Views and Positions
“...what are your personal attributes that would make you the best leader for us?”
“...what are your personal attributes that would make you the best leader for us?”
“...what are your personal attributes that would make you the best leader for us?”
11. “Which values and characteristics would make you a great BOD? Besides your past experience and resume, what are your personal attributes that would make you the best leader for us?” A question asked of all LAX candidates. Here’s a link to a short video as well.
Time to pat myself on the back... I don’t like these questions. I would much rather leave the answers to the hundreds of pilots who have touched disability and been positively affected by my work. Many of their comments are already posted on my web site, www.BillEvansLAX.com and on my Facebook group, “Bill Evans for LAX Vice Chairman”.
I formed and led a group of 900+ pilots on LTD. I raised the awareness of the terrible plan we have using educational conversation through social media and C&R. I turned Parker’s Crew News against him by using my time to educate the pilots in attendance in regards to what the amiable man in the front of the room let’s happen to our disabled pilots. We considered ourselves our own lost base of 900. If you ask them, they will tell you I walk the walk.
I truly respect each and every professional pilot who is a member of the Allied Pilots Association. I respect each thought and free speech our members have and appreciate the exchange of ideas. I am an advocate for you, our base and our profession. With me, you will not walk through hard times alone. I will be there for you when you need it most.
I owned and ran a company using the SWA model of employee appreciation and networking. When over 80% of our competitors folded, we kept running strong because I was able to recruit the top talent and market to sources of business, much like SWA holding ATC events.
“How would you represent all the competing interests of the members of APA...”
“...what are your personal attributes that would make you the best leader for us?”
“...what are your personal attributes that would make you the best leader for us?”
“1. How would you represent all the competing interests of the members of APA from seniority number 1 through 13700?”
There are 240 pilots on disability from all areas of the seniority list who, through an agreement between American and APA, were dropped from the seniority list. I have worked with these pilots as they regain their medical. In fact, through a lot of effort, several of those dropped from the list are now flying here again without any loss of seniority. I have a passion for our careers and the pilots I share this career with no matter where each of us came from.
Under the AWA LTD agreement, pilots were dropped to Cobra (expensive) for a few years, then booted to the free market (incredibly expensive) to find their own healthcare with preexisting conditions. I brought the AWA pilots lack of healthcare coverage to the attention of APA and AA. By raising awareness and working for a solution, APA and AA reached a deal modifying that plan. Now, all the AWA disabled pilots enjoy the same active pilot health insurance we all do. The way it should be.
I have networks of pilots both in the union and outside the union to assist fellow pilots regardless where they reside on the seniority list or where they came from. In fact, we never ask as we are all here now. I created and still run a non profit (501c3) group, Wing to Wing (www.wing2wing.org), which is geared toward our sick and injured pilots and families including help with benefits, insurance denials, covering medical tests and procedures, family awareness events around the country, return to work assistance and more. As I write this, we are setting up a scholarship fund for the children who lose their Pilot parents while on disability. In LAX alone, I have gotten almost half a million dollars in denied medical costs overturned. In fact, one pilot in LAX was saved over $160,000.
I have spent over $15,000 of my own money working for our pilots over the last 3 years. I truly give a damn about each and every one of you. Every one of you has my respect as a fellow pilot on one seniority list. I have several ideas you will read about. I know how to raise awareness of these ideas and implement solutions to better our careers at American.
As a Vice Chairman for Los Angeles, I will represent LAX first, the entire APA list second, then the overall profession.
“How do you feel about changing the way representation is executed at AA?”
“...what are your personal attributes that would make you the best leader for us?”
“How do you feel about changing the way representation is executed at AA?”
8. How do you feel about changing the way representation is executed at AA?
For example, would you vote to change the representation to one captain rep and one FO rep per domicile?
I think the question is meant how representation is executed at APA (not AA).
As far as the CA and FO rep scenario, I don’t see that improving anything for us as a unified pilot group.
• What is the senior most FO seniority number in LAX? Answer = 574.
• What is the junior most CA number? Answer = 10348.
I would suggest more of our junior pilots to get involved. Volunteer for a committee. Run for domicile positions or national officer positions. By the way, LAX is currently represented by 2 first officers.
Let’s carry this representation question even further. My son is in the American Airlines Cadet Program. He applied and interviewed at American as a zero time pilot. American accepted him into the program. He’s currently working on his instrument rating at one of 5 or 6 schools AA uses around the United States. When he finishes attaining all his certificates and ratings, he will teach until 1,500 hours, then flow to a wholly owned, then flow to American. Right now, our wholly owned regionals flow to American, yet our future FO’s are represented by a different union, ALPA. American is busy building one list from zero time pilot to the left seat on a 787 yet we as a representative group haven’t even considered pulling everybody on that one list into one union with one goal. In my opinion, we are woefully behind on this front.
This question seems to project there is a need to divide the union. We are divided enough by our own doing. We are all pilots here regardless of when or how we got here and we ought to be arms locked pushing for the strongest position in our profession we can achieve together.
You were not issued a cape with your new uniform.
