AFAP Jetstar Update - Various Matters
This update addresses several matters that the AFAP has recently been discussing with Jetstar and receiving queries from members about:
Health and Wellbeing Discussions
We are aware that the newly appointed Regional Performance Managers (RPMs) are contacting pilots with certain absenteeism trends to discuss how Jetstar can support the pilot’s ongoing health and wellbeing. The AFAP recently met with Jetstar to discuss a number of questions we had raised about this welfare initiative.
Jetstar advised that it was utilising data tracked by Direct Health Services (the service provider for Jetstar Health Connect) to identify pilots the Company believed may need additional welfare support based on their absenteeism. The triggers for identifying pilots include those taking i) 4 or more days sick leave at one time, ii) 30 or more days of sick leave in a 12-month period or iii) short to medium term sporadic sick leave between WDOs.
We were advised that the main reason for the RPMs making these calls is to check on the pilot’s wellbeing and inform them about available support resources Jetstar can offer such as the Employee Assistance Program (EAP), Trust pilots, and the Company Medical Review Officer (MRO). From Jetstar’s perspective it is intended to be an informal conversation between the pilot and RPM
In terms of process, the RPMs are typically contacting pilots via phone at an appropriate time, having regard to rostered duties. If the call is not answered, a message is left, and a follow-up attempt is made. While an informal approach is preferred, if a pilot is simply not responding to these phone calls/messages, Jetstar advised that there may be instances where the RPM will then reach out to the pilot via email to organise a Teams meeting, in which case the meeting will be rostered in accordance with the EA and the pilot will have the opportunity to bring a support person.
If a Teams meeting is required the options available to Jetstar are to i) roster the pilot ADMIN (3.6 hours credit) in a subsequent roster, ii) call the pilot out on a STB and assign ADMIN for the meeting, (iii) displace the pilot from a rostered duty and reassign ADMIN or (iv) request the pilot participate in the meeting on a day off, and if the pilot agreed a WDO would be payable.
Overall, Jetstar advised that it had received positive feedback in response to these welfare calls and for offering/providing support that pilots might not have otherwise been aware of.
We appreciated Jetstar’s candidness in responding to the questions and concerns that we raised. The AFAP conveyed that while this welfare initiative may be well intended, pilots largely perceive the initiative as a ‘shakedown’ targeting those pilots with high levels of sick leave. Jetstar acknowledged this perception which it aims to address through improved communication and a more consistent approach to these welfare discussions.
The AFAP does not discourage pilots from engaging in informal discussions with their RPM, recognizing the potential benefits of the support offered. However, we remind pilots that where more formal discussions are convened, they are able have a support person present. Additionally, pilots should be aware that they are under no obligation to disclose any medical details to their RPM, noting that if Jetstar has concerns with a pilot’s wellbeing, they can direct a pilot to undertake an independent medical assessment with a Qantas/Company doctor.
Base Swap Policy (Voluntary Temporary Transfer Swap)
In recognition of the number of Jetstar pilots not currently in their preferred base, the AFAP put forward a Base Swap proposal to allow pilots on the same fleet, rank and employment type to do a temporary roster swap for a up to 4 roster periods. The proposal set out a transparent process for pilots to submit their application for a base swap which would then be published on a list of available swaps on JEN, with seniority determining which swaps would be approved.
We are pleased that this proposal was agreed and adopted by Jetstar in the form of a Voluntary Temporary Transfer Swap as recently advertised in FSO 041/24.
Jetstar has recently published list of available swaps on JEN which as follows:
Pilots who are interested in applying for one of the base swaps above should email fltops@jetstar.com and include in the email:
- Subject: Base Swap Request
- Employee ID, current base, desired base, rank/fleet/employment type
- Proposed swap duration (1-4 months).
Additionally, pilots can continue to register for a temporary Base Transfer Swap via the registration form available on JEN.
JBid Working Group
On May 14, your AFAP JPF representatives participated in the inaugural meeting of the JBid / Roster Review Working Group. The meeting brought together members from Work Force Planning, Flight Operations, Jeppesen (Jbid) Team, and pilot representatives to discuss and review the following:
- JBid survey results, including participation rates and areas of concern.
- Different bidding models such as Fair share, rotational groups, and a simplified RPS.
- Roster quality, covering patterns of work, roster build processes, and overall quality.
- Pairing impact, including trip length, rest periods, passenger flights, triangle pairings, and related aspects.
The meeting was highly productive, and your representatives emphasized key pilot concerns such as minimal success with DDO requests, unnecessary pax flights, unnecessary overnights, minimum ODPs both down route and at home base, base wide roster balancing, and the costs associated with constant roster disruptions.
