Cargolux Board

On 07 October 2020 the third meeting between Unions, Luxair, Cargolux, Luxairport and government representatives, referred to as “Tripartite pour le secteur de l ´aviation” took place. In this meeting the various measures discussed by the social partners within the Luxair working group were analysed. Following constructive discussions, a principle agreement could be reached addressing the situation at Luxair.
 
The analyses revealed a significant surplus of 600 employees or 20% of Luxair’s current staff. The principle agreement reached will allow approximately half of the affected staff to leave Luxair through one of the available early retirement schemes. The other half should be transferred and requalified within Luxair or transferred to other companies either on a permanent or temporary contract basis. Additionally, the principle agreement provides the remaining staff at Luxair with a job guarantee for the duration of the agreement, which prevents job retrenchments due to economic reasons.
 
The Tripartite parties further agreed that the Luxair Collective Work Agreement (CWA), which would expire at the end of this year, forms an integral part of the agreement reached by the Tripartite and that it will be renewed until the end of 2023. This extension of the Luxair CWA will cover all achievements, except for the annual time unit increases, which will be suspended for the duration of three years, unless the economic situation of Luxair returns to normal levels at an earlier stage.
 
The details of the final agreement still have to be worked out and will be presented to the various union bodies for validation, before the final agreement could be signed at the next meeting of the Tripartite, which is presently scheduled for 9 November 2020.
 
In respect to Cargolux, there is a common understanding, that Cargolux´ present situation is different as the company is not negatively affected by the COVID-19 pandemic. We do appreciate the clear statement of the Cargolux CEO in the Tripartite meeting on 17 September 2020, that Cargolux is willing to be part of the solution for the Luxembourg aviation sector but not at the expense of the viability of Cargolux.
 
It is our position, which we clearly communicated to Cargolux Senior Management, that Luxair pilots who may become either permanently or temporary redundant, should be considered by Cargolux to fill open pilot positions. The examples of those colleagues of Lufthansa Cityline or Air Berlin, who joined Cargolux on fixed-term contracts, show what is possible and what did work in the past for the benefit of all involved; the airlines and the pilots. To avoid any doubt, the ALPL Divisional Boards of Cargolux and Luxair agree, that such transfers can only be done respecting all provisions of the Cargolux CWA.
 
Available social instruments such as early retirement schemes would certainly help in creating open positions for those Luxair staff members who would have to be transferred to other companies. In the last Tripartite meeting, it was acknowledged by the Minister of Labour, that amendments to existing early retirement schemes are needed. Both Unions clearly indicated that they are interested to discuss the required amendments.

The last week has been very dynamic. We had to deal with the suspension of Hong Kong layovers and the Quarantine situation in Hong Kong and monitored the developments in Azerbaijan in relation to Baku layovers. Please find a very brief update of the situation as of Friday late evening, October 2^nd.
 
Hong Kong layovers
We have been contacted by many members who had been still scheduled for a layover in HKG after the CEO’s email regarding the “suspension of Hong Kong layovers”. As explained before we have been in contact with the CEO and pointed out your concerns. Unfortunately, and as a matter of fact, such changes are hard to make at very short notice, especially if one considers how many flights per week are routed via Hong Kong.
 
We do understand that by now all changes have been incorporated and that until further notice no crew layovers will take place in Hong Kong. Please get in touch with us immediately, if this should change, keeping in mind that in case of an AOG in Hong Kong the crew would most likely not be able to avoid laying over in Hong Kong. Unfortunately, suspending layovers in Hong Kong results in more and longer flight duty periods involving augmented crews.
 
Quarantine situation in Hong Kong
We can report that we kept close contact with all – since Thursday – four colleagues currently quarantined or hospitalized in Hong Kong and that support on site is being provided by our colleagues from the Hong Kong Airline Pilots Association (HKALPA). 
 
As communicated before, we have reached out to Luxembourg’s government asking for support, by addressing the issue in letters with the Minister of Foreign Affairs and the Prime Minister. We are aware that the same has been done by the CEO. It’s too early to tell if this would help in providing any form of relief to our colleagues currently confined in a quarantine centre.
 
Baku layovers
We started monitoring the developments in Azerbaijan early last week, when we became aware about the first reports concerning the increased tensions between Azerbaijan and Armenia. We were contacted by concerned members who were on layover in Baku, at the time a curfew was announced by the Azeri government, reporting e.g. that communication channels (internet) became limited.
 
We did reach out to Senior Management to ask if the situation is monitored and if management considers avoiding stops in Baku. Senior Management informed us, that the situation would be monitored and that necessary steps would be taken if needed.
 
As Representatives we appreciate management’s proactive decision to temporary suspend operations into Baku as announced late afternoon on Friday, October 2^nd.

