- Validity:
- May 1, 2018 to April 30, 2022
- Applies to:
- Austria-wide
collective agreement
for cabin crew
negotiated and concluded by the Austrian Trade Union Federation, vida trade union , Johann-Böhm-Platz 1, 1020 Vienna, on the one hand, and the Austrian Federal Economic Chamber, Trade Association of Bus, Aviation and Shipping Companies, Aviation Professional Group , Wiedner Hauptstraße 63, 1040 Vienna
Table of contents
3. Commencement and duration of validity
4. Works council, works agreements
Part 2: Flight Duty Regulations
14. Operationally necessary deviations
16. Maximum number of consecutive days of operation
19. Maximum working time “7M ”
21st day off
25. Exceptions (Commander's Discretion)
32. Termination, dismissal and termination of employment
33. Licenses and medical certificates
37. Factory traffic and parking at the airport
44. Holiday pay and Christmas remuneration
47. Continued payment of remuneration in the event of absence from work
51. Loss of license through no fault of our own
54. Classification, reclassification and promotion
56. Salary tables, valid from May 1, 2018
57. Calculation basis of the flight allowance
Part 5: Seniority Regulation and Career Model for Pilots (SRKM-P)
65. Upgrading to PIC, downgrading to F/O and retraining or assignment to individual aircraft types
66. Appointment as relief pilot and withdrawal of this authorization
68. Objective dismissal and re-employment for operational reasons
69. (Partial) transfer of business, (partial) closure of business
Part 6: Seniority Regulation and Career Model for Cabin Crew (SRKM-K)
78. Appointment as Purser II and withdrawal of this authorization
80. Objective dismissal and re-employment for operational reasons
81. (Partial) transfer of business, (partial) closure of business
Part 7: Final and transitional provisions
Additional Protocol No. 1 to the collective agreement for cabin crew
1. Increase in current salaries
3. Increase in senior FA and purser allowance
4. Relationship to advancement
6. Negotiation commitment on points 21.3.6, 21.3.2.2.1 and 21.3.2.2.2 of the OS-KV-2015
Additional Protocol No. 2 to the collective agreement for cabin crew
4. Increase in actual and table salaries
Additional Protocol No. 3 to the collective agreement for cabin crew
1. Agreement on salary changes by April 30, 2022
3. Ratio of inflation adjustments to advancements
Part 1: General Part
1. Scope
1.1 This collective agreement (Collective Agreement for Onboard Crews; KV-Onboard) applies to the onboard crew employed in the Federal Republic of Austria by Austrian Airlines AG, as well as all companies of the Austrian Airlines AG Group, ie those airlines in which Austrian Airlines AG holds a majority shareholding, as well as
1.2 for the cabin crew on aircraft flying under a flight number of the Austrian Airlines Group (currently IATA code “OS”, ICAO code “AUA”) or bearing the Austrian lettering or logo or names derived from the “Austrian” brand, except when the Austrian Airlines Group flight number is used exclusively as a code share.
1.3 On-board personnel, after referred to as “employees”, means:
a) cockpit personnel (pilots), from the first time as a member of the crew of an air carrier covered by this collective agreement,
b) Cabin crew (flight attendants and pursers)
1.4 For all personal designations, the chosen wording applies to both genders.
2. Exceptions to the scope
2.1 The cabin crew of airlines that fly/operate with single aisle (“narrow body”) aircraft leased under wet lease or ACMI agreements are exempt from the application of this collective agreement in each calendar year as long as the production achieved under all such agreements (measured in ASK = available seat kilometers) does not exceed 6.5% of the production achieved in the previous calendar year with jet aircraft of the Austrian Airlines Group.
2.2 A wet lease or ACMI agreement means the leasing of an aircraft from another airline, including the cockpit and cabin crew.
3. Commencement and duration of validity
3.1 This collective agreement takes effect on May 1, 2018 and completely replaces the provisions of the collective agreement for the cabin crew of Austrian Airlines AG in the version Rev. 04 (in effect from August 1, 2016) including all addenda, supplementary collective agreements , additional protocols and appendices.
3.2 This collective agreement can be terminated by registered letter at the end of a calendar quarter with a notice period of three months. The collective agreement parties agree to waive the right to terminate the contract until April 30, 2022, which means that notice of termination can be given on May 1, 2022 at the earliest.
3.3 The termination provisions of this collective agreement shall also apply to annexes and additional protocols, unless otherwise provided therein.
4. Works council, works agreements
4.1 A works council (on-board works council; BRB) is elected for the on-board personnel in accordance with Section 134 Paragraph 5 of the Labor Constitution Act.
4.2 Operational and labor and social law supplements to this collective agreement can be determined by means of a works agreement.
4.3 Furthermore, the following works agreement authorizations exist in particular:
Group 00 – 20: General and cross-topic regulations
1. Part-time work (point 34.2)
2. Employment of employees during pregnancy
2a. Limited term employment contracts for cabin crew
3. Flight concessions (point 7.1)
4. Minimum conditions for crew hotels
5. Special regulations for commuters
6. Transfer to desired place of work
7. Company transport
Group 30 – 40: Flight Duty Regulations
8. Application of special provision “D” with more than one flight segment (point 18.5.3.7)
9. Standby duty (points 15, 13.2.1 lit h)
10. Operationally necessary deviations from the working time regulations (point 14)
11 . Date-based entitlement to days off (point 21.5)
12. Duration and location of rest periods on board (point 18.5.3.8)
13. Changes to duty rosters (point 13.4 )
14. Deployment guidelines and rotation agreements (point 12.5)
15. Determination of transit times (point 11.29)
16. Determination of a duty station as a home base (point 11.19)
17. Design and publication of duty rosters and working time reports (point 12.6.5)
18. Maximum permissible number of consecutive planned days of deployment (point 16.1)
19. Rest areas on the airport premises instead of hotel rooms (point 17.4 .1)
20. Special regulations for tourist destinations (point 23)
21. Procedure for changes to the Flight Duty Regulations in the Operations Manual
22. Proportioning of the entitlement to calendar days off and uninterrupted stay times (“groups”) in connection with vacation and absences from work announced in advance (point 21.6)
23. Check-in procedure
24. Cabin crew (point 18.5.3.3)
Group 50: Work equipment
25. Work clothes (uniform) and cleaning (point 36)
26. Private use of work equipment (mobile phone, computer, EFB, ...)
Group 60: Data Protection
27. Data protection, data access, personal data
28. Flight data analysis (“Flight Data Monitoring”)
29. Internet access
30. Telephone call recording
31. Video surveillance
32. Access control system
33. (Partially) automated recording of flight times
Group 70: Working hours and reimbursement of expenses
34. Flight time calculation model
35. Security of service execution, operations in war, crisis and rest areas
36. Daily allowances and travel expenses (point 53)
37. Time compensation, overtime compensation
Group 80: Production and Personnel
38. Inclusion of a wet lease agreement
39. Minimum number of relief pilots (REL-P) (point 55.1.2)
40. Additions to the seniority and career model (points 62.3.3, 62.4.4, 67, 74.4.2 ,83.1.4)
39a. Administrative procedures for the seniority and career model
39b. Possible seniority ranks for new pilots (point 65.2)
39c. Consideration of the place of work in tenders
Group 90: Education and Training
41. Minimum qualification requirements and selection and training procedures
42. Quality assurance of flight operations
5th employment
5.1
5.2 The current version of the collective agreement and all works agreements shall be made available by the employer to each employee free of charge.
5.3 Employees are not obliged to undertake unscheduled flights that are not carried out by other airlines outside the employer's company or group due to a strike by the cabin crew and that are outside the employer's current route network.
This does not include the use of larger aircraft (including exchanges within the company or group) on scheduled services (no additional flights) and the associated increased crew requirements.
5.4 Employees of the cabin crew are considered employees within the meaning of the Employees Act.
6. Assertion of claims
Claims arising from this collective agreement must be asserted exclusively within the statutory limitation period in writing or by email to the Human Resources Department.
7. Flight discounts
7.1 The employer grants its employees and their family members free flights and flight discounts, the type and extent of which are to be regulated by a works agreement.
7.2 The pilot in command has the right to transport Austrian Airlines Group staff and their families as well as travel partners in the cockpit free of charge (except airport taxes). However, if ID passengers require the cockpit jump seat, it is recommended that these passengers be given priority. Details are to be regulated in the company agreement according to point 7.1.
8. Arbitration
8.1 All disputes arising from the employment relationship that are subject to legal action must be settled before an arbitration board before the competent (labor and social) court is called upon. The competent court may be called upon under the conditions of point 8.8. The statute of limitations is suspended for the duration of the arbitration proceedings and until the expiry of three months from a decision in accordance with point 8.7 or a rejection in accordance with point 8.8.
8.2 One of the two parties to the dispute must submit a verifiable application for the establishment of the arbitration board. The application must contain a specific request with a description of the facts and sufficient justification as well as an indication of the evidence.
8.3 The location of the arbitration board is Vienna Airport.
8.4 The arbitration board shall be composed of four persons as follows:
a. Head of Human Resources Management of the company,
b. Chairman of the Board Works Council,
c. an employee nominated by the applicant, who is not the same as the applicant, from among the active employees of the cabin crew,
d. another member nominated by the company from the management or an active employee of the company.
The meeting is chaired by the company's head of human resources management.
The Head of Human Resources Management and the Chairman of the Board Works Council are entitled to delegate their membership of the arbitration board to third parties from the company's human resources management or the Board Works Council.
8.5 The arbitration board must constitute itself immediately after it is called upon and must meet immediately after its constitution. The constitution and the treatment of the dispute can take place in one and the same meeting.
8.6 The parties shall be granted a fair hearing.
8.7 The arbitration board decides by a simple majority. In the event of a tie, the arbitration board cannot decide the dispute. The decision or result must be issued immediately in writing and sent to the parties. The decision does not have to be justified.
8.8 The arbitration procedure must not unduly delay the filing of any legal action. An appeal to the competent court is permissible as soon as the arbitration board has made a decision in accordance with the previous paragraph or has refused to deal with the application, but in any case 4 months after the application has been verifiably submitted.
9. (Reserve)
10th (reserve)
Part 2: Flight Duty Regulations
11. Definitions
11.1 Working time
The term working time is used to evaluate work-related demands for the purpose of calculating the following values:
a. Working time “T” (“AZ-T”) – creditable working time between two periods of stay.
b. Working time “R” (“AZ-R”) – creditable working time on which the subsequent stay and rest periods are calculated.
c. Working time “7M” (“AZ-7M”) – maximum permissible working time within seven consecutive calendar days, a calendar month, a calendar quarter or a calendar year.
For the calculation of working time “T”, “R” or “7M”, the official assignments can be counted as working time at different percentages (see point 17).
11.2 Stay time
Stay times are times between the end of one working period and the start of the next, provided they are free from any work-related demands (including on-call duty). Stay times include transit time and rest periods.
11.3 Outstation
“Outstation” means all duty stations (item 11.19) with the exception of Vienna (VIE).
11.4 Crew members
11.4.1 Short-haul crew member
A short-haul crew member is an employee who is deployed exclusively on aircraft types with an average sector flight time of less than 1 hour 20 minutes.
11.4.2 Medium-range crew member
A medium-range crew member is an employee who is exclusively deployed on aircraft types with an average sector flight time of up to 4 hours 40 minutes and is not a short-range crew member.
11.4.3 Long-range crew member
A long-range crew member is an employee who is exclusively deployed on aircraft types with an average sector flight time of more than 4 hours 40 minutes.
11.4.4 Combined crew member
All flight crew members not covered by points 11.4.1 to 11.4.3.
11.5 Block time
The period between the first movement of the aircraft when leaving its parking position for take-off (block-off) and when it stops at the assigned parking position and all engines or propellers stop (block-on).
11.6 Check-In (C/I)
Check-In is the time at which crew members must report for a flight or positioning.
11.7 Check-Out (C/O)
Check-Out is the time at which the service ends after a flight or after positioning.
11.8 Crew Rest Facilities – Rest Areas on Board
Rest areas on board are areas separated from the cockpit and cabin, suitable for horizontal resting (eg crew bunks) in sufficient number, the location of which must take into account noise levels (eg galleys), air quality (eg smoking areas) and other possible disturbances (eg passenger activities).
11.9 Crew Transport
Crew transport is the transportation of crew members to/from a flight or to/from positionings. Crew transport is part of the transit time.
11.10 Delayed Reporting
A delay in check-in due to flight irregularities or short-term schedule changes only affects the calculation of working hours if the delay in check-in is at least 90 minutes.
If the crew member is notified in good time, ie at least 90 minutes before the originally planned check-in time, or – if this is earlier – outside the home base in the hotel, the delay in the check-in time is permissible.
11.11 Deployment
A deployment is the time between two stays.
11.11.1 MR mission
A medium-range mission (“MR mission”) is a mission in which the boundary of the “MR” operating range is not left.
11.11.2 ER mission
An extended-range mission (“ER mission”) is a mission that exceeds the limits of the “MR” operational range or is carried out entirely outside the “MR” operational range.
11.12 Deployment period
A deployment period is the time between two stays at the home base.
11.12.1 MR Operational Period
A medium-range operational period (“MR Operational Period”) is an operational period during which the MR operational range is not left.
11.12.2 ER deployment period
An extended range deployment period (“ER deployment period”) is a deployment period in which the boundary of the operational range “MR” is exceeded.
11.12.3 Combined MR/ER deployment periods
Combined MR/ER deployment periods occur when an MR deployment period is followed by an ER deployment period without at least one free day at the home base in between.
11.13 Deployment days
Deployment days are calendar days that include work-related demands on that calendar day that are to be considered working time, periods spent away from the home base and calendar days with on-call duty, even if this is not to be considered working time.
11.13.1 Immediately consecutive days of deployment
Immediately consecutive days of deployment are days of deployment that are not separated by at least one day off at the home base.
11.14 Flight completion time
After the last block-on as an active crew member within a working time “T”, a flight completion time must be allocated. The flight completion time is 30 minutes unless a longer period is specified.
If there is insufficient time for a flight completion time between the last flight as an active crew member within a working time "T" and an immediately following positioning flight with the aircraft (dead heading transport), the 30 minutes after the actual arrival of the positioning flight shall be deemed to be the flight completion time and shall be assessed accordingly as working time.
