH Currently, Y days are issued for any Part time category when on reserve. This provision will now be expanded to flying line rosters as well. The number of Y days will be determined by whether a crew member is 50% or 75% and will be placed onto a roster after patterns have been allocated at the roster build. Ref: EBA10, Schedule 4 Part Time Language requirements Part 1 Language speakers will have the option to have their language requirements pro-rated to their part time level. 50% will have a 55-hour requirement and 75% will have an 83-hour requirement. The election to make this change will be permanent. Ref: EBA10: Part 1; Clause 7.4 FAAA International For Member Information only. 19

20 Special event leave during operational bid period The Association and the Companies have agreed to better communicate the provisions of Special Event Leave to crew in live bid periods. The Company will ensure that the administrative arrangements which are currently being managed by Operations on a day of OPS basis, will be communicated to crew to ensure that Part 1 crew know this type of leave can be accessed whilst within a live roster. This is of particular benefit to Reserve Line Holders. Ref: EBA10: Part 1 Clause 37.4 No contact up line in minimum rest An anomaly has existed for some time in relation to the company right to contact you inside your minimum rest upline. Part 1 crew have not had protection around contactability up line, while Part 2 crew have. EBA10 now contains a provision that both Part 1 crew and Part 2 crew will not be contacted inside their minimum rest periods unless for urgent requirements such as compassionate reasons, civil unrest and safety issues for example. Ref: EBA10 Part 1 Clause 20.6 Seniority based preferential bid system maintained There are no changes in EBA10 to the Part 1 preferential bid system for the allocation of trips. Ref: EBA10: Part 1; Clause 26.6 Redundancy provisions maintained The schedule relating to compulsory redundancy and the calculation of payments for this purpose have been maintained in EBA10. Ref: EBA10: Schedule 2 Last on/first off principle maintained The provision for last on, first off across both QAL and QCCA in terms of start date have been preserved in EBA10. Ref: EBA10: Part A Clause 17 FAAA International For Member Information only. 20

21 Ongoing opportunities to transfer to 787/380 World fleet The FAAA and Qantas have guaranteed the provision for crew to exercise options for continuation of the current arrangements of temporary or ongoing transfer to World fleet. The top up arrangements and employment with Qantas Airways Limited will be maintained. Transfers will be actioned using the new transfer list provisions as positions become available in World fleet. There will be no merit selection basis for transfer. Divisional Flying Agreement for A330 clarified Originally this clause was built to allow the Company some flexibility to manage the allocation of work between short haul and long haul of the 767 and A330 aircraft. The agreement provides a guarantee that in principle, the A330 international flying is crewed by Long Haul and domestic flying by Short Haul. The LH and SH divisions have set percentages that it cannot drop below and this is constantly monitored. This agreement will be maintained following settlement of EBA10. FAAA International For Member Information only. 21

22 Flexibilities for Part 1 QAL crew Pax to operate extended by 1 hour for RLH (Mainline only) Two major issues raised by members were; short crewing from Australian bases; and crew in smaller bases sitting on reserve with low hours and few trips in open time. The FAAA looked at creative ways that we could address these issues and at the same time, look at ways to assist operations meet their challenges. We have reached an agreement on pax to operate sectors for Mainline fleet operations, only when crew are on reserve. This flexibility will provide greater operational coverage to minimise the risk of short crewing, provide greater equity in sharing hours amongst bases i.e. Melbourne and Brisbane, and will only be applicable to Mainline crew on a reserve line and actioned only after the normal closure of open time. The parties agree to set the Tour of Duty limit when PAX to OPT at 15 hours, one hour more than the current max of 14 hours. Where this occurs, crew will be provided with transport both ways and a J class seat on the paxing leg (where available at time of pattern creation). QAL crew will be paid long range overtime rate for the applicable time over 14 hours and QCCA crew will continue to receive applicable overtime rate for duties over 14 hours. Ref: EBA10: Part 1; Clause to 32 hour slip reduction notification change Currently, when a flight is delayed which would result in an inability to provide Part 1 crew with the minimum rest period of 36 hours, operations offer each crew member the choice of a reduced slip or coming off the pattern. This practice is when the delay is known prior to sign on in and is an offer only. To provide flexibility, we have agreed that within 15 hours to report, if a flight were delayed which would result in an inability to provide the 36-hour minimum rest, operations will be able to assign a reduced slip provided it is no less than 32 hours, without crew election. If a disruption resulting in a reduced slip is known greater than 15 hours prior to report, it can only be offered to crew as it is currently. Crew in both of the above circumstances will retain the original allowances planned for the pattern at a minimum and will be paid a reduced slip payment. The FAAA position is that while this is a concession it also provides benefits for crew in their pre-flight rest period, reduces disruption, gives trip related financial stability, and reflects what the majority of crew choose to do in any case, for roster integrity. Ref: EBA10, Part 1; Clause FAAA International For Member Information only. 22

