The proposed Enterprise Agreement includes a number of new concepts which represent meaningful improvements to the current EA.
This update is intended to provide members with a detailed explanation, along with practical examples, of the operation of:
- Duty RIG; and
- Roster Stability Payment.
While improving remuneration outcomes for pilots was not the primary motivation for including these new concepts in the EA, the examples (see link below) illustrate that improved remuneration may be an outcome where the Company rosters inefficient duties, where day-of-operations disruption results in extended duty periods, or where standby or Available Day callouts result in roster displacement.
Just as importantly, these provisions create a direct financial incentive for the Company to improve rostering practices and avoid circumstances where these payments are triggered.
Duty RIG (Ratio in Guarantee)
One of the key improvements secured in the in-principle agreement is the introduction of a Duty RIG, or Ratio in Guarantee.
Duty RIG provides a minimum credit based on the length of a pilot’s duty period, rather than credit being determined solely by the flying performed.
This is designed to better reflect the reality of Jetstar operations, where delays, extended ground time, positioning, disruptions and inefficient pairings can significantly increase the length and impact of a duty, even where the actual flying credit remains relatively low.
In simple terms, Duty RIG ensures pilots are recognised for time spent on duty, not just time spent flying.
Under the proposed EA, Duty RIG applies at 50% of duty time for duties that include an FDP. This means that for every hour a pilot is on duty, they are guaranteed a minimum of 0.5 hours of EFA credit, where that amount exceeds the credit they would otherwise receive.
For example, a 10-hour duty would attract a minimum credit of 5.0 hours. Where the credit associated with the flight time exceeds the Duty RIG, the pilot receives the higher amount.
This is a meaningful structural improvement on the current EA, particularly in situations involving delays, inefficient pairings, extended airport appreciation time, cancelled sectors, or mixed flying and positioning duties. Under the existing arrangements, pilots can spend lengthy periods on duty while receiving relatively low credit. Duty RIG directly addresses this by placing a credit floor under those duties.
It is important to note that Duty RIG only applies where a duty includes an FDP. It does not apply to standalone non-flying duties such as EPs, simulator duties, or paxing-only duties. However, where a duty combines flying and positioning, for example operating a sector followed by a paxing sector, the Duty RIG applies to the entire duty period.
Duty RIG also does not alter the existing Designated Day Off (WDO) payment structure. Where a pilot works on a WDO, payment continues to apply as:
- the greater of the scheduled Credit Hours flown paid at the EFA rate or a day’s pay; and
- an additional day’s pay.
In practical terms, this means Duty RIG does not create an additional or separate entitlement on top of the existing WDO payment structure.
Overall, Duty RIG is a practical and targeted improvement. It may reduce the likelihood of inefficient duties being rostered in the future, but primarily it ensures that where duties become inefficient due to delays, disruption, operational changes or extended duty periods, there is direct financial recognition of that impact.
Roster Stability Payment (RSP)
Roster Stability Payment, or RSP, is a new allowance payable where a pilot is called off standby, including Reassignable Standby (RAS) or an Available Day, and that callout results in the displacement of a rostered Tour of Duty (TOD).
Pilot feedback throughout bargaining has been consistent: roster instability caused by standby displacement is one of the most significant lifestyle impacts in the operation.
The unions initially sought stronger protections, including the ability for pilots to decline or veto certain standby callouts where they would disrupt subsequent rostered duties. Jetstar did not agree to operational restrictions or veto rights, and instead offered only general commitments to improve rostering practices.
In response, the unions pursued an alternative approach, namely a direct financial consequence within Jetstar’s control. We have seen this type of mechanism successfully influence Company behaviour in other areas, including late sign-offs prior to DDOs.
What has been agreed?
Under the proposed EA, a fixed payment will apply where a standby callout results in a displaced TOD at the time of assignment:
- Captain: $600
First Officer: $375
Second Officer: $200
These payments will increase annually by 3%.
Importantly, RSP is a hard payment. It is not at risk of being lost because a pilot subsequently drops below the EFA threshold.
How RSP is triggered?
RSP is payable where:
- a pilot is called off standby, including RAS or AVD; and
- at the time the duty is assigned, it causes a displacement of a subsequent rostered TOD
RSP is payable per displacement event, not per individual duty or day affected. This means that where a single standby callout displaces multiple rostered days within a singular TOD, only one RSP payment is triggered.
RSP will not apply where a pilot has already signed on for a duty assigned from standby and an operational disruption subsequently results in a displacement of a TOD. In that circumstance, the displacement arises after the pilot has commenced the assigned duty, rather than from the standby callout itself.
Why RSP matters?
RSP serves two key purposes:
- Compensation: it recognises the disruption and inconvenience caused when a standby callout displaces a planned TOD
- Behavioural change: it introduces a financial disincentive for avoidable roster instability and encourages more considered and strategic use of standby.
In practical terms, this is intended to drive better rostering outcomes by encouraging standby duties to be grouped together, or placed adjacent to DDOs where possible, rather than being used in a way that unnecessarily displaces rostered duties.
Why the payment is set at this level?
We acknowledge that the agreed flat, rank-based payments are lower than earlier proposals put forward by Jetstar and do not vary by fleet or pay classification.
This was part of the broader compromise reached during Fair Work Commission conciliation and was one of the final items resolved as part of the in-principle agreement.
While higher payments were preferred, the priority was to protect the agreed salary structure and secure the introduction of RSP into the EA.
This represents a meaningful step forward by establishing, for the first time, an enforceable payment recognising the impact of standby-related roster disruption.
Practical Examples of Duty RIG and RSP
Practical examples of how Duty and RSP operates are available here.
These examples are intended to assist members in understanding the practical application of the provisions and the circumstances in which additional credit or payment may arise.
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