11.15 Flight sector (“Sector”, “Flight Leg”, “Leg”)
The segment of flight time between block-off and the next block-on after a landing. A return to ramp does not count as a flight sector.
11.16 Flight preparation time
Before the first scheduled departure as an active crew member within a working time "T", a flight preparation time must be allocated. The flight preparation time is generally one hour, unless a longer period is specified, but can be shortened to 45 minutes by the pilot-in-command if operationally necessary.
11.17 Flight time
The flight time is defined as the block time according to the records kept for the aircraft plus the time spent on the flight simulator as a pilot, instructor or examiner. The automated recording of flight times can be regulated by means of a works agreement.
11.18 Day off
A day off is defined as the period from 0:00 to 24:00 (calendar day), which does not include any work-related demands or on-call duty that is to be considered working time (even if it is not to be considered working time). The necessary stay times are counted towards this. Days off are granted at the home base. By agreement with the employee, these can also be granted at the desired home base.
11.18.1 Single Day Off
A “single day off” includes a day off with 2 local nights.
11.18.2 Half day off
A “half day off” is the period from 00:00 to 12:00 or from 12:01 to 24:00 local time, which does not include any work-related demands that can be considered as working time.
11.19 Home base (place of work)
The contractually agreed location where an employee is stationed and where the employer is not generally responsible for his accommodation. The employer is responsible for transport from this place of work during official assignments.
The catalog of possible home bases is determined by the company. Before a new home base is opened or closed, the works council must be given the opportunity to consult.
11.19.1 Desired home base (desired place of work)
The home base desired by the employee. Regulations regarding the consideration of the desired home base can be made by means of a works agreement.
11.20 Short rotation
A short rotation is an ER deployment period, the first deployment of which begins at the home base and the second deployment of which returns to the home base without any other official commitments in between, and during which crew rest facilities are available on all flights.
11.21 Local time (LT)
The local time of the home base applies. If there is a time zone difference of more than 2 hours between the home base and the place where the working time begins "T" and the absence from the home base exceeds 72 hours (from the scheduled departure time; STD), the official local time of the place where the working time begins "T" applies.
11.22 Night
A night is the period between 22:00 LT and 05:59 LT.
11.22.1 Local night
A local night is the period of 8 hours between 22:00 LT and 08:00 LT.
11.23 Night duty (“night flight rotation”)
Night duty within the meaning of this regulation is defined as working hours,
a. which ends after 02:00 on the calendar day immediately following the start of the working time, or
b. whose start time is between 0:00 and 04:00,
if these working hours do not include a waiting period with the possibility of rest, which includes the period from 02:00 to 04:00
11.24 Operational areas
The operational area “MR” is the area that lies within a great circle distance of 2,200 NM from the home base. The great circle distance is calculated from airport reference point to airport reference point using the reference ellipsoid WGS 84. The operational area “ER” is the area that lies outside the operational area “MR”.
11.25 Ops Phase
The Ops phase for each deployment is the period from the planned check-in to the actual check-out.
11.26 Positioning
Positioning is the transport of non-active crew members to/from official assignments. Positioning can be:
a. “Dead Heading Transport” by aircraft (“DHC”).
b. Transport by ground means.
11.27 Return-to-Ramp
The unplanned return of an aircraft to a parking position after block-off without having taken off.
11.28 Rest period
The rest period is the time spent staying or waiting with the opportunity to rest, minus the transit times. During the rest period, a horizontal rest opportunity must be guaranteed. Outside the home base, this is the time during which the hotel rooms are available.
11.29 Transit time
The transit time is part of a stay time. It is the time necessary for crew transport, meals, hotel formalities, etc. It is
a. at the home base VIE (Vienna) 3 hours.
b. at other home bases in Austria and outside the home base 2 hours.
The standard transit time outside the home base is based on a crew transport of a total duration of 60 minutes for the round trip and 60 minutes for meals, hotel formalities, etc. If the crew transport takes longer, the transit time must be extended accordingly .
If local conditions outside the home base allow a shortening of the transit time, this will be determined by mutual agreement with the works council.
11.30 Transport time
The transport time is the flight or scheduled flight or travel time within the scope of a positioning.
11.31 Turn-around time
The turn-around time is the time between block-on and block-off within a working time "T" as an active crew member, as well as between the end of a positioning and a subsequent flight as an active crew member if the flight preparation time is before the positioning up to a maximum of 90 minutes. If the time between block-on and block-off is more than 90 minutes, the turn-around time is divided into a 30-minute part immediately after the current block-on and a 60-minute part immediately before the planned block-off .
11.32 Waiting period
The waiting period is the time free from work-related demands within a working time “T” which is determined before its start and which:
a. exceeds the turnaround time of a stopover or
b. between the end of a positioning and the start of the flight preparation time of a subsequent flight or
c. between 30 minutes after block-on of a flight and the start of a subsequent positioning.
If the planned stopover time is more than 6 hours, calculated from block-on to block-off or from the end of a positioning and the start of a subsequent flight, a hotel room must be provided.
Unscheduled waiting times are counted as on-call duty until the time at which further work schedules are determined.
11.32.1 Waiting time with the possibility of rest
Waiting times with the possibility of rest are scheduled waiting times outside the home base, with a minimum duration of 4 hours, during which a hotel room is available.
11.33 Time zone difference
The time zone difference is the difference in hours between the official local time of the home base and the official local time of another location.
11.34 Time zone neutral missions
Missions that either do not include a stay or waiting period with the opportunity to rest outside the home base, or that include a stay or waiting period with the opportunity to rest in the same time zone as the home base.
12th shift schedule
12.1 The length of working hours is generally based on operational requirements.
The company will involve the works council in an advisory capacity in the operational implementation of any legal requirements regarding flight, duty and rest times (FDR, FTL), in particular in the development of a fatigue risk management system.
12.2 The periodic distribution or scheduling of working hours shall be carried out by the employer without taking Sundays, public holidays and night hours into account in accordance with the commissions set out in this collective agreement and shall be communicated to employees by means of a duty roster in accordance with point 12.6.
12.3 Changes to the crew complement during a deployment period
If a different number of cabin crew is required during a deployment due to different numbers of passengers or service levels on individual flight legs, the surplus cabin crew will still be actively deployed. Reductions in the crew complement due to a change in the aircraft type or variant are not affected by this.
12.4 Classification of simulator missions
The combination of simulator and active flight service in one mission is generally not classified.
A combination of simulator and active flight duty within a deployment period is only possible for employees with a home base outside VIE.
12.5 Seasonal rotation advice
12.5.1 Before the start of a flight plan period, at the request of the Works Council, consultations on seasonal rotation planning shall be held within 14 days of notification of this request.
12.5.2 As part of this consultation, the works council has the right to propose changes to the company's proposal for the crew rotation plan. These proposed changes must be taken into account as far as operational requirements permit. The seasonal crew rotation plans are determined after consultation with the works council.
12.5.3 During the seasonal rotation consultation, the sector flight times of the individual aircraft types for this flight plan period shall be determined by means of a joint calculation.
12.5.4 The results of the seasonal rotation consultation shall be recorded in a protocol.
12.6 Monthly duty rosters and working time records
12.6.1 Monthly duty rosters will be drawn up and must be published no later than the 20th of the previous month.
12.6.2 Duty rosters and working time records (the official assignments, working and flight times on which the billing is based) can be distributed by the employer not only as a paper printout, but also in electronic format (eg Portable Document File, etc .) or via a computer interface accessible via the Internet. Working time records must be made available by the end of the following month.
12.6.3 The work schedules and working time reports of each employee must be made available to the works council in an electronically editable format (eg portable document file - preferably MS Excel) for the output data listed above. The works council can also make these available in the form of an automatic query.
12.6.4 If the monthly duty rosters are created using automated means (using an EDP system), active members of the works council must be given constant access to the duty roster creation and the associated data (distribution of work, distribution of hours, flight hours, etc.) by providing suitable EDP equipment (hardware and software). Data on duty rosters that have not yet been published are intended for internal use by the works council only.
12.6.5 A works agreement must be concluded on the design of duty rosters, working time reports and their distribution.
12.6.6 Pilots are required by law to keep a flight log. To fulfill this obligation, the employer provides the necessary data in the prescribed form, both electronically and in print.
13. Roster changes
13.1 A duty roster change is a change ordered by the employer to the workloads scheduled in the monthly duty roster (Section 12.6) with regard to timing, duration or activity, regardless of the reasons for such a change.
Unless otherwise specified in this collective agreement, these are only permitted with the consent of the employee.
13.2 Change of official duties or destination
13.2.1 The employer is entitled to change work demands as follows, even without agreement:
a. Conversion of a positioning into an active service and vice versa,
b. Change of destination, except for a flight service requested with the highest number of points,
c. Conversion of a non-night waiting period (with and without the possibility of rest) into active duty,
d. Conversion of a waiting period, possibly also at night (with or without the possibility of rest) into active duty if the planned flight does not take place and the change is announced no later than the beginning of the stay period preceding the deployment,
e. Conversion of a simulator deployment into an active service,
f. Conversion of an active service into a simulator operation without examination character, provided that this is announced at least 24 hours in advance,
G. Conversion of active service into a simulator assignment as a flight instructor,
h. Conversion of an active service into an on-call service, provided that this is regulated in the works agreement on on-call services.
13.2.2 If the changes mentioned in point 13.2.1 also result in a postponement of the check-in and/or check-out time, point 13.3 also applies.
13.3 Postponement of check-in and/or check-out time
The employer is permitted to postpone an already scheduled shift without agreement under the following conditions and taking point 11.10 into account. The maximum working hours stipulated in the collective agreement (taking point 25 into account) must be observed, unless otherwise specified in detail.
13.3.1 Unless otherwise specified below, the changes listed refer to the check-in and/or check-out times published in the original duty roster. If a shift is exchanged for another shift with the agreement of the employee after publication, the status of the duty roster after the exchange is considered to be the original duty roster. If a shift is scheduled instead of a day off after publication due to other collective agreement rules, the above rule applies accordingly.
13.3.2 A delayed check-in and/or an early check-out are permitted in any case.
13.3.3 For ER operations, the check-in time may be brought forward by a maximum of 180 minutes and/or the check-out time may be delayed by a maximum of 180 minutes. The total of these delays may not exceed 360 minutes.
13.3.4 For MR missions, the check-in time may be brought forward by a maximum of 90 minutes and/or the check-out time may be delayed by a maximum of 90 minutes, whereby the total of these delays for one mission may not exceed 120 minutes.
13.3.5 In addition, for MR operations, the check-in time may be brought forward by a maximum of 180 minutes and/or the check-out time may be delayed by a maximum of 180 minutes once a month. The total of these delays may not exceed 180 minutes.
13.3.6 After the start of the Ops phase, a delay of up to 180 minutes of the check-out currently scheduled before the start of the Ops phase is permitted, provided that this delay only affects the flights scheduled at the start of the Ops phase and occurs for one or more of the following reasons:
a. Delays due to weather and/or air traffic control requirements
b. Delays due to requirements of the airport operator
c. Delays due to technical defects; however, this does not apply if an aircraft without defects that could cause a delay is exchanged for an aircraft with defects that could cause a delay and were already known at the time of the exchange.
This can result in a delay of more than 180 minutes compared to the original duty roster. Any scheduling of flights other than those initially scheduled that is only communicated at the beginning or during the operations phase excludes the application of this provision.
13.3.7 A delay exceeding 180 minutes is permissible if it occurs after the last departure from the home base and is necessary to enable a return to the home base.
13.3.8 During a deployment period, postponements of check-in and/or check-out outside the home base and outside Austria are permitted, taking into account point 13.3.10. Points 13.3.1 to 13.3.7 apply to the first check-in and the last check-out at the home base as well as to check-in and check-out times in Austria.
13.3.9 If the first flight of a deployment period is not carried out and/or part of a deployment period is canceled due to an absence from duty in accordance with Section 8 AngG or point 47, one or more other missions or deployment periods can be scheduled in place of this deployment period. Point 13.3.8 applies to the check-in and check-out times scheduled during the originally planned deployment period. Points 13.3.1 to 13.3.7 apply to the end of the last mission/last deployment period.
13.3.10 In the case of changes pursuant to points 13.3.8 and 13.3.9, the flight time of the alternative assignments may not exceed the originally scheduled flight time by more than 25%.
13.3.11 A prerequisite for postponements in accordance with 13.3.1 to 13.3.5 and 13.3.9 is timely information, whereby information on the previous day is in any case timely.
13.3.12 In order to stabilize flight operations in the event of mass delays at an airport due to weather, technical events, slots or airport irregularities, the flight operations manager or his deputy is authorized to extend the working hours "T" for all employees for all assignments that begin or end on that calendar day beyond the above limits up to the maximum working hours permitted by law or the Operations Manual. This exception is limited to two calendar days per calendar year, whereby this limit applies to the entire company and not per employee.
13.4 Different and/or more detailed regulations for changes to the duty roster can be established by means of a works agreement.
13.5 The company will introduce a system for the computer-assisted processing of duty roster changes, in which requests for swaps by crew members and, if applicable, other flight services offered by the company for staffing can be displayed and shift swaps for crew members can be processed with the help of an automated system and approved by the company. [1]
[1] see point 87.1
14. Operationally necessary deviations
If operational requirements make it necessary to deviate from the working time commission set out in the collective agreement, this must be regulated by means of a works agreement. Excepted from this requirement are those cases which are covered by the exceptions (“Commander's Discretion”) under point 25.
15. On-call service
The allocation and implementation of on-call duties must be regulated by means of a works agreement.