23 Benefits for QCCA and Part 2 QAL crew Additional hourly pay for hours worked over 225 The FAAA has negotiated for the trigger for Additional Hourly Pay for Full time crew to be lowered. Additional Hourly Pay (AHP) for Part 2 Crew will be paid for hours allocated above 225 hours at the applicable hourly rate, in addition to the base salary for 240 hours under the following circumstances: A flight attendant is operationally projected above 225 hours, including recalculation of actual pattern hours A flight attendant bids in open time for additional hours and is projected above 225 hours A flight attendant trades a trip in open time and is projected above 225 hours A flight attendant is re-assignable and as a result of award or assign is taken above 225 hours Current max hours will apply for part time crew additional hourly pay. ie 120 for 50% and 180 for 75% The AHP trigger of 225 hours will decrease when hours are dropped through dropping provisions (pay protection or trips) AHP pay will not apply to increased hourly credits that are from trip swaps between Part 2 crew. The company has agreed for QCCA crew on mainline to accrue hourly credit towards AHP when swapping trips with QAL crew, which will be reviewed after 12 months against an agreed incremental cost measure. Updates will be provided around this from the FAAA. Ref: EBA10: Part 2; Clause 3.5 Unlimited part time opportunities both 50% and 75% The FAAA has negotiated for maximum flexibility for all cabin crew and provisions will be put in place for unlimited part time positions for QCCA crew. Dependent on the number of crew wishing to take up the opportunity initially, it is acknowledged that this will be phased in following the ratification of EBA10. This will be for all categories and Part time opportunities at both 50% and 75% will be permanent. Crew can request a return to full time which will be at the Companies discretion. Ref: EBA10: Part 2; Clause 6 FAAA International For Member Information only. 23

24 Part Time Y days for FLH Currently, Y days are issued for any part time category when on Reserve. This provision will now be expanded to flying line rosters as well. The number of Y days will be determined by whether a crew member is 50% or 75% and will be placed onto a roster, in place of A days, after patterns have been allocated at the roster build. This benefits part time crew as there will now be less days available in your live rosters for any type of recovery or allocation that you are not awarded by your choice. Ref: EBA10, Schedule 4 Introduction of a preferential rostering system QCCA is committed to implementing a preferential rostering system for crew working under Part 2 conditions. Crew will be able to express preferences for the following: Pattern Day start/end Ports Sign on time and Sign off time Days away X days Aircraft type AV span date and multiple of 1-7 if bidded A fair share system will be utilised with number of hours rostered being the initial criteria. This may be added to if there is not an overall fairness delivery as determined by the FAAA through the P & S committee. Ref: EBA10: Part 2 Clause 3.5 Increase in personal leave to include URTI The FAAA has secured 1 URTI (Upper Respiratory Tract Infection) day in addition to other personal Leave for Part 2 crew. An agreement has been reached for an additional personal leave day for 1 URTI day per annum. All crew will be receive 1 URTI day on EBA commencement and then 1 URTI annually on their start date. URTI days are not cumulative Ref: EBA10: Part 2 Clause FAAA International For Member Information only. 24

25 Recoverable hours (Pay Protection) from sick leave reduced from 42 days to 21 days Part 2 members were vocal throughout the survey process about pay protection and the instability it gives to rostering. We have addressed this across several initiatives including that the window for recoverable hours from personal leave such as sick leave or carers leave etc. (also known as pay protection) will be reduced. As part of AV span negotiations, the pay protection recovery period will reduce by 50% from 42 days to 21 days (exclusive of leave) from the day you clear. This is a significant benefit fought hard by the FAAA and will help reduce uncertainty for crew who are using this type of leave, as the payback obligation period will reduce substantially, increasing roster stability. There will be no change to offsettable (operational pay protection such as disrupt) which will remain as now and be recoverable up to the end of the roster in which it is incurred. Ref: EBA10: Part 2 Clause 16.1 Provision to drop recoverable hours/pay protection unpaid The FAAA has negotiated the right for Part 2 crew to drop pay protection (recoverable hours). You will be able to drop pay protection at any time, including up until when an assignment is allocated against the pay protection. Where you do not reclaim any dropped hours during the affected roster, a negative pay adjustment will occur for the number of hours you are beneath your planned hours at roster build. Hours can be reclaimed through any operational duty hour credit adjustment excluding trip swaps. Payroll recovery of any difference between planned hours at roster build and actual hours worked (excluding swaps) will take place in the day 29 pay (2 nd pay) of the following bid period. Ref: EBA10: Part 2 Clause 3.13 Provision to drop trips unpaid FAAA International For Member Information only. 25