After the CEO’s email regarding the “suspension of Hong Kong layovers” sent on Friday 25 September 2020, many of our members contacted us, as they still have layovers in Hong Kong scheduled.

In a telephone call at noon time today with the Vice-President of the Delegation, the CEO confirmed, that layovers in Hong Kong will be eliminated, although this change will require some time to be completed.

In this telephone call the Vice-President of the Delegation pointed out once again, that suspending crew layovers in Hong Kong is essential and that any deviation or undue delay while making the required changes is not acceptable by our members.

It was also emphasized to the CEO, that the trust of the pilot group in management has already been damaged and that our members expect, that what has been communicated by the CEO in his aforementioned email will be put into place and respected by all levels of management and departments involved.

Regarding our three colleagues and members currently quarantined in Hong Kong; We can report that we are in close contact with all three and that support on site is being provided by our colleagues from the Hong Kong Airline Pilots Association (HKALPA).

In the meantime, we have reached out to Luxembourg’s government asking for support.

As you may have heard, one of our crew members has been tested positive for COVID-19 upon arrival in Hong Kong. The other two crew members did not have a positive test but will now be quarantined for up to 14 days in a compound.
 
This quarantine situation in Hong Kong was brought to the attention of management in the regular COVID-19 meetings and in a separate letter addressing the concerns of our members regarding the expected quarantine accommodation. In various meetings we highlighted that the reported situation, crew members would be faced with, is not acceptable and that mitigating measures must be in place as long as we operate with crew layovers in Hong Kong.
 
After today’s event, we again addressed this issue in a letter sent from the Delegation to the CEO, demanding that with immediate effect all rotations are amended in a way that crews are not laying over in Hong Kong as long as the situation has not changed.
 
In the meantime, we remain in contact with our colleagues directly affected in Hong Kong and provide support if needed and as far as possible under the given circumstances.

On 17 September 2020 the second meeting between Unions, Luxair, Cargolux, Luxairport and government representatives, referred to as “Tripartite pour le secteur de l ´aviation” took place. The Minister for Transport, François Bausch explained that it is the goal of the government to find a solution so that none of the staff would become unemployed. The aim must be to make use of the available social instruments such as early retirement schemes and to socially cushion the necessary cost-cutting measures “in a Luxembourg way“, said Minister Bausch. At the same time, a global plan for the development of aviation in Luxembourg should be defined.
 
Main topic in the discussions was the situation at Luxair since they are most affected by the ongoing COVID-19 pandemic. It has been agreed that Luxair management, the representatives of the government and the Unions will collaborate within a working group on possible solutions to address Luxair’s situation. The aim is to secure the jobs and to avoid redundancies.
 
In respect to Cargolux, the company’s CEO underscored the functioning social dialogue with the Unions and staff representatives in this context. Management and staff representatives are in agreement that the present exceptional financial situation of the company must be preserved to tackle future challenges and that measures, which may weaken Cargolux´ position must be avoided. The CEO further explained that Cargolux is willing to be part of the solution for the Luxembourg aviation sector, but not at the expense of the viability of Cargolux.
 
We believe, that within the Tripartite it should be possible to find solutions not only to address the present situation of Luxair, but also to make sure that Cargolux will be prepared for future challenges as this will be essential to secure jobs and possible growth in the future. Already available social instruments such as early retirement schemes would not only help in maintaining jobs within Luxembourg’s airline industry but may also be beneficial for Cargolux and its staff.
 
The next meeting of the Tripartite has been scheduled for 7 October 2020.

Please find below an update concerning:

• New Flight Time Limitations and Fatigue Reports
• Direct Entry Captains
• In-room Confinement at some Destinations
• Peer to Peer Support 

New Flight Time Limitations and Fatigue Reports
Based on the feedback of our members we are pleased to announce that the new Flight Time Limitations, which have been implemented on 1 July 2020, have proven to be a major step towards fatigue mitigation and represent an important pillar for a safe flight operation. This was one of the main priorities during the last CWA negotiations.

Despite this improvement, it still is possible that pilots feel insufficiently rested and unfit to safely perform the next duty or series of duties. In such situations it is of utmost importance not just only to comply with the maximum flight time limitations in the CWA, but also respect OM-A, Chapter 6, Section 1. 

One reason why we emphasize the personal responsibility is the possibility of cumulative fatigue while operating several days in a row, which have not been addressed adequately in the regulations, especially when operating and resting against the body clock.

Please apply a very high and professional standard in determining your capability to safely operate any subsequent flight and remember that you might possibly face a situation where you have to justify your decisions. Therefore, please do not hesitate to ask for more rest should you require it!