16. Maximum number of consecutive days of operation
16.1 The maximum number of consecutive planned deployment days is:
| deployment period | deployment days |
|---|---|
| MR deployment periods | 6 |
| Combined MR/ER deployment periods | 6 |
| ER deployment periods | 14 |
| by means of a works agreement | >14 |
16.2 During periods of deployment lasting longer than 6 days, non-working calendar days (based on the respective official local time of the location) outside the home base must be planned as follows:
| deployment period (days) | non-working calendar days |
|---|---|
| 7 | 1 |
| 8 - 9 | 2 |
| 10 - 11 | 3 |
| 12 - 13 | 4 |
| 14 | 5 |
17. Eligible working time [2]
[2] see point 87.2
17.1 The stated work-related demands will be counted as working time at the stated percentages:
| work-related demands | AZ-T | AZ-R | AZ-7M |
| a. flight preparation time | 100 | 100 | 100 |
| b. Flight time | 100 | 100 | 100 |
| c. Rest periods on board during operations with increased crew | 100 | 100 | 100 |
| d. turnaround times | 100 | 100 | 100 |
| e. flight completion time | 100 | 100 | 100 |
| f. Waiting time until the last landing as an active crew member / until the end of the simulator | 100 | 100 | 100 |
| G. Waiting time with the possibility of rest (see point 17.4) | 50 | 50 | 100 |
| h. Waiting time after the last landing as an active crew member / after the end of the simulator | 50 | 50 | 100 |
| i. Positioning before the first flight segment or between two flight segments as an active crew member within a mission | 100 | 100 | 100 |
| j. Positioning after the last flight segment (after the last landing) as an active crew member within a mission | 50 | 50 | 100 |
| k. Positioning between two stay times | 50 | 50 | 100 |
| l. On call service at the airport | 100 | 100 | 100 |
| m. on-call service at home | 0 | 50 | 50 |
| n. On-call duty outside the home base in the crew hotel | 0 | 50 | 100 |
| o. Any other activity entered in the monthly duty roster or otherwise expressly ordered by the company (eg activities that count as fictitious flight time according to point 20.3, excluding positioning) | 100 | 100 | 100 |
17.2 Night-time overvaluation
With the exception of on-call duty at home, the qualifying working hours “R” and “7M” are overvalued by a factor of 1.5 if they fall during the night.
17.3 Calculation of working time “R” for deployments as part of on-call duty
In the case of a stay outside the home base (after a flight from on-call duty), this is only to be measured using the AZ “R” resulting from the previous flight. In such a case, the entitlement to stay time resulting from the AZ “R” of the on-call duty is added to the next minimum stay time at the home base.
17.4 Waiting time with rest opportunity
17.4.1 By collective agreement, rooms on the airport premises comparable to a hotel room may be made available instead of a hotel room during a waiting period with the possibility of rest.
17.4.2 If, during a waiting period with the possibility of rest, transport to or stay in a hotel or similar premises is not possible for safety reasons (danger to the life and limb of the crew members), eg due to acts of war or terrorist activity, the waiting time relating to working time "T" can only be valued at 50% to the extent that it is necessary for the feasibility of the planned rotation.
17.4.3 For operations that include a waiting period with the possibility of rest, the time between the stay before and after the operation may not exceed 20 hours.
17.5 Vacation and absence from work
17.5.1 For vacation and absences from work announced in advance (before duty roster is issued) in accordance with Section 8 AngG or Item 47, 5:42 hours (5.7) of working time “7M” shall be credited per day.
17.5.2 For absences from work not notified in advance in accordance with Section 8 AngG or Item 47, the working hours “7M” according to the duty roster that the employee would have had to work if he had not been prevented from working shall be taken into account in accordance with the absence principle.
17.5.3 If an absence from work affects only part of a deployment period and the absence from work means that the remainder of the deployment period cannot be completed as planned, the higher value of the working time actually performed and the working time originally planned during the period of the deployment periods actually completed shall be taken into account for one or more deployment periods beginning during the originally planned deployment period.
17.5.4 For works council exemptions (including supervisory board meetings) – regardless of whether they are announced in advance or retrospectively and whether they are for a working day or a day off – a flat rate of 8:10 hours (8.16) of working time “7M” is credited per calendar day. The absence principle does not apply.
17.6 Facilitating positioning to an outstation in Austria (including ACH/FDH)
Positioning within Austria,
a. which are not followed by a flight as an active crew member within the deployment period,
b. from an Austrian airport (including ACH/FDH),
c. to the home base or desired home base (including ACH/FDH, excluding VIE),
d. by plane,
e. with a maximum duration of 3 hours from the start to the end of the positioning
are not counted towards working time “T”.
18. Maximum working time "T"
18.1 The maximum permissible continuous working time 'T' between two periods of stay shall be as specified in Working Time Table 1.
18.2 The application of a different working time table after publication of the duty roster is possible within the framework of the regulations on duty roster changes. If the assignment resulting from the change is a night shift with no waiting time and the possibility of rest, the application of a different working time table is only possible up to the beginning of the stay period preceding the night shift at the latest. The respective conditions set for the application of a working time table must be observed.
18.3 The “start of working time” for the purpose of determining the maximum permissible working hours according to working time tables 1, 2 and 3 is the first work-related demand which is to be counted as working time “T” at more than 0 % (see point 17.1).
18.4 Timesheet 1
| Start of working hours (in LT) | Number of scheduled landings as an active crew member | ||||
| up to 2 | 3 and 4 | 5 and 6 | 7 | > 7 *) | |
| 00:00 – 03:59 | 10:00 | 09:00 | 09:00 | 08:00 | 08:00 |
| 04:00 – 05:59 | 10:30 | 10:00 | 10:00 | 09:00 | 09:00 |
| 06:00 – 13:59 | 12:00 | 12:00 | 11:00 | 10:00 | 10:00 |
| 14:00 – 18:59 | 11:30 | 11:00 | 10:00 | 09:00 | 09:00 |
| 19:00 – 21:59 | 10:30 | 10:00 | 10:00 | 09:00 | 09:00 |
| 22:00 – 23:59 | 10:00 | 09:00 | 09:00 | 08:00 | 08:00 |
| *) Only permitted for cockpit personnel during training and check flights | |||||
18.5 Special provisions
An extension of the maximum permissible working time 'T' between two periods of stay is only permitted in accordance with the following special provisions.
18.5.1 Special provision “A” – Extended working hours
18.5.1.1 If an operation is preceded by an uninterrupted stay of at least 16 hours [3] , which includes a local night, the maximum permissible working time 'T' shall be based on the following working time table 2.
[3] see point 87.3
18.5.1.2 Any on-call duty at home preceding such deployment shall be counted towards this period of stay.
18.5.1.3 Timesheet 2
| Start of working hours (in LT) | Number of scheduled landings as an active crew member | |||||||
|---|---|---|---|---|---|---|---|---|
| 1 | 2 | 3 | 4 | 5 | 6 | 7 | >7* | |
| 00:00 – 02:59 | 11:45 | 11:45 | 10:30 | 10:00 | 09:00 | 09:00 | 08:00 | 08:00 |
| 03:00 – 03:59 | 11:45 | 11:45 | 11:00 | 11:00 | 09:00 | 09:00 | 08:00 | 08:00 |
| 04:00 – 04:14 | 11:45 | 11:45 | 11:31 | 11:01 | 10:00 | 10:00 | 09:00 | 09:00 |
| 04:15 – 04:29 | 11:45 | 11:45 | 11:45 | 11:16 | 10:00 | 10:00 | 09:00 | 09:00 |
| 04:30 – 04:44 | 11:45 | 11:45 | 11:45 | 11:31 | 10:00 | 10:00 | 09:00 | 09:00 |
| 04:45 – 04:59 | 11:45 | 11:45 | 11:45 | 11:45 | 10:00 | 10:00 | 09:00 | 09:00 |
| 05:00 – 05:59 | 12:30 | 12:30 | 12:00 | 12:00 | 10:00 | 10:00 | 09:00 | 09:00 |
| 06:00 – 13:00 | 14:00 | 14:00 | 13:45 | 1:30 PM | 11:00 | 11:00 | 10:00 | 10:00 |
| 13:01 – 13:14 | 13:53 | 13:53 | 13:38 | 13:23 | 11:00 | 11:00 | 10:00 | 10:00 |
| 13:15 – 13:29 | 13:45 | 13:45 | 1:30 PM | 13:15 | 11:00 | 11:00 | 10:00 | 10:00 |
| 13:30 – 13:44 | 13:38 | 13:38 | 13:23 | 13:08 | 11:00 | 11:00 | 10:00 | 10:00 |
| 13:45 – 13:59 | 1:30 PM | 1:30 PM | 13:15 | 13:00 | 11:00 | 11:00 | 10:00 | 10:00 |
| 14:00 – 14:14 | 13:23 | 13:23 | 13:00 | 12:53 | 10:00 | 10:00 | 09:00 | 09:00 |
| 14:15 – 14:29 | 13:15 | 13:15 | 13:00 | 12:45 | 10:00 | 10:00 | 09:00 | 09:00 |
| 14:30 – 14:44 | 13:08 | 13:08 | 12:53 | 12:38 | 10:00 | 10:00 | 09:00 | 09:00 |
| 14:45 – 14:59 | 13:00 | 13:00 | 12:45 | 12:30 | 10:00 | 10:00 | 09:00 | 09:00 |
| 15:00 – 15:14 | 12:53 | 12:53 | 12:38 | 12:23 | 10:00 | 10:00 | 09:00 | 09:00 |
| 15:15 – 15:29 | 12:45 | 12:45 | 12:30 | 12:15 | 10:00 | 10:00 | 09:00 | 09:00 |
| 15:30 – 15:44 | 12:38 | 12:38 | 12:23 | 12:08 | 10:00 | 10:00 | 09:00 | 09:00 |
| 15:45 – 15:59 | 12:30 | 12:30 | 12:15 | 12:00 | 10:00 | 10:00 | 09:00 | 09:00 |
| 16:00 – 16:14 | 12:23 | 12:23 | 12:08 | 11:53 | 10:00 | 10:00 | 09:00 | 09:00 |
| 16:15 – 16:29 | 12:15 | 12:15 | 12:00 | 11:45 | 10:00 | 10:00 | 09:00 | 09:00 |
| 16:30 – 16:44 | 12:08 | 12:08 | 11:53 | 11:38 | 10:00 | 10:00 | 09:00 | 09:00 |
| 16:45 – 16:59 | 12:00 | 12:00 | 11:45 | 11:30 | 10:00 | 10:00 | 09:00 | 09:00 |
| 17:00 – 17:59 | 12:00 | 12:00 | 11:37 | 11:23 | 10:00 | 10:00 | 09:00 | 09:00 |
| 18:00 – 18:59 | 12:00 | 12:00 | 11:30 | 11:15 | 10:00 | 10:00 | 09:00 | 09:00 |
| 19:00 – 21:59 | 12:00 | 12:00 | 10:30 | 10:00 | 10:00 | 10:00 | 09:00 | 08:00 |
| 22:00 – 23:59 | 11:45 | 11:45 | 10:30 | 10:00 | 09:30 | 09:00 | 08:00 | 08:00 |
| * Only permitted for cockpit personnel on training and check flights | ||||||||
18.5.2 Special provision "C" - Increased working time during positioning
In the case of positioning that ends at the home base after the last landing as an active crew member within a mission, the maximum permissible working time "T" according to time table 1 can be increased by the time of this positioning, but not more than 16 hours, which are credited using the up- and down-rating factors. The time between the stay before and after the mission must not exceed 20 hours.
18.5.3 Special provision “D” – Extended working hours due to rest facilities on board [4]
[4] see point 87.4
18.5.3.1 Partially reinforced cockpit crew
If a partially reinforced cockpit crew is used, the maximum permissible working time "T" is based on the values of the working time table 3, column 2.
A partially reinforced cockpit crew on an aircraft type with a 2-man cockpit consists of at least one captain, one first officer and one relief pilot (REL-P).
18.5.3.2 Fully reinforced cockpit crew
If a fully reinforced cockpit crew is used, the values of time table 3, column 2 may be extended to the values of time table 3, column 3.
A fully reinforced cockpit crew on an aircraft type with a two-man cockpit consists of at least two captains and two first officers.
18.5.3.3 Cabin crew
The extent of the cabin crew shall be regulated in a works agreement.
18.5.3.4 Timesheet 3
| Start of working hours (in LT) | Partially reinforced cockpit crew | Fully reinforced cockpit crew |
|---|---|---|
| 06:00 – 13:59 | 15:30 | 5:00 PM |
| 14:00 – 23:59 | 3:00 PM | 16:30 |
| 00:00 – 05:59 | 14:30 | 16:00 |
18.5.3.5 Paragraph 18.5.3 shall apply regardless of working time if the total great circle distance of all flight sectors as an active crew member within one operation exceeds 4,199 NM.
18.5.3.6 If, within a period of operation, a flight segment from a departure airport to a destination airport is carried out in accordance with point 18.5.3, then, regardless of the sequence of the flights, the actively operated flight segment from the destination airport to the departure airport must also be carried out in accordance with point 18.5.3, even if this would not be necessary due to working time.
This does not apply if one of the two airports is served no more than twice a week.
18.5.3.7 Number of landings
Such missions may only be carried out as missions with one flight leg or one landing, unless the exceptions ("Commander's Discretion") under point 25 apply. The carrying out of missions with 2 flight legs or 2 landings is regulated within the framework of a works agreement.
18.5.3.8 Uninterrupted rest period
Crew rest facilities must be provided on board.
During such a deployment, each crew member is entitled to at least one uninterrupted rest period during the cruise flight. The cruise flight begins no earlier than 30 minutes after take-off and ends no later than 30 minutes before landing. The time available for rest periods for the cockpit and cabin crews is to be equally divided between the members of the cockpit and cabin crews. A different distribution for the cockpit crew is permitted if it is necessary due to legal regulations. During these rest periods, the crew member is free from any work-related demands and is entitled to use the rest areas.
The duration and location of rest periods for the cabin crew must be regulated by means of a works agreement.
18.5.3.9 Period of stay before deployment under special provision “D”
18.5.3.9.1 Before such a deployment (including any standby duty at home immediately preceding the flight), a stay of at least 24 hours, including one night in the local area, must be granted. [5]
[5] see point 87.4
18.5.3.9.2 Outside the home base, this 24-hour stay may be reduced to 23 hours including one local night.
18.5.3.9.3 Outside the home base, a further reduction to 16 hours including a local night is permissible if no official obligation takes place in the 23h period before the start of duty, except for positioning with a maximum of 2h transport time, or when using ground transport, within a radius of 200km around the home base - measured to the nearest departure airport.
18.5.3.9.4 In the case of a short circuit, a stay outside the home base in accordance with point 22.1.6 is sufficient.
19 Maximum working time "7M"
19.1 The maximum working time permitted in the monthly duty roster (Section 12.6) “7M” within seven consecutive calendar days is 55 hours.
