Sunwing Pilots

Hello Everyone,

Since the candidates platforms have been published there has been an obvious uptick in discussion about the upcoming elections. During some of my discussions with other members, they seem to have similar questions and comments.
I would like to take this time to expand on my platform and hopefully answer a few questions that have recently been brought forward.

I am an original hire with Sunwing as a First Officer in October of 2005 and upgraded in 2008.
As for my involvement with the labour movement. In 2010 I was elected Vice President of the already formed certified association SUNPAC. During my tenure as the MEC and membership we decided to certify with an union. We eventually certified with UNIFOR (CAW at the time) in 2012.
I have been elected Vice President in three terms and was an at the table negotiator for CBA #2. During CBA#3 I was sitting Vice President.

Our membership demographic much like most airlines and other industries is very diverse. Each local or company is built by each individual within the membership/community. It’s because of this individuality it very difficult to please the entire membership. Let’s be honest we as individuals look after what helps us first, it’s only human nature. Much has been made about senior vs junior and junior vs senior situations. This argument has been going on for a hundred years and will probably continue for a hundred more. So, Along with this message I have posted our original handbook along with CBAs 1,2 and 3. I believe that after examining and comparing each document people will have a better understanding of how we represented the entire membership from your start and into your future.

I would also like to expand on some points:

⁃ Upgrading to Captain with 24 months of service. When I upgraded in 2008 we had the seniority issue where one would upgrade to the bottom of the Captains list and into first year pay. There was a fair sized pay gap between first and second year pay. When I upgraded my pay bump was $300/month. We successfully argued to enter at second year giving a much larger pay bump. I did not benefit from this clause.
⁃ Cadet Program. Management was very secretive about the program and it’s conditions. Something we recognized from a previous union bust attempt. So we successfully argued to make sure they were full Sunwing Pilots and part of this membership. We did this for several reasons. We wanted to protect the industry from lowering entry level pay and conditions. Well also felt this would open the door to strictly hiring from the cadet program which would hinder any “off the street” hiring of non cadet pilots.
⁃ Overtime restriction during layoff periods. In 2010 Sunwing laid off 10 pilots and scheduled the rest of us to 100+ hours. Obviously this was wrong for the membership. Some say why didn’t you just refuse to fly. Sounds easy but in reality not quite. Stopping work constitutes a work action and places the union in liability. The company did serve us notice that they would go after the union if there was a refusal to work.
⁃ Domestic Deployments. The first year of YOW seasonal base the most junior captains were forced to the YOW base on their own dime. The members were responsible for their own commute and accommodation. We felt this was wrong and the domestic deployment was born. As a side note while creating the program it was also negotiated that members residing on the seasonal base have base bidding priority. The members were able to live and work out of their home city saving both them and the company money.

These are just a few points. A lot of the improvements like the ones above made over the years didn’t have any effect or benefit for the people that negotiated them. Again it’s only human nature that when we get a contract we go directly to our year of pay and look up. These contracts are full of improvements for everyone junior and into senior. And when looking to the higher years remember that’s your future as well. When looking at these contracts please keep that in mind.

My aim is to work efficiently and diligently with whomever MEC that the membership chooses.


I know this is a crazy long post and I apologize. But, something else to think about. The most important things you can do as a member is use critical thinking, always ask, “why or how “and then ask yourself and others “is this achievable/does it make sense”

Thank you for your time and consideration

Dave McHugh
davermch@yahoo.ca
(705)737-7126

Continued Discussion

Points brought up during campaigning and discussions with members.

Changing MEC while negotiating

I don’t see this as an issue at all. The negotiating committee are elected positions with the exception of the MEC president. The MEC President can be part of the committee by choice. The negotiating committee works in parallel with the MEC, but of course supported by the MEC and with MEC INPUT .

Currently our Negotiating Committee Chair is Kevin Collins.

Example: A MEC member gets elected to the negotiating committee but fails to get re-elected to the MEC. That person would be leaving the MEC but stay on the negotiating committee.

Plus, myself and other Candidates have MEC and at the table negotiating experience.

If elected to any position my intentions are to work and and support the committee and membership. The ultimate goal is to negotiate in good faith and bring the best contract to the membership to VOTE. The changing of the MEC doesn’t change things. Example: An elected President can not enter the room and dictate to the elected committee how things are going to be done. The committee can simply tell that president NO!
That being said, If elected my intention is to work with the committee as they see fit. I think my experience could be an asset if they so choose.

Committees/Structure

I have absolutely no intentions to re-invent the wheel or to “clean house”. Committees are a strength of the membership. If elected i will meet with all committees get up to speed and provide support. When I was MEC before we were a slightly smaller group with a fair amount of new hires getting their Sunwing bearings. It was the 3 or 4 MEC plus 3 or 4 others volunteering. We were all flying full blocks plus some more and trying to support the membership. We were spread thin to say the least. I for one appreciate the volunteerism of the committees. I see no reason in changing anything.

Financial

The MECs I was part of were very financially sound. Matt, Myself and Xander provided the membership with arguably the most financially responsible MECs to date. We took over with the union in trouble and turned it around to provide the next MEC with a profitable local. We did this by volunteering 90%of our time while flying full schedules. Also, while negotiating, strike and ratification tours. For example: The total expense for negotiating including both strike and ratification tours was $63,800. Our total operating costs for 2016 was $96,721 .

Layoff Mitigation

In the past CBAs we discussed and instituted several mitigation strategies. As of CBA 2 effective December 2010, some of our strategies made it into the contract.

- Overtime Restriction- We proposed 80hrs no OT. Instituted MMG +3. Not ideal but way better then before. Obviously I would support moving towards the 80hrs no OT. I am sure the negotiating committee is working on it .
- Voluntary Shared Block Month- allowed FCM flexibility to take a half block which would allow another FCM a half block.
- Proposed a Time bank for OT- allowing FCMs to bank all OT and take time off with full pay. Didn’t make it in


Minium Monthly Guarantee

I’ll start off by saying I am not opposed to the idea at all. Ultimately this will be a decision by Mr.Willams and the membership in a vote. I am 100% onboard to listening and discussing with the entire membership. The question will become HOW does this work.

I don’t believe in making promises or leading on people unless it’s a signed and delivered deal.Truth is, more discussions will be happening past the results of the election.

Let’s be honest there is no way anyone could have predicted this industry situation. Usually when you’re this deep none of this is even a discussion, it’s a bankruptcy.

Obviously the goal is to have everyone back full tilt. More bookings means more money, means more flying means more pilots. How quick or long this happens is anybody’s guess.

Resources

One thing I will commit to is providing the membership with more resources. The hard reality of our situation is that we have no idea what the future holds for us individually,as a company or as an industry. It’s very dangerous to put all your hopes into one basket. Second career training programs and other resources are there to help you provide for your families until you get back into the seat. Some other members have taken advantage of these resources. As well, Many pilots from all companies have taken advantage of these programs during past downturns. Extra resources and help is a good thing, isn’t


One last thing . I and the other candidates are running as independents . We are not running as a team. You are free to vote for which ever individual you like and build the best possible MEC


Thank you once again for your time and consideration

Dave McHugh
davermch@yahoo.ca
(705)737-7126