As we have indicated in the past, maintaining a sleep log from the beginning of a rotation will assist you in making a professional and informed decision. Also, do not forget to file a proactive fatigue report when asking for additional rest, or a reactive fatigue report, if you experienced high levels of fatigue during a flight. In order to support any change in crew scheduling and rotation planning, fatigue reports by pilots are the most valuable and required data. Guidance on how to report fatigue can be found here.

Direct Entry Captains
The hiring of Contract Captains at Cargolux has always been a delicate and emotional topic. Since the last negotiations the CWA contains a paragraph (Art. 45.6.5) that limits the number of Direct Entry Captains to be hired whilst at the same time requires the company to continue promoting Senior First Officers to Captains.

We are monitoring the situation very closely and have asked Human Resources for an update on this topic. Please click here to read the latest letter that was sent to Human Resources on 18 August 2020. Please click here to read their reply.  

Additionally, this topic will be put on the agenda for the next Joint Delegation Meeting (formerly known as Comitè Mixte) in September 2020.

Latest now, limiting the amount of Direct Entry Captains to a maximum of 10 in the new CWA has proven to be very important, in contrast to the old CWA, where there was no hard limit in this matter.

In-room Confinement at some Destinations
We are concerned that additional authorities may apply the restrictive measures seen currently in BKK and HKG. SIN has improved somewhat by accepting pilots to exit their room for a short period of the day during layovers.

We have seen rotations where it is conceivable that a pilot may have an in-room confinement requirement at almost every destination. Our priority is to coordinate with Senior Management together with local authorities and request that pilots are able to move freely within the hotel property to enable for essential activities including physical exercises whilst respecting physical distancing requirements and wearing masks.

In our regular COVID-19 meetings with management we have discussed this again and requested that it is addressed before more restrictions are applied. Please click here to read the latest letter to the CEO.

Peer to Peer Support (PSP)
During COVID 19 we have seen new factors that definitely affects us pilots in our work environment. At Cargolux we have a functioning PSP in cooperation with Stiftung Mayday that enables, facilitates and ensures access to a proactive and non-punitive Pilot Peer to Peer Support Program that will assist and support flight crews in recognizing, coping with, and overcoming any problem which might negatively affect their ability to safely exercise the privileges of their license. 

Please remember that this is a support program and reaching out to Peers and professional psychologists will provide you with the help, with full confidentially, so that you can make decisions you need to operate safely during flight operations. These Peers and Professionals will be supporting you in your decision-making process. 

If needed and in order to obtain the maximum benefits of this program Cargolux pilots need to contact the PSP through the contracted agency of Stiftung Mayday via Phone: +49 (0)700 7700 7701 or email https://www.stiftung-mayday.de/en/cism-contact/

You may also contact our Human Factors Manager Gunnar Steinhardt. Gunnar offers support as aviation psychologist as well whilst guaranteeing full confidentiality. You may reach him via mobile +352 621 169 652 or email gunnar.steinhardt@cargolux.com

in our last COVID-19 update regarding in-room confinement, we mentioned the necessity to approach the authorities at various destinations to improve the situations we as pilots have to cope with while on a layover. According to Senior Management this would be done via the air operator committees at certain destinations.

In addition to that, we urged management to put more emphasis in trying to alleviate the situation for pilots on layovers where severe restrictions and other issues like e.g. difficult access to food or hotels not meeting the agreed standards are evolving. 

Please click here to read the latest letter to the CEO and EVP Flight Operations, that was sent on Friday, 28 August 2020.

To get an overview of how many colleagues have already been scheduled for a layover at destinations where in-room confinement is or was required and whether or not these layovers are equally spread amongst the pilot community, we kindly ask you to complete the following short survey. This data will be used in the next COVID-19 meeting with Senior Management.

Click on the button below or follow this link to access the “In-room Confinement” survey.

Thank you for submitting it until latest Thursday, 3 September 2020!

During the last couple of weeks, we have been progressively faced with the requirement of in-room confinement at some destinations. 
 
These restrictions were introduced by local authorities with the aim to reduce the risk of “importing” the virus into their countries and by no means take into account the nature of the business of the airlines, their location nor their internal protocols – should there be any – to protect their own staff from getting an infection. 
 
There is no doubt that those do not only constitute a significant cutback of personal rights, but also can have a detrimental effect on pilot’s health. While at the beginning it could be assumed that these conditions would only be in place occasionally and time limited, with again increasing coronavirus cases worldwide, there is a real risk that we as pilots could be faced with these restrictions literally for an entire trip for many more months to come, as more authorities could introduce similar restrictions. 
 