19.2 After the duty roster has been issued, this value may be exceeded by a maximum of three hours due to extensions of the working time “7M” resulting from points 13.3.6 and/or 13.3.7 during the Ops phase.
19.3 The “7M” working hours should normally be planned so that the monthly average does not exceed 40 hours per week. The maximum permissible “7M” working hours are 220 hours per month, 580 hours per quarter and 2200 hours per calendar year.
20th flight time
20.1 At the request of the employer, employees are obliged to perform the following flight hours:
| Month | quarter | calendar year | |
|---|---|---|---|
| Q1 + Q4 | 90 | 240 | 900 |
| Q2 + Q3 | 100 | 255 |
20.2 At the request of the employer, employees are obliged to perform the following total flight hours (flight hours plus fictitious flight hours) in compliance with the maximum flight hours according to point 20.1:
| Month | quarter | calendar year | |
|---|---|---|---|
| Q1 + Q4 | 90 | 255 | 1000 |
| Q2 + Q3 | 100 | 280 |
20.2.1 The following values apply to long-range crew members:
| Month | quarter | calendar year | |
|---|---|---|---|
| Q1 + Q4 | 90 | 255 | 1027*) |
| Q2 + Q3 | 100 | 290* |
*) The increased limits compared to point 20.2 only apply if a crew member is a long-haul crew member for the entire period. If a crew member is not exclusively a long-haul crew member during the respective period, the annual limit is reduced by 2:15 hours (2.25h) for each month of the respective period in which the crew member is not a long-haul crew member.
20.3 Fictional flight time [6]
[6] see point 87.6
20.3.1 Fictitious flight hours shall be credited for the following activities:
a. Training/instruction/training as trainer and trainee (but not simulator), computer-based training,
b. office days for trusted pilots and trusted cabin crew,
c. pilots meeting, cabin crew meeting,
d. on-call duty at the airport,
e. fitness examinations,
f. ordered meetings,
g. positioning (exceptions see point 20.3.8),
h. works council exemptions (see point 20.3.4).
20.3.2 To determine the fictitious flight time, the working hours “7M” allocated to the activities listed are multiplied by a factor of 0.5 and rounded down to the nearest whole minute.
20.3.3 The employer may exclude up to three hours of “7M” working time per calendar year from the calculation of the hours worked under points 20.3.1 lit c and f as well as computer-based training under lit a by marking/remarking in the duty roster.
20.3.4 To determine the fictitious flight time for works council leave (including for supervisory board meetings), the flat-rate working time “7M” calculated in accordance with point 17.5.4 is multiplied by a factor of 0.5 and rounded down to whole minutes. The absence principle does not apply.
20.3.5 For vacation and absences from duty announced in advance (before the duty roster is issued) in accordance with Section 8 AngG or Item 47, 2:28 hours (2.47) of fictitious flight time per day shall be credited.
20.3.6 For absences from work not announced in advance in accordance with Section 8 AngG or Item 47, the flight times entered in the duty roster shall be counted as fictitious flight times in accordance with the absence principle, which the employee would have had to work if he had not been prevented from working.
20.3.7 If an absence from duty pursuant to Section 8 AngG or Item 47, which was not announced in advance, affects only part of a deployment period and the absence from duty means that the remainder of the deployment period cannot be completed as planned, then the higher value of the flight time actually completed and the flight time originally planned during the period of the deployment periods actually completed shall be credited for one or more deployment periods beginning during the originally planned deployment period.
20.3.8 Exceptions for positioning
20.3.8.1 Positions with a transport time of up to 2 hours shall not be counted as fictitious flight time if they are booked with the option of upgrading to Business Class on a Space Available basis.
20.3.8.2 Positions with a transport time of more than 2 hours shall be counted as fictitious flight time with a factor of 0.4 if flown in Premium Economy Class.
20.3.8.3 Positions with a transport time of more than 2 hours shall only be counted as fictitious flight time with a factor of 0.25 if they are flown in Business Class.
20.3.8.4 If a flight booked in Premium Economy is actually taken in Economy Class or a flight booked in Business Class is actually taken in Premium Economy or Economy Class, the credit factor will only be corrected after notification by the employee concerned.
21st day off
21.1 The employee is entitled to schedule days off at the home base to the following extent: [7]
[7] see point 87.7
| a month | per quarter | in the calendar year | |
|---|---|---|---|
| January | 11 | 33 | 130 |
| February (28 days) | 10 | ||
| February (29 days) | 11 | ||
| March | 11 | ||
| April to September | 10 | 30 | |
| October to December | 12 | 36 |
21.2 Additional days off for certain MR assignments
21.2.1 “Extended working hours” (special provision “A”) or “Increased working hours for positioning” (special provision “C”) should in all cases only be planned for three assignments per employee per month.
21.2.2 For each additional such assignment (planned or assigned at short notice), an additional day off must be allocated, which must be separately marked in the duty roster. This day off must not coincide with a day off as per point 21.3.
21.2.3 This day off must generally be scheduled immediately after the assignment. In the case of assignments scheduled at short notice, this day off can be scheduled no later than the end of the following month.
21.2.4 If the deployment takes place across months, the deployment shall count towards the month in which it ends.
21.3 Allocation of days off [8]
[8] see point 87.8
21.3.1 Social factor days (“SOZ days”)
Immediately following periods of deployment of more than three days, the employee is entitled to at least consecutive days off (“SOZ days”) in accordance with the following table:
| deployment days of the deployment period | SOZ days |
|---|---|
| 4 | 1 |
| 5 | 2 |
| 6 | 2 |
| 7 | 2.5 |
| 8 | 3 |
| 9 | 3.5 |
| 10 | 4 |
| 11 | 4.5 |
| 12 | 5 |
| 13 | 5.5 |
| 14 | 6 |
21.3.2 Days off to be stored (“ZLF days”)
In direct connection with ER deployment periods, the employee is entitled to at least ZLF days for regeneration and to compensate for the time difference.
The extent depends on the length of the deployment period and the maximum time zone difference during the deployment period.
The days marked with "N" in the table ("N" days) are to be allocated immediately after the deployment period. The days marked with "V" ("V" days) are to be allocated immediately before and/or in addition to the days marked with "N" after a deployment period. ZLF days allocated in this way must not overlap/coincide with ZLF days of a preceding or subsequent ER deployment period.
21.3.2.1 Cabin crew:
| Length of the deployment period in calendar days | |||
| Maximum time zone difference | 3 | 4 | 5*) |
| up to 6 hours | 1V / 3N | 1V / 2N | 1V / 2N |
| more than 6 hours | 2V / 3N | 1V / 3N | 1V / 2N |
*) For longer periods of deployment, there is only an entitlement to social security days in accordance with point 21.3.1; longer periods of stay may result due to the OM-A.
21.3.2.2 Cockpit personnel:
| Length of the deployment period in calendar days | |||
| Maximum time zone difference | 3 | 4 | 5*) |
| up to 6 hours | 1V / 2N | 1V / 2N | 1V / 2N |
| more than 6 hours | 2V / 2N | 2V / 2N | 1V / 2N |
*) For longer periods of deployment, there is only an entitlement to social security days in accordance with point 21.3.1; longer periods of stay may result due to the OM-A.
21.3.2.3 Crediting of on-call duties
Calendar days with non-activated on-call duties can be credited towards the required number of "V" days, but they do not form part of the entitlement to days off as per point 21.1. Immediately before an ER deployment period, on-call duties can therefore be stored, provided that the total entitlement to ZLF days is met by applying this rule.
21.3.2.4 Relationship to SOZ days
ZLF days can coincide with SOZ days.
21.3.2.5 Crediting of vacation days and absences from work announced in advance
Vacation days and absences from work announced in advance can be credited towards the required number of ZLF days that must be completed immediately following an ER deployment period, but not towards SOZ days. However, days credited in this way do not form part of the entitlement to days off in accordance with point 21.1.
21.3.3 These days off (points 21.3.1 and 21.3.2) are part of the entitlement under point 21.1.
21.3.4 However, these days off (points 21.3.1 and 21.3.2) may not be additional days off for specific MR assignments of other rotations in accordance with point 21.2.
21.3.5 East-West/West-East rotation combination [9]
If the time zone difference between the last stay of the previous and the first stay of the next deployment period within 14 days in the other direction is more than 8 hours, this subsequent deployment period is only possible after four consecutive free nights have elapsed. Time zone-neutral deployments are, however, permitted after the ZLF days of the previous rotation have elapsed.
When activated from on-call duty, the length of stay before and/or after the period of deployment activated from on-call duty may be reduced to three nights. Four reductions are permitted per calendar year.
[9] see point 87.9
21.4 Change of days off
21.4.1 Days off scheduled in the duty roster may only be changed with the agreement of the employee or within the framework of the rules on duty roster changes.
21.4.2 If a flight irregularity or a change in the duty roster affects an originally scheduled day off and the following stay begins after 2:00 hours LT, this day off must be granted until the end of the following month and must be marked separately .
21.4.3 If an original day off is canceled due to a works council exemption, this day off must be granted until the end of the following month and must be marked separately.
21.5 Date-based entitlement to days off
The employee can set the dates for 5 days off (“DBF days”) per calendar month in advance. A company agreement must be concluded regarding the details.
21.6 Proration of the claim
21.6.1 The entitlement to calendar days off pursuant to clause 21.1 is reduced per calendar day of vacation as follows:
| 7 – 5 x performance obligation |
| 7 |
21.6.2 The entitlement to calendar days off pursuant to point 21.1 is reduced for each calendar day of absence from work notified in advance (Section 8 AngG, point 47, but excluding point 47.4) as follows:
Reduction per day of service = | 365 – 235 x performance obligation |
| 365 |
21.6.2.1 If such an absence from work affects so many days in a month or quarter that even if days off are allocated on the days not affected by the absence from work, the minimum number pursuant to point 21.1 cannot be achieved, then the entitlement shall be further reduced by the number of days that can no longer be allocated.
21.6.3 The calculation is made for the period for which the entitlement to days off is to be calculated (month/quarter/year). The result is to be rounded to the next lowest whole number after adding the reductions for vacation and absence from work. Values that have already been rounded for a month or quarter may not be added for a longer entitlement period.
(Example for full-time work: To calculate the monthly entitlement, all vacation days in the month must be added together and then multiplied by 2/7. Then all days of absence from work in the month must be added together and multiplied by 130 /365. The sum of the two products must be rounded to the next lowest whole number.)
21.7 By agreement between the employer and the employee, the number of days off may be reduced in favor of a voluntary professional association to which the employee belongs.
22. Residence and rest time
22.1 Depending on the working hours “R”, the employee is entitled to the following periods of stay:
| working time "R" | stay time Homebase VIE | time spent at the outstation | time spent outside the home base |
|---|---|---|---|
| < 08:00 | 12 hours | 12 hours | 10h*) |
| 08:01 – 10:00 h | 12 hours | 12 hours | 11am |
| 10:01 – 11:00 h | 13 h | 12 hours | 12h |
| 11:01 – 12:00 h | 14 h | 13 h | 13h |
| 12:01 – 13:00 h | 15 h | 14 h | 14h |
| 13:01 – 14:00 h | 4 pm | 15 h | 3pm |
| > 14:01 | 24 hours | 20 h | 8pm |
*) If the time actually required for crew transport (point 11.9) is more than 60 minutes for the outward and return journey and the transit time is thus extended (point 11.29), the stay time must be extended so that, after deducting the extended transit time, a rest period of at least 8 hours results.
22.1.1 Unless otherwise agreed between the employer and the works council, the last line of the table of stay times outside the home base may only be applied to one stay time within a deployment period. In the absence of such an agreement with the works council, the last line of the Homebase VIE rest time table is to be used for each additional stay time within the same deployment period, provided that this stay time is preceded by a calculated working time of more than 14 hours.
22.1.2 If there is a shift in local time during a deployment period as per point 11.21, the stay immediately after the deployment period shall be extended so that it includes two free nights.
22.1.3 If the previous working time "T" includes a total of at least 10 hours of scheduled flight time (block time) as an active crew member, the time spent outside the home base must be at least 20 hours and at least one day off at the home base. This day off at the home base must be counted towards the monthly and annual days off to be granted.
22.1.4 The stay after an ER deployment must include at least one night in the local area.
22.1.5 If the mission following a mission in accordance with special provision “D” (Section 18.5.3) does not lead back to the home base, the stay time must be at least 36 hours.
22.1.6 Notwithstanding points 22.1.1 to 22.1.5, the time spent outside the home base may be reduced to 14 hours in the case of a short rotation (point 11.20) if a rest period of 12 hours is ensured and this includes at at least four continuous hours in the period from 0:00 to 6:00 LT.
22.1.6.1 By derogation from point 22.1.6, the requirement of four continuous hours of rest between 0:00 and 6:00 LT for cockpit crew in Beijing (PEK) may be reduced to three continuous hours.
22.2 Stay time before ER deployment periods
22.2.1 Immediately before an ER deployment period, the following stay times must be stored based on the working time “R” of the previous working period:
| Working time “R” of the previous assignment | length of stay |
|---|---|
| 00:00 – 08:00 | 14 h |
| 08:01 – 10:00 | 4 pm |
| 10:01 – 15:00 | 20 h |
| 15:01 – | 32 hours |
22.2.2 If the preceding operation is a night operation, its AZ “R” shall be increased by 8 hours.
22.2.3 Between two night shifts in combination with MR and ER operations, at least one day off must be provided.
22.2.4 In the event of flight irregularities occurring after check-in during the previous working hour, the following values shall apply:
| Working time “R” of the previous assignment | length of stay |
|---|---|
| 00:00 – 09:00 | 13 h |
| 09:01 – 11:00 | 15 h |
| 11:01 – 16:00 | 7 pm |
| 16:01 – | 31 hours |
22.3 Weekly stay
A weekly stay of 36 hours must be planned. This must include two local nights. There must not be more than 168 hours between the end of one weekly stay and the start of the next.
22.4 Consecutive monthly periods of stay (“groups”)
22.4.1 In each month there must be four periods of stay of 62 hours each.
22.4.2 Groups spanning several months shall be assigned by marking to a month in which at least 31:01 hours of the stay fall.
22.4.3 These groups may be split only in connection with vacation or absences from work announced in advance. Either by
a. immediately before the holiday or the previously announced absence from work, at least 48 hours and
b. immediately after the holiday, the difference is 62 hours
or by
a. immediately after the holiday or the previously announced absence from work for at least 48 hours and
b. immediately before the holiday the difference is 62 hours.