26 The ability for Part 2 crew to drop trips will be on the same basis and subject to the same provisions as would apply for Part 1 crew. You will be able to request a trip be dropped at any time, however the ability to do so will be dependent on operational ability. Where you do not reclaim any dropped hours during the affected roster, a negative pay adjustment will occur for the number of hours you are beneath your planned hours at roster build. Hours can be reclaimed through any operational duty hour credit adjustment excluding trip swaps. Payroll recovery of any difference between planned hours and actual hours worked (excluding swaps) will take place in the day 29 pay (2 nd pay) of the following bid period. Ref: EBA10: Part 2 Clause 3.13 Top up pay for QAL crew preserved There will be no change to the top up pay provisions provided for in EBA9 for QAL crew under transfer provisions to Part 2. Top up pay will attract the same agreed increases covered under wage increases. QAL crew under Part 2 will have ongoing access to remain under current Part 2 conditions with top up in addition to the current option to return to 747/330 as agreed between the FAAA and Qantas. Ref: EBA10: Part 2 Clause 4 Introduction of a block leave system in addition to current single week system The FAAA has negotiated a new annual leave allocation process for Part 2 annual leave, which will make provision for crew to bid for slots in April each year for the 12 months from July 1 st of that year Priority will be given to applications for those bidding for the highest number of days in leave. After the block leave slots are allocated, the company will make slots available of lesser duration for crew who want to bid for smaller amounts of leave. Any leave remaining will be made available on the annual leave swap site for single week slots using the fastest fingers first method. Ref: EBA10: Part 2 Clause 24.2 Provisions for ULR flying FAAA International For Member Information only. 26

27 The FAAA has negotiated new rest provisions for duty periods between 18 and 20 hours to facilitate planned ultra-long range flying growth. The maximum duty length for a single sector will be 20 hours. The unplanned maximum remains at 20 hours. The minimum up line planned rest following a duty over 18 hours will be 50 hours with an unplanned minimum of 24 hours. At home minimum rest provision following a trip that comprises a sector over 18 hours will be 3 full days clear of duty. Ref: EBA10: Part 2 Clause 10 Reserve Line abolished and replaced with Available Span (AV span) For Part 2 crew operating on A380/787, there will no longer be Reserve Lines. They are being replaced with limited Available Spans. These are made up of 5 A days and then 2 X days in a single block. Some key principles that are included about Availability Spans are: World fleet only (A380/787) Available span will be 5 A days and then 2 X days Credit is approx. 28:57 - based on divisor of 220/38 times 5 days Maximum 1 span per roster (averaged out across six bid periods) Block is the same value for part time Part time rotation will be pro-rated If crew wish to do multiple spans, they will be able to preference request them Any trip allocated during AV span will have a Z day free from duty where there is no X day Only four of the five AV span days can be standby days The span value does not go down if you are not allocated hours to its value No Pay protection will result from an AV span Any trip that is infringed by a pattern or Z day resulting from allocation of work during an AV span will be fixed pay protected, and not recoverable Crew can swap AV spans for another AV span or another trip If there are AV spans in open time, crew will be able to pick them up as additional hours or against recoverable hours Crew can request to drop a span unpaid where operationally viable Crew can request special event leave during an AV span where operationally viable Ref: EBA10: Part 2 Clause 17.2 Part 2 upgrade categories and duty travel Duty Travel categories and upgrade entitlements have been clarified during EBA10 negotiations. System clarity has determined that Part 2 crew will no longer sit beneath Jetstar crew in upgrade priority. The correct priorities are now in use. FAAA International For Member Information only. 27

