Yesterday the Unions received a revised formal offer from Jetstar following the bargaining meeting held on 5 March and our discussions with the CEO and COO.
Base Salary Offer
The revised proposal included an alternative base salary table to the structure previously tabled by the company on 18 February (and subsequently communicated to pilots via a Chief Pilot update).
The unions acknowledge that the alternate salary table broadly restores the salary relativities between ranks and fleets contained in the current Agreement, with the exception of Narrow Body First Officer Level 1 and Wide Body Second Officers. This revised structure addresses a number of the structural concerns previously raised by the unions regarding the company’s earlier proposal.
However, the revised proposal does not include any increase to Jetstar’s overall cost envelope and therefore does not deliver any meaningful uplift to the salary levels previously proposed by the company.
In practical terms, the revised salary table largely redistributes the existing funding envelope rather than increasing it. While some cohorts may be marginally better off under the alternative structure, others are worse off, and the overall remuneration outcome for the pilot group remains materially unchanged.
We also note that there has been no change to the Captain salary rates (both Wide Body and Narrow Body) compared with the salary table provided on 18 February. Given the importance of command remuneration within the broader salary framework, the absence of any movement in these rates means the revised table fails to address the benchmarking objectives discussed throughout bargaining.
Multi-Day Reassignment Proposal
Jetstar has also maintained its position on extending the multi-day reassignable end time beyond the existing one-hour sign-off buffer up until 14:00 hours where displacement is caused by any pilot self-removal from duty.
This 14:00 sign off would apply not only where a pilot accesses personal leave, but also where a pilot removes themselves from duty because they are unfit due to operational fatigue, or where a pilot chooses not to exercise their discretion to extend a Flight Duty Period beyond FRMS limits.
The unions consider this proposal untenable and one that would present a significant obstacle to securing approval from members.
We also note that Jetstar declined the unions’ compromise proposal to limit this flexibility to situations where a pilot accesses personal leave on Day 1 of a multi-day trip. This compromise was advanced in a genuine attempt to progress bargaining and identify a mutually acceptable solution, however the company was not prepared to engage with that approach.
Where this leaves bargaining
Members have been very clear through the recent union poll that they would not support Jetstar’s earlier proposal.
Given that the alternate salary table does not materially change those salary levels, and there has been no attempt made to address our concern with the Company’s re-assignable proposal, it is apparent that the company’s revised offer would not be capable of securing the support of the pilot group, and therefore is not a package the unions could responsibly endorse.
At this point, we believe that all reasonable avenues to reach a negotiated agreement have been exhausted.
Escalation to a Protected Action Ballot
Throughout bargaining the unions have approached the process in a pragmatic and constructive manner, including refining earlier claims and engaging extensively in drafting to ensure an agreement could be finalised efficiently once remuneration was resolved.
However, the company’s latest proposal does not materially narrow the remaining gap between the parties.
In light of the lack of meaningful movement in the company’s revised offer, the unions have been left with no option but to proceed with escalation.
Accordingly, the AFAP has filed an application for a Protected Action Ballot Order (PABO) with the Fair Work Commission this afternoon. AIPA and the TWU will also lodge their own PABO application.
We are extremely disappointed that the bargaining process has reached this point, particularly given the promising and constructive start to negotiations. However, we are confident that the unions have made every genuine effort to reach a negotiated outcome.
What happens next?
As part of the PABO process, the Fair Work Commission will schedule a compulsory conciliation conference.
This provides the parties with a further opportunity to engage in genuine discussions and attempt to resolve the outstanding issues before the ballot process concludes.
The unions will participate in this process in a genuine and constructive manner and remain hopeful that further movement from Jetstar may occur during conciliation.
We encourage Jetstar to attend conciliation prepared to present a revised position that reflects genuine movement and is capable of endorsement by the unions and support from the pilot group.
Further information about the ballot process and next steps will be provided once the Fair Work Commission lists the matter.
In the meantime, the most constructive thing members can do is ensure that their employment details are up to date in the AFAP system, particularly their email and postal address.
Members are also encouraged to speak with any colleagues who may be considering joining the AFAP and encourage them to get on board now. It is important to emphasise that only union members will be eligible to vote in the ballot.
The Company will only see the final ballot outcome (raw numbers, not individual names). As such, the stronger the participation and the clearer the result, the more powerful the message it sends during bargaining.
We will provide members with as much guidance and support as possible throughout this process and will continue to keep you informed of any developments.
Finally, we would like to emphasise that the unions remain committed to negotiating an agreement, and reaching a negotiated outcome remains our clear priority.
As always, the strength of this process ultimately comes from the unity and engagement of the pilot group, and we thank members for their continued support.
If you have any questions, your pilot representatives and AFAP industrial officers Deanna Cain, Pat Larkins or Andrew Molnar are available to assist via
jetstar@afap.org.au or call (03) 9928 5737.
Members can also engage constructively with AFAP pilot representatives and industrial staff via the members-only AFAP Telegram forum
here.
Regards,
AFAP Jetstar Negotiating Team
Chris Gibson, Dominic Corcoran, Daniel Blakemore, Ben Bollen, Jake Gainger and Paul Hogan