A group is considered to be fulfilled for the month in which the 48-hour part occurs.
22.4.4 The entitlement to groups is reduced by one group for every six calendar days of holiday or absence from work notified in advance (Section 8 AngG, Item 47) in a month.
22.4.5 In the event of flight irregularities occurring during the operations phase, a group following the affected operation may be reduced by up to one hour.
22.4.6 Two groups must be combined at least once in each quarter. In the first and fourth quarters, the length of stay resulting from this combination must be at least 134 hours. In the case of storage across quarters, point 22.4.2 must be taken into account.
22.4.7 Immediately before a deployment period of more than 6 days, a group must be stored.
22.4.8 The number of consecutive days off immediately following periods of deployment (points 21.3.1 and 21.3.2) must be met.
22.4.9 Without prejudice to points 22.4.1 to 22.4.6 above, three of the groups referred to in point 22.4.1 shall be deemed to be granted with a continuous stay of 158 hours.
22.4.9.1 For stays of at least 158 hours across months, these groups can be assigned to a month by marking them as follows.
22.4.9.2 If at least 31:01 hours fall in a month, a group can be assigned to that month.
22.4.9.3 If at least 79:01 hours fall in a month, two groups can be assigned to that month.
22.4.9.4 If at least 105:21 hours fall in a month, three groups can be assigned to that month.
22.4.10 The marking according to point 22.4.2 or 22.4.9.1 ff. may also be made or changed after the plan has been issued, as long as at least four groups result in each month (eg if a planned group is canceled due to delays).
22.5 Stay times after works council exemptions
If, in accordance with point 21.4.3, an originally free day is canceled due to a works council exemption, the necessary time off after this works council exemption is determined exclusively in accordance with OM-A.
23. Tourist destinations
23.1 Tourist destinations within the meaning of this provision are destinations in the “ER” operating area with a predominantly tourist character that are served by the company no more than twice a week. The determination of which destinations are considered tourist destinations must be made by means of a works agreement.
23.2 In view of the resulting longer periods of stay, deviations from the collective agreement provisions on working hours and rest periods may be agreed for tourist destinations by means of a works agreement.
24. Positionings
24.1 Positioning begins at the time of the ordered check-in (“show-up”) and ends at
a. Dead Heading Transport 30 minutes after actual arrival,
b. Ground transportation at the actual time of arrival at the destination, or
c. at the time of specified check-out, whichever is later.
24.2 A positioning period between two stay periods may not last longer than 16 hours, regardless of whether it is classified as working time “T”.
24.3 Regardless of whether it is classified as working time “T”, a positioning session may last longer than 16 hours if it is carried out in Business Class.
24.4 For increased working time during positioning, see point 18.5.2 (Special Provision “C”).
24.5 For all positioning beyond this, agreement must be reached with the employee in each individual case, in compliance with the other provisions of this collective agreement.
25. Exceptions (Commander's Discretion)
25.1 In the event of flight irregularities, the duration of the stay may be reduced by the pilot in command if the official minimum rest period outside the home base is observed.
25.2 If the execution of a flight requires an exceedance of the maximum permissible working hours, number of landings or flight time or a shortfall in the minimum rest period due to unforeseeable events, the pilot in command shall decide on such an exceedance or shortfall after consultation the assigned crew members and weighing up all circumstances at his or her own discretion and in compliance with the official regulations. This also applies mutatis mutandis to a reduction in working hours if this is necessary to avoid overtiredness of the crew.
26. (Reserve)
27. (Reserve)
28. (Reserve)
29. (Reserve)
30. (Reserve)
Part 3: Labor Law Part
31st vacation
31.1 The provisions of the Holiday Act and the Salaried Employees Act in their currently valid versions shall apply to the employee's holiday entitlement.
31.2 The entitlement, allocation and use of holiday entitlement are based on the industry-specific distribution of working hours on the basis of calendar days.
31.3 Employees shall receive 35 calendar days of holiday during the first 24 qualifying years of service and 42 calendar days from the 25th qualifying year of service.
31.4 The method for granting leave shall be determined internally within the Company.
31.5 Pursuant to Section 6 Paragraph 5 of the Holiday Act, the gross monthly salary pursuant to Item 41.1 shall be used to calculate holiday pay.
31.6 If an employee falls ill or suffers an accident during his or her holiday, the holiday or part of the holiday that the employee has started shall be deemed to be interrupted if:
a. the illness or accident was not caused intentionally or through gross negligence,
b. the consequences of the illness or accident last longer than three calendar days and
c. the employee informs the employer immediately and provides a medical certificate upon returning to work.
32. Termination, dismissal and termination of employment
32.1 Until the first year of service has been completed, termination by the employer is possible at the end of any month; from the second year of service onwards, termination is only possible at the end of the respective calendar quarter.
32.2 The notice periods for the employer are:
a. in the 1st and 2nd year of service 6 weeks,
b. from the completed 2nd year of service 2 months,
c. from the completed 5th year of service 3 months,
d. from the completed 15th year of service 4 months,
e. from the completed 25th year of service 5 months.
32.3 For cabin crew, the employee may terminate his employment subject to one month's notice at the end of each month.
32.4 For pilots, termination by the employee is permitted subject to the following notice periods at the end of the month:
a. 1 month in the 1st and 2nd year of service,
b. 2 months from the completed 2nd year of service,
c. 3 months from the completed 5th year of service.
32.5 If an employee has been assigned additional functions (eg fleet manager, flight instructor, trainer, etc.) within the scope of his employment relationship, this additional function can be (partially) terminated by either party subject to the same notice periods and dates as apply to the basic employment relationship.
32.6 If the employee is permanently deprived of the official permission to perform the services stipulated in his employment contract due to his fault, the employment relationship can be terminated by the employer for good cause within the meaning of the Employees Act.
32.7 If the employee's official permission to perform the duties stipulated in his employment contract is withdrawn through no fault of his own, the employee can apply for a leave of absence in order to clarify his future suitability to perform the duties stipulated. The employer must grant this leave for a maximum of one year. For the duration of the leave of absence, the mutual rights and obligations arising from the employment relationship are suspended. This leave of absence is not counted towards claims based on length of service (in particular for any advancement, holiday entitlement, continued payment of wages in the event of absence from work, anniversary bonuses and the calculation of severance pay).
33. Licenses and medical certificates
33.1 The employee is personally responsible for maintaining the official permit (civil pilot's license, medical certificate) required for his official employment. The employee is also obliged to undergo the medical examinations required for his official employment and to receive the vaccinations prescribed by the relevant health authorities.
33.2 For the duration of the employment relationship, the employer shall bear the costs for the issue, renewal, extension and supplementation of licenses (civil aviation certificates) and medical certificates.
33.3 Unless otherwise notified by the employee in good time, the periodic aeromedical examinations will be scheduled and taken into account by the in-house aeromedical service.
33.3.1 The employer shall bear the costs of the required statutory medical examinations and vaccinations.
33.3.2 If the employee wishes, he or she can undergo the examinations at an AMC or AME of his or her choice. In this case, the company will bear the costs up to a maximum of 90% of the costs charged by the company's own aviation medical service for external customers. In this case, no allowance is made in the duty roster and no allowance is made for working hours and fictitious flight time as per points 17 and 20.3. As a flat-rate compensation, 2 hours of work per examination will be paid at the end of the calendar year at 1/166.67 (= 0.6%) of the gross monthly salary.
33.3.3 The relevant administrative provisions shall be laid down by the employer.
33.4 The employee is obliged, at the employer's request, to undergo training to supplement or extend an official permit and to take the necessary examinations. The employer shall bear the costs of this.
33.5 The employee shall be entitled to the leisure time required for training and examination by being sufficiently released from active service without affecting his or her entitlement to remuneration.
33.6 The obligation for the employer to bear the costs of training and examinations shall end on the day on which the employment relationship is terminated or prematurely terminated.
33.7 If the employment relationship is terminated by the employer for objective operational reasons, the employer shall allow the employee to retain the license (including type rating) in the company for two years free of charge in accordance with the statutory minimum conditions, as long as the employee does not return to work in commercial scheduled aviation.
33.8 The employee is only obliged to repay the pro rata part of the costs of the type rating on which his employment was based – assuming a 4-year amortization period, calculated from the completion of the type rating (skill test) – in the following cases:
a. if he terminates the employment relationship before the end of a four-year period;
b. if he takes an action which justifies the application of Section 27 of the Employees Act due to negligence.
When calculating the pro rata cost share, type rating costs that exceed the amount agreed in the training contract are not taken into account.
Periods of vacation without pay, including parental leave, are not included in the amortization period. Periods of part-time employment are only taken into account pro rata, in accordance with the part-time benefit obligation.
33.9 Apart from the repayment obligation pursuant to point 33.8, there is no obligation to pay training and tuition costs incurred by the employer during the ongoing employment relationship - even if they were contractually agreed - which are necessary due to legal or official regulations for the practice of the profession as a pilot or cabin crew, or which are based on collective agreement commissions, or for other type ratings.
34. Part-time
34.1 Without prejudice to any statutory entitlements, the employee has a legal right to part-time work, which is limited by the possible excess training capacity. Excess training capacity is that which is not required to cover the operationally necessary personnel requirements (eg expansion of production, replacement of departures).
34.2 Possible part-time models as well as the corresponding commissions for the pro rata rationing of remuneration, special payments, severance pay, vacation, profit-sharing, working and rest times, trigger limits for additional work and overtime, etc. as well as restrictions on point 34.1 or access criteria must be regulated by works agreement.
35. Secondary employment
35.1 All employees are not permitted to take up secondary employment that is the same or similar to the work they perform for their employer. Flying activities in commercial aviation, including flight schools, are only permitted with the consent of the employer.
35.2 The employee may only engage in activities in the field of aviation, including for sporting purposes, to the extent that the work is not impaired.
35.3 Secondary employment must be reported to the employer. It requires the employer's approval if it concerns activities that are attributable to a business area of the Austrian Airlines Group, represent a conflict of interest or would negatively affect the employer's reputation.
35.4 In any event, secondary employment is only permitted to such an extent that it does not restrict the employee's ability to work for the employer within the framework of the agreed performance obligation.
35.5 The employee is responsible for ensuring that the official regulations regarding flight, working and rest times are complied with, also taking into account activities outside the scope of work performed for the employer.
36th uniform
The employer provides uniforms. Details and cleaning regulations can be regulated by works agreement.
37. Factory traffic and parking at the airport
37.1 The employer shall bear the costs for company transport from/to Vienna Airport and from/to Vienna City.
37.2 The company provides commuters with tickets on a stand-by basis for flights on its own route network - unless otherwise agreed in a company agreement - at a price of EUR 15.00 including fees and taxes per round trip. These tickets are only issued for the outbound and return flight between the home base and the desired home base or the closest possible desired home base to the family residence (according to Section 4 of the Commuter Ordinance) in accordance with point 11.19.
37.3 The employer provides a parking space at the home base or, alternatively, at the desired place of work free of charge.
38. Ground Handling
At Vienna Airport, the seat bags are prepared for the next flight by ground staff (or an external company).
39th transfer
A local transfer that exceeds 13 weeks can only be carried out with the agreement of the employee and must be regulated contractually. The works council must be consulted. If the transfer involves a deterioration in pay or other working conditions, the consent of the works council is required to be legally effective.
40. (Reserve)
Part 4: Salary law
41. Salary and remuneration
41.1 Monthly salary – monthly remuneration
The gross monthly salary due on the last day of each month consists of the monthly basic salary, the flight allowance and the collective agreement allowances (eg relief pilot allowance, purser I allowance and purser II allowance).
The gross monthly remuneration is the gross monthly salary plus pro rata special payments, average (12-month averaging period) overtime and additional performance payments and commissions, regular individual contractual allowances, etc.
41.2 Annual salary – annual remuneration
The gross annual salary is the sum of all gross monthly salaries in a calendar year.
The gross annual salary is the sum of all gross monthly salaries in a calendar year.
41.3 Flight allowance and functional allowance
The flight allowance and the functional allowances are due when deployed in flight service and for all activities in accordance with point 20.3 (“Notional flight time”) of the collective agreement and absences from work in accordance with Section 8 AngG or point 47 (“Continued payment of remuneration in the event of absence from work”) as well as for all other ordered activities.
42. Additional Services
42.1 If the flight time in a month exceeds the respective overtime limit 1, the employee is entitled to overtime remuneration.
42.2 For the sole purpose of determining or calculating the additional service fee, flight times shall be increased as follows:
42.2.1 Flight times which exceed the additional performance limit 2 in the respective calendar month, but not the additional performance limit 3, shall be multiplied by a factor of 1.15.
42.2.2 Flight times exceeding the additional performance limit of 3 in the respective calendar month shall be multiplied by a factor of 1.5.
42.3 All flight times exceeding the overtime limit 1 for the respective calendar month will then be compensated as overtime at the rate of 1/75 of the gross monthly salary per eligible flight hour.
42.4 Additional performance limits
| Month | additional performance limit 1 | additional performance limit 2 | additional performance limit 3 |
|---|---|---|---|
| January, March, May, July, August, October, December | 76:28 | 82:40 | 87:50 |
| April, June, September, November | 74:00 | 80:00 | 85:00 |
| February (28 days) | 69:04 | 74:40 | 79:20 |
| February (29 days) | 71:32 | 77:20 | 82:10 |
42.5 Additional performance limits for long-haul crew members
Deviating from points 42.1 to 42.4, for long-haul crew members, not monthly calculation periods but the following two-month calculation periods and additional performance limits are taken into account:
| Months | additional performance limit 1 | additional performance limit 2 | additional performance limit 3 |
|---|---|---|---|
| January + February (28 days) | 145:32 | 157:20 | 167:10 |
| January + February (29 days) | 148:00 | 160:00 | 170:00 |
| March + April | 150:28 | 162:40 | 172:50 |
| May + June | 150:28 | 162:40 | 172:50 |
| July + August | 152:56 | 165:20 | 175:40 |
| September + October | 150:28 | 162:40 | 172:50 |
| November + December | 150:28 | 162:40 | 172:50 |
42.6 For part-time employees, different overtime limits and/or factors may be regulated in a works agreement.
42.7 The remuneration due for overtime (item 43) shall be deducted from the remuneration due for additional services.
42.8 If only fictitious flight times are taken into account in a calendar month, no additional payment will be made.
42.9 Operations with rest periods
The rest period on board during operations with extended working hours is also counted as 100% of the flight time for the purpose of calculating the additional performance remuneration in accordance with point 42 “Additional services”.