As part of the roster review committee, your representatives have been tasked with identifying and presenting instances of poor rostering which could include, but not limited to unnecessary paxing flights, minimum ODPs, insufficient day rest, fatiguing pairings, or any other areas of concern. We are requesting participation from the AFAP membership to identify previous rosters or current rosters where you believe (for whatever reason) the pairing or roster requires attention. We request an email sent to jetstar@afap.org.au with a screenshot or PDF of the roster / pairing and a brief summary explaining why specific pairings or rosters require attention.
The next JBid / Roster Review Working Group meeting is planned for mid-June. Currently there is cautious optimism from the JPF that this collaborative effort may result in improvements to both JBid and Roster satisfaction.
Secondary Paid Parental Leave
As you may be aware, last year the Qantas Group announced a number of improvements to its Parental Leave Policy including 10 weeks of paid Secondary Parental Leave (up from 1 week paid, 7 weeks unpaid) for employees commencing Secondary Parental Leave on or after 1 July 2024.
We have recently received several enquiries from members about the updated Qantas Group Paid Secondary Leave Policy which places some restrictions on when the leave can be taken. Specifically, the latest FAQ (published 12 April 2024) states that Secondary Parental Leave may not be granted during peak operational periods (e.g. Easter, Christmas/NY and/or school holidays) unless the birth or Placement of the child falls during the peak period or is otherwise agreed to by the Company.
Pilots who had applied for secondary parental leave over peak periods and subsequently had this leave rejected have sought advice from the AFAP regarding the lawfulness of Jetstar being able to refuse this leave.
While we acknowledge the frustration and disappointment experienced by pilots who had been planning to take their secondary parental leave during these periods, it is important to recognize that the Qantas Group Secondary Leave Policy is significantly more generous than the legislative requirements. Consequently, Jetstar is within its rights to impose restrictions on when and how this leave can be accessed by pilots. Notably, pilots will still be permitted to take this leave during peak periods if it coincides with the birth of a child.
Jetstar has confirmed that if the birth of the child occurs during a peak period (e.g. December peak) it is not intending to limit how much secondary parental leave is accessed during that peak (i.e. they could take the entire 10 weeks). If the birth occurs outside of the peak period and the employee applies for the secondary parental leave in future peak periods then Jetstar will assess whether the dates applied for can be accommodated.
It is timely to advise pilots that the NES (National Employment Standard) allows for "unpaid flexible parental leave," which provides up to 100 days of unpaid leave that can be taken at any time within 24 months of a child's birth. This leave can be taken as a single continuous period of one day or longer, or as separate periods of one day or longer each. Therefore, pilots who meet the requirements under the NES have the option to access unpaid parental leave during peak periods. There are specific notice requirements pilots are required to give for accessing their entitlement to unpaid flexible parental leave, so please contact us if you are intending to access this type of leave
Days In Lieu (DILs)
The AFAP has been in active discussions with Jetstar over the last 12 months to establish a procedure for pilots to acquit any outstanding DILs from previous EAs. Pleasingly workforce planning is now allocating a duty day allowance in JEPPs each roster for DILs to be acquitted where possible.
Jetstar has advised the DIL allocation process will be as follows:
- Pilots should check their DIL balance in JBid;
- All pilots with a DIL balance should bid for DIL’s every month in JBid.
- WFP to extract DIL requests during roster build and approve based on the number available, and
- Seniority within each cohort will determine DIL allocation i.e., most senior will have all requests approved before moving to next pilot's request.
- Pilots can also back up their DIL request with a time off request in JBIDs, noting that DILs will have priority over RDO requests.
- For VFL pilots, DILs will offset work days i.e. 1 DIL = 14 work days, 2 DIL’s = 13 etc.
- If pilots do not submit any DIL requests in at least 3 months in the preceding 6 months, we will consider allocating at our discretion using reverse Seniority.
In terms of the treatment of DILs for rostering and WDO purposes, Jetstar has advised its position is that DDO hour buffers (i.e RP 6.1, 6.2 & 6.3, RP 13.7, 13.8 & 13.9) and WDO/extension payments (EA 40.6, EA 46.16.5) do not apply, and they will be treated the same as DFDs. While we pointed out that DILs are in fact replacement “days off” and should be treated as such, given there are no explicit rules in the current (and previous) EAs around the application of DILs we have agreed to disagree on this point.
Your pilot representatives are on hand if you have any questions regarding above. Alternatively you can contact your AFAP industrial officers Deanna Cain, Pat Larkins or Andrew Molnar via email deanna@afap.org.au, patrick@afap.org.au, or andrew@afap.org.au or call (03) 9928 5737.
Regards
AFAP Jetstar Pilot Federation Committee
Darren Fielder, Jeremy MacPhail, Daniel Blakemore, Ed Greenidge, Yianni Manousaridis, Dominic Corcoran, Mark Buttel, Darren Davis, Chris Gibson, Clinton Baxter, Andrew Ward, Christopher Doyle, Christo Hailes, Paul Hogan, Raj Krishnan