In the regular COVID-19 meetings with senior management these and other concerns have been brought up repeatedly since the onset of the pandemic, in order to ultimately find solutions to improve the current situation. Unfortunately, this involves authorities of different countries, who are the main stake holders and decision makers here.
 
Rest assured, that we as your representatives are not simply accepting the in-room confinement of our members.
 
Please click here to read the last letter concerning in-room confinement that was sent to the CEO on 17 August 2020. Previously sent letters and replies received regarding the same subject can be found here.

Yesterday you have received an email from the Chief Pilots Office, announcing the start of the vacation bidding for the year 2021. With this email, we would like to explain one big change in the “Two Step Vacation Bidding System” concerning the V-Day bidding and allocation process.

Based on the result of the V-Day (formerly VOFF) Survey in December 2019 and to reestablish their original purpose, the bidding and allocation process for the V-Days as part of the “Two Step Vacation Bidding System” was amended in order to increase the individual success rate. Please click here to read the Letter of Intent (LOI), that was signed on 18 June 2020.

The History of the V-Days
Before digging deeper into explaining what has been changed, a brief reminder about the history of the VOFF days, which are now referred to as V-Days; 

The VOFF days were originally introduced in 2006. Once allocated they replaced the block of CODays in that roster period. With the Off- Day scheme that was introduced in January 2020, the VOFF days have been re-labeled V-Days and replace, once allocated, the A-Days in that roster period (calendar month).

Why was a change needed?
An increase of the individual success rate is especially important for colleagues with lower seniority during the highly requested vacation periods, because this bidding possibility should enable them to combine a probable low number of vacation days with V-Days in order to get a relatively decent guaranteed block of days off for possible vacation planning.

What has been changed?

• The revised allocation process for V-Days remains seniority based.

• Every pilot will be able to submit up to 8 requests, listed according to priority, including a preference, whether the V-Days should be located before or after the respective vacation period. 

• Each pilot is entitled to have a maximum of 3 V-Day blocks per calendar year allocated.

• With the previous allocation process all requests for one pilot were processed (and eventually allocated) before moving to the pilot with the next lower seniority. With the revised allocation process, the request with the highest priority for one pilot will be processed (and eventually allocated) before moving to the pilot with the next lower seniority, processing this pilot’s requests. The aim is that every pilot gets one request granted before the next pilot in line gets his/her request and so on. Once the requests of all pilots have been processed, allocation starts again from the top of the seniority list. Follow this link to a flow chart illustrating the process.
  With this method a fairer distribution should be possible, where colleagues with a higher seniority are most likely getting a larger number of vacation days during the peak times anyhow and colleagues with a lower seniority are now more likely able to get V-Days during the peak times.

• Additionally, every pilot can now specify for which vacation period the “split & wrap” option of V-Days is valid for. The approval to split the block of V-Days and attach them before and after a block of vacation days can increase the chance of getting the days close to the targeted period. 

If you have any questions regarding the V-Day bidding and allocation process, please feel free to contact us at cvboard@alpl.lu.

Please click on the following links to download the ALPL Vacation Calendar 2021 and 2022.

Luxair´s sudden cancellation of the staff travel agreement for Cargolux employees a couple weeks ago came as a surprise to all of us. After having lost all travel benefits on our own airplanes this development was rather a big setback for many of our members, especially for those who are dependent on Luxair ID tickets for commuting to and from work.
 
Meanwhile we have been informed by our CEO that Luxair proposed a new staff travel agreement to Cargolux, which covers both business travel and private travel for Cargolux staff. 
 
On 28 July 2020 the CEO requested the feedback from the Delegation to Luxair’s proposal regarding private travel. This proposal contains an increase of approximately 80% for the cost of a one-way ID staff ticket, which would be – more or less – in line with the revised travel-agreement implemented by Luxair for their own staff. 
 
After due consideration (lack of alternatives, flexible and cheaper ID tickets versus inflexible and expensive full fare tickets, the urgency of a timely reintroduction of the staff travel agreement, the risk of losing all travel benefits) the Delegation advised management in a letter dated 29 July 2020 to accept the proposal from Luxair. Nevertheless, a possibility to renegotiate the travel agreement after the COVID 19 crisis was mentioned in this letter. You can find the Delegation’s feedback following this link.
 
It was only in the CEO’s response to the Delegation’s feedback, that we learned, that Luxair’s proposal covers also “other business travel” Cargolux undertakes with Luxair and that “Cargolux will be looking at the overall package to the business in deciding if it represents value to the company or not.“
 
On Saturday, 08 August 2020, the CEO informed the Delegation that he approached Luxair with “a request for an improved offer for private travel for our employees but have not heard anything to date” and that he was still waiting for a response. 
 
We will keep you informed about any developments.