42.10 Flight time calculation model
Before determining the flight times for which payment is made, the block times actually performed in the respective period (excluding simulator and fictitious flight time) can be increased or decreased and/or average or standard block times can be used instead of actual block times ( point 11.5), provided that a works agreement has been concluded on this matter.
43rd overtime
43.1 If the working hours “7M” in a month exceed the respective overtime limit 1, the employee is entitled to overtime pay.
43.2 For the sole purpose of determining or calculating overtime pay, working time “7M” shall be upgraded as follows:
43.2.1 Working hours “7M” which exceed the overtime limit 2 in the respective calendar month, but not the overtime limit 3, shall be multiplied by a factor of 1.15.
43.2.2 Working hours “7M” which exceed the overtime limit 3 in the respective calendar month shall be multiplied by a factor of 1.5.
43.3 All working hours “7M” which exceed the overtime limit 1 for the respective calendar month shall then be compensated as overtime at the rate of 1/111 of the gross monthly salary per eligible hour.
| Month | overtime limit 1 | overtime limit 2 | overtime limit 3 |
|---|---|---|---|
| January, March, May, July, August, October, December | 169:52 | 183:38 | 195:07 |
| April, June, September, November | 164:23 | 177:42 | 188:49 |
| February (28 days) | 153:25 | 165:52 | 176:14 |
| February (29 days) | 158:54 | 171:47 | 182:31 |
43.4 Absences from work due to sick leave and/or vacation, which are notified to the employer in advance and which together extend over a whole calendar month, shall be credited for that month with the value of the overtime limit for that month as per point 43.1.
43.5 If the working time “7M” in the published duty roster (item 12.6.1) in a calendar month exceeds the actual working time, the former shall be used for the calculation of overtime.
43.6 For part-time employees, different overtime limits and/or factors may be regulated in a works agreement.
44. Holiday pay and Christmas remuneration
44.1 All employees shall receive one gross monthly salary as a special payment on 30 June of each year and one gross monthly salary as a further special payment on 30 November of each year.
44.2 The gross monthly salary as of 1 June shall be the basis for calculating holiday pay, and the gross monthly salary as of 1 November of the respective year shall be the basis for calculating Christmas remuneration. In the case of unpaid leave in May or November, the last full gross monthly salary shall be the basis for calculating it.
44.3 Employees joining and leaving the company during the year shall be entitled to a proportionate share corresponding to their length of service in the calendar year; in the case of employees leaving the company, the share shall be calculated on the basis of their last monthly salary.
44.4 Employees are obliged to repay the pro rata part of the special payment already paid to them at the request of the employer if they terminate their employment or if the employment relationship is terminated due to their fault.
45th anniversary bonus
45.1 Employees shall receive as an anniversary bonus after a
a. 20 years of actual service with the company: 2 gross monthly salaries,
b. 30 years of actual service with the company: 1 gross monthly salary,
c. 35 years of actual service with the company: 1 gross monthly salary.
45.2 The actual length of service is determined by the length of service according to the physical date of entry less any waiting periods.
45.3 In the anniversary year, they will receive 2 additional days off work with continued pay. Storage is to be agreed between the employer and employee, whereby the employer may only refuse consent for good reason.
46. Profit sharing
46.1 If the company generates an operating margin (the operating margin is the ratio of the operating result to the operating income (= return on sales) expressed as a percentage – excluding the profit-sharing bonus to be distributed) of a certain minimum amount, each employee will be paid a profit-sharing bonus calculated as a percentage of his gross annual salary in accordance with the following table.
| Operating margin in percent | profit sharing as a percentage of gross annual salary |
|---|---|
| 2% (see point 46.2) | 2% |
| 3% (see point 46.2) | 3% |
| 4% | 4% |
| 6% | 7% |
| 8% | 10% |
46.2 The minimum operating margin of 2% applies only for the calendar year 2015 and of 3% only for the calendar year 2016. From the calendar year 2017 and each subsequent calendar year, a minimum operating margin of 4% applies.
46.3 If the operating margin achieved lies between the values specified in the table, the percentage of the gross annual salary due according to the table is calculated on a linear basis from the next lower and next higher value of the operating margin and rounded up or down to one decimal place (eg with an operating margin of 4.7%, employees are entitled to a profit-sharing bonus of 5.1%, with an operating margin of 5.7%, employees are entitled to a profit-sharing bonus of 6.6%).
46.4 Any premiums and bonuses agreed in individual contracts shall be credited towards this profit-sharing allowance.
46.5 Employees joining or leaving the Company during the year are entitled to profit-sharing pro rata for the duration of their employment in that calendar year.
46.6 The profit-sharing bonus shall be paid out no later than with the June statement of the following year.
47. Continued payment of remuneration in the event of absence from work
47.1 In the event of illness or accident, the employee shall retain the right to remuneration in accordance with Section 8 of the Salaried Employees Act, provided that the full remuneration shall be paid instead of half the remuneration.
An absence from work due to unfitness to fly is to be regarded as illness for the purposes of continued payment of wages.
47.2 In the case of occupational accidents recognized by the General Accident Insurance Institute, the employer shall, in addition to the benefits under point 47.1, grant the difference between sickness benefit and 90% of the net salary for a further 6 weeks.
47.3 In addition to the sickness benefit pursuant to the ASVG, the employer shall provide, in addition to the benefits pursuant to points 47.1 and 47.2, after the expiry of the period resulting from points 47.1 and 47.2 and up to 6 months after the occurrence of the event (illness, accident, unfitness to fly), a welfare benefit amounting to up to the respective maximum contribution basis for pension insurance pursuant to the ASVG. However, the sum of the sickness benefit and welfare benefit may not exceed the gross monthly salary that the employee would have been entitled to if he had not been prevented from performing his duties due to the occurrence of the event.
47.4 In the following cases, in the event of absence from work, each employee shall be granted time off without reduction in his or her remuneration to the following extent:
| in the case of one's own marriage or civil partnership according to EPG | 3 working days |
| upon the birth of the spouse or partner | 2 working days |
| in the case of marriage or civil partnership according to the EPG of children and siblings | 1 working day |
| in the event of the death of a spouse, registered partner under the EPG, life partner, provided that a joint household existed at the time of death | 3 working days |
| in the event of the death of the employee's father, mother or child | 2 working days |
| in the event of the death of siblings, parents-in-law and grandparents as well as of spouses or registered partners not living in the same household in accordance with the EPG | 1 working day |
| When changing your main residence | 2 working days |
| In the case of a change of residence with relocation of the household due to transfer by the employer | 2 working days |
47.5 The employer must be informed immediately if the employee is unable to work. The free time as per point 47.4 must be taken as soon as possible after the event that triggered it. Storage must be agreed between the employer and the employee, and the employer may only refuse consent for good reason.
47.6 At the employer's request, the employee must provide credible reasons for his or her inability to work.
48 clearance
48.1 Unless otherwise provided in this collective agreement, the provisions of the Salaried Employees Act or the Company Employee and Self-Employed Pension Act (BMSVG) shall apply to the entitlement to severance pay in terms of its basis and amount.
Employees who are entitled to severance pay in accordance with the AngG (“Old Severance Payment”) or their beneficiaries are entitled to increased or additional severance payments in accordance with the following commissions, which become due in full upon termination of the employment relationship.
48.2 Cockpit personnel
48.2.1 Death or loss of license through no fault of the employee up to the end of the 10th year of service
48.2.1.1 If the employment relationship ends due to the death of the employee and there is no reason for exclusion in accordance with point 50 (“Extraordinary risks”), the beneficiaries (point 48.4) are entitled to an additional severance payment in the amount of a multiple of the last gross monthly salary, calculated as follows, regardless of any statutory Severance payment (Section 23 of the Employees Act):
The number 61,620 is divided by the last gross monthly salary expressed in whole euros. If the quotient thus obtained is not a whole number, it must be rounded down to a whole number if the first decimal place is between 0 and 4, or rounded up if the first decimal place is 5 or more. The whole number thus obtained is the multiple of the last gross monthly salary on which the additional severance payment is calculated.
48.2.1.2 If the employment relationship ends due to loss of license through no fault of the employee, the employee shall be entitled to additional severance pay in the amount of twice the additional severance pay provided for in clause 48.2.1.1, regardless of any statutory severe pay.
48.2.2 Death or loss of license through no fault of the employee after the 11th year of service
48.2.2.1 If the employment relationship ends due to the death of the employee and there is no reason for exclusion in accordance with point 50 (“Extraordinary risks”), the beneficiaries (point 48.4) are entitled to an increased severance payment, which includes the statutory severance payment.
The increased severity payment is calculated upon termination of the employment relationship
a. after completing the 10th year of service, 30 times,
b. after completing the 15th year of service, 33 times,
c. after completing the 20th year of service, 36 times,
d. after completing the 25th year of service, 39 times
last gross monthly salary.
48.2.2.2 If the employment relationship ends due to illness or loss of license through no fault of the employee, the employee shall be entitled to an increased severance payment, which shall include the statutory severance payment.
The increased severity payment is calculated upon termination of the employment relationship
a. after completing the 10th year of service, 30 times,
b. after completing the 14th year of service, 33 times,
c. after completing the 19th year of service, 36 times,
d. after completing the 24th year of service, 39 times
last gross monthly salary.
48.2.2.3 Instead of the provisions of the above point 48.2.2, those of point 48.2.1 ("Death or loss of license through no fault of the employee up to 10 years of service") shall apply if this is more favorable for the employee or his beneficiary (point 48.4).
48.2.3 During the last 10 years before reaching the statutory retirement age, the amount of the increased or additional severance payment over and above the statutory severance payment is reduced by 10% per year in view of the shortening of career expectations (eg in the 10th year reduction to 90% of the amount, in the 9th year to 80% of the amount, ..., in the last year 0% of the amount).
48.3 Cabin crew
48.3.1 Death as a result of an accident at work
If the employment relationship ends due to the death of the employee as a result of an accident at work, the beneficiary (point 48.4) are entitled to an additional severance payment in addition to that statutory severance payment in the amount of a multiple of the last gross monthly salary, which is calculated as follows:
The figure 20,540 is divided by the last gross monthly salary expressed in whole euros. If the quotient thus obtained is not a whole number, it must be rounded down to a whole number if the first decimal place is between 0 and 4, or rounded up if the first decimal place is 5 or more. The figure thus obtained is the multiple of the last gross monthly salary on which the additional severance payment is calculated.
If the employment relationship ends due to dissolution due to disability as a result of an accident at work, the employee is entitled to an additional severance payment in addition to the statutory severance payment. This amounts to three times the additional severance payment provided for in point 48.3.1.
48.4 Beneficiaries in the event of death
In the event of death, the beneficiaries are those in accordance with Section 23 Paragraph 6 of the Employees' Act, with the proviso that for spouses and registered partners, the statutory maintenance obligation is not a prerequisite for the payment of the full additional severance payment . The employee's foster children are treated like their own children. If there are several beneficiaries, the distribution is made on a per capita basis.
48.5 Employees with part-time employment
For employees with part-time employment, the (fictitious) full-time gross monthly salary or remuneration is multiplied by the average level of employment of the entire employment relationship, provided that this exceeds the current level of employment.
49th support service
Employees for whom contributions are paid to an employee pension fund in accordance with the BMSVG (“New Severance Payments Act”) or their beneficiaries (item 49.3) are entitled to a support payment in accordance with the following provisions.
49.1 Cockpit personnel
49.1.1 Death or loss of license through no fault of the employee up to the end of 10 years of service
49.1.1.1 If the employment relationship ends due to the death of the employee and there is no reason for exclusion in accordance with point 50 (“Extraordinary risks”), the beneficiaries (point 49.3) are entitled to a support payment of €70,000 gross.
49.1.1.2 If the employment relationship ends due to loss of license through no fault of the employee, the employee shall be entitled to a support payment of €140,000 gross.
49.1.2 Death or loss of license through no fault of the employee after the 11th year of service
If the employment relationship ends due to the death of the employee and there is no reason for exclusion in accordance with point 50 (“Extraordinary risks”) or ends due to termination due to loss of license through no fault of the employee, the employee or the beneficiary (point 49.3) are entitled to a support payment in the following amount depending on their length of service:
a. From the beginning of the 11th to the completed 15th year of service: € 200,000 gross
b. From the beginning of the 16th to the completed 20th year of service: € 250,000 gross
c. From the beginning of the 21st year of service: €350,000 gross
49.1.3 During the last 10 years before reaching the statutory retirement age, the support benefit is reduced by 10% per year in view of the shortening of career expectations (eg in the 10th year reduction to 90% of the benefit, in the 9th year to 80% of the benefit, ..., in the last year 0% of the benefit).
49.2 Cabin crew
49.2.1 Death as a result of an accident at work
If the employment relationship ends due to the death of the employee as a result of an accident at work, the beneficiaries (point 49.3) are entitled to a support payment of €25,000 gross in in addition to the statutory severance payment.
49.2.2 Disability as a result of an accident at work
If the employment relationship ends due to disability as a result of an accident at work, the employee is entitled to a support payment of €75,000 gross in addition to the statutory severance payment.
49.3 Beneficiaries in the event of death
In the event of death, the beneficiaries are those in accordance with Section 23 Paragraph 6 of the Employees' Act, with the proviso that for spouses and registered partners, the statutory maintenance obligation is not a prerequisite for the payment of the full additional severance payment . The employee's foster children are treated like the employee's own children.
49.4 Transfer of support
If there is a provision in a works agreement, the support can be provided at the written request of the respective employee by paying a lump sum into the pension fund or into a company group insurance scheme. The works agreement regulates the further details, in particular the contribution and benefit law.
50. Extraordinary dangers
50.1 If the death of a pilot is due to his own fault and in particular to the faults set out in point
If the reason for the loss of earnings is not due to any of the reasons listed in section 50.1.1 or point 50.1.2, this is a reason for excluding the granting of an increased or additional severance payment or support benefit to the beneficiary. Any statutory severance payment remains unaffected.