28 Where crew are deadheading on flights over 18 hours and rest is reduced to beneath the minimum planned rest to 24 hours, the company will confirm book the highest class available (as per classification) at the point the pattern is built. Ref: EBA10: Part 2 Clause Day free of duty Home Base Minimum Rest improvement QCCA has agreed to increasing both planned and unplanned minimum home base rest to at least one whole day free from duty. The day free from duty will be planned at roster build. Where crew are allocated a duty on an AV span or from pay protection recovery. a Z day will be placed after the trip as per minimum rest provisions. Ref: EBA10: Part 2 Clause 12.2 A day contact provisions improvement In order to provide clarity around contactability on A days during an AV span or where a crew member has recoverable hours, some new rules have been agreed to. These changes come from member feedback around contact provisions in EBA9, where crew could be contacted at any time on their A day, following minimum home base rest. The prior to 1700 call in for an A day on a day free from duty, including a Z day will apply. On an A day, there will be two call in windows to 1100 &1600 to 2100 All assignments will require a minimum 8 hours notice commencing from 1100 and 2100 Crew must remain reasonably contactable during 0900 to 1100 &1600 to 2100 Operations will make contact up to 1100 or 2100 to confirm duties Crew can self-notify during contact periods on A days through webcis. Ref: EBA10: Part 2; Clause 8.3 Improved in flight rest provision guidance included in the EBA EBA10 provides some guidance to OBM's for Long Range and Ultra Long Range Flying inflight rest. It is preferable that on a long range or Ultra long-range flights that cabin crew are rostered for breaks and that they should be of sufficient duration to FAAA International For Member Information only. 28

29 provide for adequate rest. An adequate rest break on a long haul flight of over 15 hours should provide for at least one break to be of 3 hours duration in horizontal rest. In addition, like Part 1 crew, the 20-minute break provision in the first six hours is now mandated and not just where practical. This is of importance given ongoing service challenges. Ref: EBA10: Part 2; Clause Disruption Management and reduced slip payment The FAAA has negotiated for clarity around disruptions occurring after the commencement of a trip. Prior to EBA10, there have been various agreements through Planning and Scheduling on how disrupts would be managed, which have created uncertainty for our members. EBA10 provides that up line rest provisions will apply as per the actual duty performed. For duties planned at under 18 hours, where this results in any rest that is lesser than the original planned rest, a reduced rest payment will be paid. This will be at your hourly rate per hour that this is beneath the original unplanned minimum. Ref: EBA10: Part 2 Clause 20.3 Reduced slip payment for sectors planned over 18 hours For sectors planned at over 18 hours, where there is a disruption after sign on and there is a slip beneath the original planned rest of 50 hours, a reduced rest payment of one hours pay, per hour under the minimum planned rest of 50 hours will be paid. Ref: EBA10: Part 2 Clause Open time order The FAAA has negotiated that a priority order for assignment be considered with allocation of open time where practical and subject to operational requirements. The order is as follows: Crew bidding for additional hours Crew offsetting pay protection (recoverable hours) FAAA International For Member Information only. 29

30 Crew trading pattern or hours Ref: EBA10: Part 2 Clause 15.4 Open time assignment QCCA have agreed to clarifications in the EBA around allocation of work from open time. Any assignments, including those against pay protection, cannot project crew above the Company max, nor can they infringe any other trip or minimum rest required. An exception to this will be where crew agree for this to occur. Ref: EBA10: Part 2 Clause 16.3 & 10.5 Language trip rostering requirement reduced from 100% to 60% The FAAA heard our members concerns about full language lines and have negotiated significant change in this area. After 2 years of service post recruitment, at the request of the crew member, QCCA crew will be capped at 60% of their rosters for language allocation. This will be prorated for part time. QAL crew who transfer or have transferred to work on the A380 and B787 (world fleet) will have the ability to drop their language badges at any time as language requirement is not a condition of the transfer. Ref: EBA10: Part 2 Clause 22.2 Provision agreed for facilitation of QCCA to QD transfers Since the creation of QCCA (International) and QD (Domestic) there has been no formal capacity for crew employed by these entities to transfer between employers and work groups. In light of the Divisional Transfer Agreement between Qantas International and Qantas Short Haul, and the provision of Clause 50 in the LH EBA9, the parties have agreed to undertake an annual EOI for swaps between QCCA and QD. Sign on/sign off in Ports other than home base The FAAA successfully negotiated for the provisions of Sign on and Sign off in other ports to be moved from Part 1 of the EBA to Part A. This means that they now cover all crew. Practices which have been allowed for Part 2 crew are now solidified in entilements. FAAA International For Member Information only. 30