“What is your opinion about lack of BOD sessions' transparency? The majority of them are closed...”
“How do you feel about changing the way representation is executed at AA?”
Fatigue. Almost 70% of our base commutes. We have more red-eyes than any other base. FRMS was written with blood. If you are or you know you will become fatigued, you will call in fatigued. I will always back your safe decision if needed.
Duty period extensions. Who at our company works 14 hours a day, then asks if they can work longer? I can’t think of a employee group other than pilots and flight attendants. Certainly not management. You weren’t issued a cape with that comfortable, stylish new uniform!
When the company asks you to extend your long duty day to complete the mission, the mission objective has changed away from safety. When something subsequently happens, you can bet you’ll be the only one at the long table without a glass of water at the hearing. Everybody will point to you saying “He/She said they were good to go!” The 200 souls in back are on your shoulders. I will always back your safe decision.
“What is your opinion about lack of BOD sessions' transparency? The majority of them are closed...”
“What is your opinion about lack of BOD sessions' transparency? The majority of them are closed...”
“What is your opinion about lack of BOD sessions' transparency? The majority of them are closed...”
“What is your opinion about lack of BOD sessions' transparency? The majority of them are closed sessions, would you increase the transparency?” Another question asked of all LAX candidates.
As many closed sessions as there are and as long as they last over the past several years, we should have the best damn contract by far in the industry. That obviously isn’t the case.
• Many times the lawyers suggest meetings go closed. The board needs to remember the attorneys are paid for advice, not to run our union.
• Other times the company tells APA they have some good candy to offer, but you gotta get in the van to see it. And the board hops in. Every time. Yet the secrets shared never alter the business plan or course of the company, just our expectations and contract.
• Sometimes it seems like a treehouse in the neighborhood. The board sits up there and talks about who to let in the club and who to keep out with nothing meaningful resulting. Meanwhile, the rest of us are playing sandlot baseball. Just a perception from one of the line swine.
I will vote to keep as much of the board meetings open as possible. You are paying for a product and should be able to see it.
“What are your thoughts about Alaska and Jet Blue alliances with AA?”
“What is your opinion about lack of BOD sessions' transparency? The majority of them are closed...”
“What is your opinion about lack of BOD sessions' transparency? The majority of them are closed...”
“What are your thoughts about Alaska and Jet Blue alliances with AA?” Question #14 asked of all LAX candidates.
I’m opposed to alliances. Many of my fellow LAX pilots commute from SFO, SEA and other west coast locations, rarely on our own metal and rarely flown by our fellow pilots. Lots of Alaska, Jet Blue and Eagle flights though.
I’m also opposed to wholly owned regionals working under separate contracts. There are multiple sets of pilots, mechanics, gate agents, airplanes and ground equipment, training centers and management just to name some. All of these could be streamlined. Of course it would get rid of a second set of management and board members along with those salaries and bonuses. Southwest makes it work with no alliances and no feeders.
What have you learned from our airline’s and APA’s past experiences and mistakes?
What have you learned from our airline’s and APA’s past experiences and mistakes?
What have you learned from our airline’s and APA’s past experiences and mistakes?
12. What have you learned from our airline’s and APA’s past experiences and mistakes? A question asked of all LAX candidates.
We always open every aspect of our contract in negotiations. This gives management way too many items to stall with like the all important moving expenses. We need to hit a few key sections of the contract, make the gains and negotiate another few in 2-3 years. Opening up 50 items takes 5 years to negotiate. Then we sign on for 5 years. We need to hit more 2 run homers instead of looking for the grand slam (which never happens) every time.
We were offered a “Delta +3%” contract in 2001 and we said no. We knew we could do better! Then 9/11 hit. 2 years later we gave concessions, then a bankruptcy 8 years after that. Last year we had a company offer and we said no. We can do better! Then the pandemic hit.
Taking the gains in a short term deal would have us in a position for more gains with openers around the corner. Instead, here we are. “It’s like Déjà vu all over again.”
“Would you make any concessions to avoid bankruptcy?”
What have you learned from our airline’s and APA’s past experiences and mistakes?
What have you learned from our airline’s and APA’s past experiences and mistakes?
This question was asked of all LAX candidates. Here is my response.
Absolutely not! In 2003, the membership voted a 23% pay cut to keep American out of bankruptcy. Months later, management awarded themselves “PUP Bonuses” worth millions upon millions of dollars (for hosing labor I suppose). 8 years later, American filed anyway! We as a pilot group entered BK with a benchmark 23% (more than that since we didn’t take the “Delta +3%” offer from AA before September 11, 2001) less than we would have and are still reeling from those decision 18 years later. There is history to examine and remember on this issue.
I voted in favor of the temporary dues increase to cover healthcare insurance premiums for our furloughed pilots. This is a better way to help than giving the company concessions and just hoping management will “do the right thing”. I would be much more receptive to taking care of our own through our pilot group than giving upper management the chance to bite us again.
“How would you mitigate the future furloughs at AA?”
What have you learned from our airline’s and APA’s past experiences and mistakes?