50.1.1 Suicide or any of the circumstances listed in points 51.1.1, 51.1.2 or 51.1.4,
50.1.2 extraordinary risks to which the employee has voluntarily exposed himself (except in the exercise of a profession or in an attempt to save a human life or to prevent the loss of or damage to the aircraft).
50.1.3 Extraordinary hazards as defined in point 50.1.2 include in particular:
a. Public aerobatics displays,
b. Record breaking and formation flights,
c. Hang gliding,
d. Plague control flights,
e. Launches of new designs,
f. Parachuting, except to save one's own life,
g. Diving below 30 meters,
h. Competition flights on land, water or in the air, with the aim of achieving a maximum speed,
i. Participation in expeditions to inhospitable areas.
51. Loss of license through no fault of our own
51.1 A loss of license through no fault of the employee shall only occur if the employee's civil aviation license or medical certificate in accordance with his or her last activity is withdrawn for at least 12 months or permanently due to illness or accident, without this being due to one or more of the following circumstances:
51.1.1 Self-mutilation, attempted suicide, drunkenness, use of drugs or poisonous substances without appropriate medical prescription;
51.1.2 Final conviction for an intentional criminal offense;
51.1.3 Extraordinary risks (item 50) to which the employee has voluntarily exposed himself (except in the exercise of his profession or in an attempt to save a human life or to prevent the loss of or damage to the aircraft);
51.1.4 Civil unrest, provided that the employee participated in it on the side of the troublemakers.
51.2 Involuntary loss of license within the meaning of the above provisions also includes failure to pass a test required to maintain a license (proficiency check) due to an objective age-related decline in the ability to exercise the profession in the case of pilots who are over 55 years of age and provided that the negative test result was not caused by intentional or negligent behavior on the part of the pilot.
52nd pension scheme
52.1 The employer shall pay a contribution to a pension fund or a company group insurance scheme for pilots and cabin crew (taking into account point 52.2) amounting to 4%, and for pilots from the 15th year of service onwards amounting to 5%, of the respective gross annual salary.
52.2 For cabin crew who joined on or after 1 December 2014, no contributions will be made until they have completed their 10th year of service, and a contribution of 4% of the respective gross annual salary will be made from the beginning of their 11th year of service.
52.3 The pro rata contributions of the respective gross annual salary shall be transferred monthly to the pension fund/company collective insurance on the due dates of the salary for the previous month.
52.4 The Income Tax Act provides for the possibility for the employer to make contributions for employees to a company group insurance or pension fund - in place of the salary previously paid or the salary increases to which they are entitled. The parties to the works agreement are empowered to regulate the design of such a conversion of benefits and the amount of the benefits to be converted by means of a works agreement.
52.5 The further details of the pension scheme, in particular the contribution and benefit rights, shall be regulated in a works agreement in accordance with Section 97 of the German Works Constitution Act.
53. Daily allowances
53.1 Employees are entitled to compensation for the additional expenses incurred by them when undertaking a business trip – including while on active flight duty – in accordance with the following guidelines.
An entitlement to reimbursement of travel expenses exists as soon as the employee travels more than 25 km from the town limits of the place of work while on a business trip.
Daily allowances are only applied for domestic and foreign business trips if the business trip lasts three hours (minimum requirement).
53.2 For journeys lasting up to 24 hours without overnight stays, the following daily allowances will be paid in EUR:
| travel time | domestic € | Abroad € | factor |
|---|---|---|---|
| – 2:59 | - | - | - |
| 3:00 – 3:59 | 4.40 | 5.10 | 2/12 |
| 4:00 – 4:59 | 6.60 | 7.60 | 3/12 |
| 5:00 – 5:59 | 8.80 | 10:20 | 4/12 |
| 6:00 – 6:59 | 11:00 | 12.70 | 5/12 |
| 7:00 – 7:59 | 13:20 | 3:30 pm | 6/12 |
| 8:00 – 8:59 | 15.40 | 17.80 | 7/12 |
| 9:00 – 9:59 | 17.60 | 8:30 pm | 8/12 |
| 10:00 – 10:59 | 19.80 | 22.90 | 9/12 |
| 11:00 – 11:59 | 10:00 PM | 25.40 | 10/12 |
| 12:00 – 12:59 | 24.20 | 28.00 | 11/12 |
| 13:00 – 23:59 | 26.40 | 30.50 | 12/12 |
53.3 For business trips with overnight stays, the full daily rate will be paid for each 24 hours, ie € 29.10 for domestic travel and the rate pursuant to Section 26 Z 4 lit d EStG for international travel, or 1/12 of the respective daily rate for each additional hour or part thereof, up to a maximum of the maximum daily rate.
An overnight stay is deemed to exist if a horizontal resting opportunity is available for a period of at least 2.5 hours, which falls entirely or partially during the night.
53.4 Hotel rooms with breakfast are booked for cabin crew on business trips. Otherwise, the employer does not normally provide any meals.
53.5 If accommodation without meals is not possible in individual cases, or if the employer provides meals, even as part of a business meal, the entitlement to daily allowances is reduced as follows: 40% each for lunch or dinner. Meals that are provided but cannot be consumed due to the work schedule are not taken into account. On-board meals are not taken into account in any case. If the employer provides full meals, the employee is entitled to 1/3 of the daily allowance.
53.6 The right to an overnight accommodation fee is payable for each night spent on a business trip, provided that overnight accommodation is available for at least six hours between 9 pm and 7 am The right does not apply if the overnight accommodation is provided by the employer or is made available to the employee free of charge in a public transport system.
53.7 The employer reserves the right to provide the employee with contracted hotels.
53.8 For business trips by rail, 2nd class must always be used; for distances over 300 km, 1st class can be used. For flights that are not positioning flights, Economy Class must always be used.
53.9 For business trips, travel time is:
a. Traveling with your own vehicle: the time from the start of the journey from your place of residence to your place of work and from your place of work to your place of residence,
b. Travel by mass transit: the time from scheduled departure to actual return to the place of duty.
c. Travel on flight duty: the time from leaving the crew compartment 30 minutes before the first scheduled departure until returning to the crew compartment 30 minutes after the actual arrival time of the last flight.
53.10 No daily allowances for test and training flights between 08:00 and 17:00 for cockpit and cabin crew. More detailed arrangements can be made by means of a works agreement.
54. Classification, reclassification and promotion
54.1 Classification and reclassification
54.1.1 The classification and reclassification of an employee into the relevant employment group shall be determined solely by the nature of his or her function or appointment.
54.1.2 If the conditions for classification or reclassification are met between (and including) the 1st and 15th of a month, the classification or reclassification shall take place on the 1st of the month in question, otherwise on the first of the following month.
54.1.3 For the classification of pilots whose employment relationship began on or after December 1, 2014, the years of service are deemed to be the years of service as a pilot in the company, regardless of the function (First Officer (F/O) , Captain (PIC)). For pilots who were already in an ongoing employment relationship before 1 December 2014, the transitional commission according to point 86 apply.
54.1.4 For the classification of cabin crew whose employment relationship began on or after December 1, 2014, the years of service are deemed to be the years of service as cabin crew in the company, regardless of the function (flight attendant, purser I , purser II). For cabin crew who were already in an ongoing employment relationship before December 1, 2014, the transitional commission according to point 86 apply.
54.1.5 If an involuntary reclassification to another employment group occurs on the basis of the SRKM-P or SRKM-K, which would result in a lower gross monthly salary, the excess amount on the actual gross monthly salary will continue to be granted as an absorbable allowance.
The absorbable allowance is reduced by future promotions, reclassifications to other employment groups and any future table increases.
54.1.6 If a voluntary reclassification (point 62.7 ff.) to another employment group takes place which would result in a lower gross monthly salary, the actual gross monthly salary shall also be reduced accordingly.
54.1.7 In the case of part-time employment, the full-time gross monthly salary (item 41.1) shall be prorated in accordance with the part-time performance obligation.
54.2 Advancement
54.2.1 The initial date for advancement shall be the first day of the month of the entry date.
54.2.2 The annual advancement shown in the salary table shall be made on the respective advancement date.
54.2.3 Periods during which the employee was on leave without remuneration shall not be taken into account for the calculation of years of service and shall therefore age the advancement date.
55. Usage Groups
55.1 Cockpit personnel
55.1.1 First Officer (F/O)
A pilot holding a commercial or airline pilot's license and an instrument rating who is employed in scheduled service as co-pilot on aircraft which require a registered type rating.
Classification: Table “Cockpit personnel, First Officer”
The training to obtain the airline pilot's license is carried out by the employer during the first three years of service.
55.1.2 First Officer / Relief Pilot (REL-P)
A first officer with an airline pilot's license after achieving 2,500 flight hours in scheduled flight service on aircraft >20t MTOW and a valid type rating and at least 500 flight hours on the corresponding aircraft type, who represents the pilot-in-command at his or her workplace and fulfils the necessary official regulations.
The minimum number of relief pilots per fleet is calculated from the number of block hours to be reinforced (point 18.5.3.1) per fleet divided by 350 and is limited to half the number of first officers in the fleet. A different minimum number can be set by means of a company agreement.
Classification: Table “Cockpit personnel, First Officer”
Allowance: Relief Pilot Allowance
55.1.3 Captain / Regional PIC (Reg-PIC)
A pilot with an airline pilot's license who is employed as pilot in command on regional aircraft (item 62.2).
Classification: Table "Cockpit personnel, Regional PIC"
55.1.4 Mainline PIC (CAPT)
A pilot with an airline pilot's license who is appointed as pilot in command on mainline aircraft (item 62.2).
Classification: Table "Cockpit personnel, mainline PIC"
55.2 Cabin crew [10]
[10] see point 87.10
55.2.1 On narrowbody mainline aircraft (item 62.2), a Mainline Purser I is deployed in addition to flight attendants. On narrowbody regional aircraft (item 62.2), a Regional Purser I is deployed in addition to flight attendants. On widebody aircraft (item 62.2), a Mainline Purser I and a Purser II are deployed in addition to flight attendants.
55.2.2 Flight Attendant Trainee (FA Trainee)
Flight attendants during basic training.
| Classification: | Table "Cabin crew, flight attendants, basic training" |
55.2.3 Flight Attendant (FA)
A flight attendant who is deployed on mainline and/or regional aircraft (item 62.2).
| Classification: | table "Cabin crew, flight attendants" |
| allowance: | If a flight attendant is assigned a function as Purser I within a calendar month due to unforeseeable events, this flight attendant is entitled to a one-off allowance for that month in the amount of the Purser I functional allowance. |
55.2.4 Mainline supervisory cabin crew (Mainline Purser I, M-PU1)
A flight attendant who is deployed on narrowbody mainline aircraft as supervisory cabin crew or on widebody mainline aircraft alongside the Purser II as deputy supervisory cabin crew. In exceptional cases, deployment as a flight attendant only takes place on mainline aircraft.
| Classification: | table "Cabin crew, flight attendants" |
| allowance: | If a flight attendant is assigned the role of Purser I, he or she is entitled to an allowance equal to the Purser I functional allowance. If an M-PU1 is assigned the role of Purser II within a calendar month due to unforeseeable events, he or she is entitled to a one-off allowance equal to the Purser II functional allowance for that month. |
55.2.5 Supervisory cabin crew Regional (Regional Purser I, R-PU1)
A flight attendant who is deployed on regional aircraft (or on the aircraft types Bombardier C-Series or Embraer E195 within the framework of the special regulation (item 82) as supervisory cabin crew. In exceptional cases, deployment as a flight attendant takes place only on regional aircraft (or on the
56. Salary tables, valid from May 1, 2018
56.1 The salary tables for cockpit and cabin crew are shown in monthly salaries. The total salary shown consists of the basic salary, a danger allowance and Sunday, public holiday and night allowances. The danger allowance and Sunday, public holiday and night allowances together constitute the flight allowance.