“How would you mitigate the future furloughs at AA?”
4. How would you mitigate the future furloughs at AA? What would be the best strategy and how would you determine that?
Of course everybody is aware of the early retirements, ZTL’s, VSTLOA’s etc. so I won’t harp on those. I do have another idea we should have a discussion about.
We had a flow back set up 15 or so years ago. If furloughed, you could go to Eagle. I guess feelings got hurt on both sides and that doesn’t exist any more. The dynamics have changed since then. We now have a robust flow through program with the wholly owned regionals. Right now many of you know all too well this flow through is a one way check valve. A pilot can flow from Eagle to American and be kicked to the street a month later.
American is gradually creating one seniority list. A zero time pilot can be accepted, earn the certificates, instruct, flow to a regional, then flow to American. If we are heading to a form of one list, we need to explore a form of ebb and flow to protect the pilots on that one list.
How do you define the meaning of a “concession”?
What QOL improvements do you feel most strongly about in contract negotiations going forward?
“How would you mitigate the future furloughs at AA?”
“2. How do you define the meaning of a “concession”, what does it really mean to you?
Please elaborate with specific examples, including:
• Do you consider ZTL or FTO as a concession?
• Would you consider reducing flight hours to save junior pilots from furlough a concession?”
Concessions involve us giving up something in our contract without reciprocity from the company, such as the elimination of hotel contract language a couple agreements ago. Remember years ago the hectic months when we “flexed” to 78 hour lines from the normal 75 hours? Now everybody is talking numbers in the mid 80’s! Reciprocity is not giving up hourly pay in exchange for working more hours and days. That’s compounded concessions!
• ZTL... For some it is considered a concession as it causes furlough out of seniority order. A pilot must be active to bid a ZTL. Pilots on unpaid sick and LTD are not active, thus can not participate. By junior pilots bidding ZTL’s, it forces the furloughs higher up the list than would have been to some who can not elect to stay. One aspect I raised with the union is what is required of a pilot to be recalled (without government requirements by PSP)? Does a pilot need to have a 1st class medical to be recalled? If so, we created an agreement to furlough out of seniority order without protections of recall for our sick and injured. To date, I have not received an answer on this.
• Reducing contractually available flight hours instead of the hourly pay rate is just another way to put the lipstick on the pig. Reducing the overall pay available whether through a hourly rate reduction or the number of hours lines are built to is a concession.
Voluntarily reducing my flight hours per month is a choice and not a forced concession. I have personally done this through the VSTLOA and also back in 2005 through a stand in stead furlough, allowing a junior pilot to stay.
What QOL improvements do you feel most strongly about in contract negotiations going forward?
What QOL improvements do you feel most strongly about in contract negotiations going forward?
What QOL improvements do you feel most strongly about in contract negotiations going forward?
“15. What QOL improvements do you feel most strongly about in contract negotiations going forward?”
• Scheduling including the ridiculous 30 hour RO and 3 hour sits at other bases as ready reserve.
• LTD and our safety net including the sad $75,000 death benefit when Delta pays around $850,000. One of our LAX pilots passed away last week. $75,000 is a slap in the face.
• Sick time back to days and more of it. Vacation to days and an open system to see what we are actually bidding for/against.
• Hotel language, layover, TDY and training, is major. Just this week we have pilots with no electricity, no heat, no lights, no elevators, no food,and no fire alarms at the Atrium for over 24 hours. That place is terrible when the power is on! Some ended up sleeping in hotel lobbies around DFW that had power but no rooms.
• Trip trade. Cutting the 50 shades of red. Most of my trips are some shade of maroon - redder than red. Partial trip trades. Lots to do here for flexibility.
This could be a long list! We need to hit a few big ones in negotiations and then look for base hits when the opportunities present themselves.
Here are a few LAX specific topics.
What QOL improvements do you feel most strongly about in contract negotiations going forward?
What QOL improvements do you feel most strongly about in contract negotiations going forward?
I will use a little ink on just a couple issues for LAX pilots.
• Through my work helping our sick and injured pilots, I have gotten to know our chief pilots and staff in LAX. I have existing relationships with several people which are all positive. While my role as Vice Chairman will be new, my reputation and relationships in the flight office are established. I can hit the ground running.
• Supplement U allows pairings to originate and terminate in SAN. As written, it includes flying on S80, 757/767, and 737 equipment. As you can see, this is somewhat dated. 320 sequences need to be included in this Supplement and I will promote revisions to the equipment in Supp. U.
• Tent city in pilot ops.. In an apparent attempt to be “woke”, LAX now allows flight attendants to utilize our ops. Whether it was meant to facilitate crash pads for reserve flight attendants or not, this is what happened. Did you know there Is a flight attendant ops? Do you know where the flight attendant ops is located? Have you been welcome to the flight attendant ops during times ours is overrun? This needs to be addressed.
Hotels are not cheap around LAX Airport for commuters. We shouldn’t need to shell out $150 to get a good night’s rest and nourishment before a sequence. I would like to put a group together to negotiate nightly deals for commuting pilots.