56.2 Cockpit personnel
56.2.1 First Officer
Table valid from 1.5.2018:
| First Officer | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 3,333.33 | € 266.67 | € 166.67 | € 333.33 | € 4,100.00 |
| 2 | € 3,333.33 | € 266.67 | € 166.67 | € 333.33 | € 4,100.00 |
| 3 | € 3,495.93 | € 279.68 | € 174.80 | € 349.59 | € 4,300.00 |
| 4 | € 3,658.54 | € 292.68 | € 182.93 | € 365.85 | € 4,500.00 |
| 5 | € 3,739.84 | € 299.19 | € 186.99 | € 373.98 | € 4,600.00 |
| 6 | € 3,983.74 | € 318.70 | € 199.19 | € 398.37 | € 4,900.00 |
| 7 | € 3,983.74 | € 318.70 | € 199.19 | € 398.37 | € 4,900.00 |
| 8 | € 4,227.64 | € 338.22 | € 211.38 | € 422.76 | € 5,200.00 |
| 9 | € 4,227.64 | € 338.22 | € 211.38 | € 422.76 | € 5,200.00 |
| 10 | € 4,349.59 | € 347.97 | € 217.48 | € 434.96 | € 5,350.00 |
| 11 | € 4,349.59 | € 347.97 | € 217.48 | € 434.96 | € 5,350.00 |
| 12 | € 4,512.20 | € 360.97 | € 225.61 | € 451.22 | € 5,550.00 |
| 13 | € 4,512.20 | € 360.97 | € 225.61 | € 451.22 | € 5,550.00 |
| 14 | € 4,634.15 | € 370.73 | € 231.70 | € 463.42 | € 5,700.00 |
| 15 | € 4,715.45 | € 377.23 | € 235.77 | € 471.55 | € 5,800.00 |
| 16 | € 4,796.75 | € 383.74 | € 239.83 | € 479.68 | € 5,900.00 |
| 17 | € 4,878.05 | € 390.24 | € 243.90 | € 487.81 | € 6,000.00 |
| 18 | € 4,959.35 | € 396.74 | € 247.97 | € 495.94 | € 6,100.00 |
| 19 | € 5,040.65 | € 403.25 | € 252.03 | € 504.07 | € 6,200.00 |
| 20 | € 5,121.95 | € 409.75 | € 256.10 | € 512.20 | € 6,300.00 |
| 21 | € 5,203.25 | € 416.26 | € 260.16 | € 520.33 | € 6,400.00 |
| 22 | € 5,284.55 | € 422.76 | € 264.23 | € 528.46 | € 6,500.00 |
| 23 | € 5,365.85 | € 429.27 | € 268.29 | € 536.59 | € 6,600.00 |
| from 24 | € 5,447.15 | € 435.77 | € 272.36 | € 544.72 | € 6,700.00 |
Table valid from 1.5.2019:
| First Officer | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 3,416.67 | € 273.33 | € 170.83 | € 341.67 | € 4,202.50 |
| 2 | € 3,416.67 | € 273.33 | € 170.83 | € 341.67 | € 4,202.50 |
| 3 | € 3,583.33 | € 286.67 | € 179.17 | € 358.33 | € 4,407.50 |
| 4 | € 3,750.00 | € 300.00 | € 187.50 | € 375.00 | € 4,612.50 |
| 5 | € 3,833.33 | € 306.67 | € 191.67 | € 383.33 | € 4,715.00 |
| 6 | € 4,083.33 | € 326.67 | € 204.17 | € 408.33 | € 5,022.50 |
| 7 | € 4,083.33 | € 326.67 | € 204.17 | € 408.33 | € 5,022.50 |
| 8 | € 4,333.33 | € 346.67 | € 216.67 | € 433.33 | € 5,330.00 |
| 9 | € 4,333.33 | € 346.67 | € 216.67 | € 433.33 | € 5,330.00 |
| 10 | € 4,458.33 | € 356.67 | € 222.92 | € 445.83 | € 5,483.75 |
| 11 | € 4,458.33 | € 356.67 | € 222.92 | € 445.83 | € 5,483.75 |
| 12 | € 4,625.00 | € 370.00 | € 231.25 | € 462.50 | € 5,688.75 |
| 13 | € 4,625.00 | € 370.00 | € 231.25 | € 462.50 | € 5,688.75 |
| 14 | € 4,750.00 | € 380.00 | € 237.50 | € 475.00 | € 5,842.50 |
| 15 | € 4,833.33 | € 386.67 | € 241.67 | € 483.33 | € 5,945.00 |
| 16 | € 4,916.67 | € 393.33 | € 245.83 | € 491.67 | € 6,047.50 |
| 17 | € 5,000.00 | € 400.00 | € 250.00 | € 500.00 | € 6,150.00 |
| 18 | € 5,083.33 | € 406.67 | € 254.17 | € 508.33 | € 6,252.50 |
| 19 | € 5,166.67 | € 413.33 | € 258.33 | € 516.67 | € 6,355.00 |
| 20 | € 5,250.00 | € 420.00 | € 262.50 | € 525.00 | € 6,457.50 |
| 21 | € 5,333.33 | € 426.67 | € 266.67 | € 533.33 | € 6,560.00 |
| 22 | € 5,416.67 | € 433.33 | € 270.83 | € 541.67 | € 6,662.50 |
| 23 | € 5,500.00 | € 440.00 | € 275.00 | € 550.00 | € 6,765.00 |
| from 24 | € 5,583.33 | € 446.67 | € 279.17 | € 558.33 | € 6,867.50 |
Table valid from 1.5.2020:
| First Officer | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 3,479.19 | € 278.34 | € 173.96 | € 347.92 | € 4,279.41 |
| 2 | € 3,479.19 | € 278.34 | € 173.96 | € 347.92 | € 4,279.41 |
| 3 | € 3,648.91 | € 291.91 | € 182.45 | € 364.89 | € 4,488.16 |
| 4 | € 3,818.63 | € 305.49 | € 190.93 | € 381.86 | € 4,696.91 |
| 5 | € 3,903.48 | € 312.28 | € 195.17 | € 390.35 | € 4,801.28 |
| 6 | € 4,158.06 | € 332.64 | € 207.90 | € 415.81 | € 5,114.41 |
| 7 | € 4,158.06 | € 332.64 | € 207.90 | € 415.81 | € 5,114.41 |
| 8 | € 4,412.63 | € 353.02 | € 220.63 | € 441.26 | € 5,427.54 |
| 9 | € 4,412.63 | € 353.02 | € 220.63 | € 441.26 | € 5,427.54 |
| 10 | € 4,539.92 | € 363.19 | € 227.00 | € 453.99 | € 5,584.10 |
| 11 | € 4,539.92 | € 363.19 | € 227.00 | € 453.99 | € 5,584.10 |
| 12 | € 4,709.64 | € 376.77 | € 235.48 | € 470.96 | € 5,792.85 |
| 13 | € 4,709.64 | € 376.77 | € 235.48 | € 470.96 | € 5,792.85 |
| 14 | € 4,836.93 | € 386.95 | € 241.85 | € 483.69 | € 5,949.42 |
| 15 | € 4,921.78 | € 393.74 | € 246.09 | € 492.18 | € 6,053.79 |
| 16 | € 5,006.64 | € 400.54 | € 250.33 | € 500.66 | € 6,158.17 |
| 17 | € 5,091.50 | € 407.32 | € 254.58 | € 509.15 | € 6,262.55 |
| 18 | € 5,176.36 | € 414.10 | € 258.82 | € 517.64 | € 6,366.92 |
| 19 | € 5,261.22 | € 420.90 | € 263.06 | € 526.12 | € 6,471.30 |
| 20 | € 5,346.08 | € 427.68 | € 267.30 | € 534.61 | € 6,575.67 |
| 21 | € 5,430.93 | € 434.48 | € 271.55 | € 543.09 | € 6,680.05 |
| 22 | € 5,515.79 | € 441.26 | € 275.79 | € 551.58 | € 6,784.42 |
| 23 | € 5,600.65 | € 448.05 | € 280.03 | € 560.07 | € 6,888.80 |
| from 24 | € 5,685.51 | € 454.84 | € 284.28 | € 568.55 | € 6,993.18 |
56.2.2 Regional PIC
Table valid from 1.5.2018:
| Regional-PIC | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 5,008.13 | € 400.65 | € 250.41 | € 500.81 | € 6,160.00 |
| 2 | € 5,008.13 | € 400.65 | € 250.41 | € 500.81 | € 6,160.00 |
| 3 | € 5,008.13 | € 400.65 | € 250.41 | € 500.81 | € 6,160.00 |
| 4 | € 5,008.13 | € 400.65 | € 250.41 | € 500.81 | € 6,160.00 |
| 5 | € 5,008.13 | € 400.65 | € 250.41 | € 500.81 | € 6,160.00 |
| 6 | € 5,222.76 | € 417.82 | € 261.14 | € 522.28 | € 6,424.00 |
| 7 | € 5,222.76 | € 417.82 | € 261.14 | € 522.28 | € 6,424.00 |
| 8 | € 5,294.31 | € 423.54 | € 264.72 | € 529.43 | € 6,512.00 |
| 9 | € 5,437.40 | € 434.99 | € 271.87 | € 543.74 | € 6,688.00 |
| 10 | € 5,437.40 | € 434.99 | € 271.87 | € 543.74 | € 6,688.00 |
| 11 | € 5,679.72 | € 454.38 | € 283.99 | € 567.97 | € 6,986.06 |
| 12 | € 5,730.73 | € 458.46 | € 286.54 | € 573.07 | € 7,048.80 |
| 13 | € 5,884.34 | € 470.75 | € 294.22 | € 588.43 | € 7,237.74 |
| 14 | € 5,962.25 | € 476.98 | € 298.11 | € 596.23 | € 7,333.57 |
| 15 | € 6,088.94 | € 487.12 | € 304.45 | € 608.89 | € 7,489.40 |
| 16 | € 6,203.13 | € 496.25 | € 310.16 | € 620.31 | € 7,629.85 |
| 17 | € 6,293.57 | € 503.49 | € 314.68 | € 629.36 | € 7,741.10 |
| 18 | € 6,453.73 | € 516.30 | € 322.69 | € 645.37 | € 7,938.09 |
| 19 | € 6,498.19 | € 519.86 | € 324.91 | € 649.82 | € 7,992.78 |
| 20 | € 6,703.60 | € 536.29 | € 335.18 | € 670.36 | € 8,245.43 |
| 21 | € 6,703.60 | € 536.29 | € 335.18 | € 670.36 | € 8,245.43 |
| 22 | € 6,908.21 | € 552.66 | € 345.41 | € 690.82 | € 8,497.10 |
| 23 | € 6,908.21 | € 552.66 | € 345.41 | € 690.82 | € 8,497.10 |
| 24 | € 7,112.83 | € 569.03 | € 355.64 | € 711.28 | € 8,748.78 |
| 25 | € 7,112.83 | € 569.03 | € 355.64 | € 711.28 | € 8,748.78 |
| 26 | € 7,317.44 | € 585.40 | € 365.87 | € 731.74 | € 9,000.45 |
| 27 | € 7,317.44 | € 585.40 | € 365.87 | € 731.74 | € 9,000.45 |
| 28 | € 7,522.85 | € 601.83 | € 376.14 | € 752.29 | € 9,253.11 |
| 29 | € 7,726.83 | € 618.15 | € 386.34 | € 772.68 | € 9,504.00 |
| from 30 | € 8,184.72 | € 654.78 | € 409.24 | € 818.47 | € 10,067.21 |
Table valid from 1.5.2019:
| Regional-PIC | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 5,280.00 | € 422.40 | € 264.00 | € 528.00 | € 6,494.40 |
| 2 | € 5,280.00 | € 422.40 | € 264.00 | € 528.00 | € 6,494.40 |
| 3 | € 5,280.00 | € 422.40 | € 264.00 | € 528.00 | € 6,494.40 |
| 4 | € 5,280.00 | € 422.40 | € 264.00 | € 528.00 | € 6,494.40 |
| 5 | € 5,280.00 | € 422.40 | € 264.00 | € 528.00 | € 6,494.40 |
| 6 | € 5,426.67 | € 434.13 | € 271.33 | € 542.67 | € 6,674.80 |
| 7 | € 5,426.67 | € 434.13 | € 271.33 | € 542.67 | € 6,674.80 |
| 8 | € 5,426.67 | € 434.13 | € 271.33 | € 542.67 | € 6,674.80 |
| 9 | € 5,645.90 | € 451.67 | € 282.30 | € 564.59 | € 6,944.46 |
| 10 | € 5,645.90 | € 451.67 | € 282.30 | € 564.59 | € 6,944.46 |
| 11 | € 5,874.00 | € 469.92 | € 293.70 | € 587.40 | € 7,225.02 |
| 12 | € 5,874.00 | € 469.92 | € 293.70 | € 587.40 | € 7,225.02 |
| 13 | € 6,111.31 | € 488.90 | € 305.57 | € 611.13 | € 7,516.91 |
| 14 | € 6,111.31 | € 488.90 | € 305.57 | € 611.13 | € 7,516.91 |
| 15 | € 6,358.20 | € 508.66 | € 317.91 | € 635.82 | € 7,820.59 |
| 16 | € 6,358.20 | € 508.66 | € 317.91 | € 635.82 | € 7,820.59 |
| 17 | € 6,615.07 | € 529.21 | € 330.75 | € 661.51 | € 8,136.54 |
| 18 | € 6,615.07 | € 529.21 | € 330.75 | € 661.51 | € 8,136.54 |
| 19 | € 6,882.33 | € 550.58 | € 344.12 | € 688.23 | € 8,465.26 |
| 20 | € 6,882.33 | € 550.58 | € 344.12 | € 688.23 | € 8,465.26 |
| 21 | € 7,160.37 | € 572.83 | € 358.02 | € 716.04 | € 8,807.26 |
| 22 | € 7,160.37 | € 572.83 | € 358.02 | € 716.04 | € 8,807.26 |
| 23 | € 7,449.65 | € 595.97 | € 372.48 | € 744.97 | € 9,163.07 |
| 24 | € 7,449.65 | € 595.97 | € 372.48 | € 744.97 | € 9,163.07 |
| 25 | € 7,750.62 | € 620.05 | € 387.53 | € 775.06 | € 9,533.26 |
| 26 | € 7,750.62 | € 620.05 | € 387.53 | € 775.06 | € 9,533.26 |
| 27 | € 8,063.74 | € 645.10 | € 403.19 | € 806.37 | € 9,918.40 |
| 28 | € 8,063.74 | € 645.10 | € 403.19 | € 806.37 | € 9,918.40 |
| 29 | € 8,389.52 | € 671.16 | € 419.48 | € 838.95 | € 10,319.11 |
| from 30 | € 8,389.52 | € 671.16 | € 419.48 | € 838.95 | € 10,319.11 |
Table valid from 1.5.2020:
| Regional-PIC | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 5,376.63 | € 430.13 | € 268.83 | € 537.66 | € 6,613.25 |
| 2 | € 5,376.63 | € 430.13 | € 268.83 | € 537.66 | € 6,613.25 |
| 3 | € 5,376.63 | € 430.13 | € 268.83 | € 537.66 | € 6,613.25 |
| 4 | € 5,376.63 | € 430.13 | € 268.83 | € 537.66 | € 6,613.25 |
| 5 | € 5,376.63 | € 430.13 | € 268.83 | € 537.66 | € 6,613.25 |
| 6 | € 5,525.98 | € 442.07 | € 276.30 | € 552.60 | € 6,796.95 |
| 7 | € 5,525.98 | € 442.07 | € 276.30 | € 552.60 | € 6,796.95 |
| 8 | € 5,525.98 | € 442.07 | € 276.30 | € 552.60 | € 6,796.95 |
| 9 | € 5,749.23 | € 459.93 | € 287.47 | € 574.92 | € 7,071.55 |
| 10 | € 5,749.23 | € 459.93 | € 287.47 | € 574.92 | € 7,071.55 |
| 11 | € 5,981.50 | € 478.52 | € 299.07 | € 598.15 | € 7,357.24 |
| 12 | € 5,981.50 | € 478.52 | € 299.07 | € 598.15 | € 7,357.24 |
| 13 | € 6,223.15 | € 497.85 | € 311.15 | € 622.32 | € 7,654.47 |
| 14 | € 6,223.15 | € 497.85 | € 311.15 | € 622.32 | € 7,654.47 |
| 15 | € 6,474.56 | € 517.96 | € 323.73 | € 647.46 | € 7,963.71 |
| 16 | € 6,474.56 | € 517.96 | € 323.73 | € 647.46 | € 7,963.71 |
| 17 | € 6,736.13 | € 538.89 | € 336.81 | € 673.61 | € 8,285.44 |
| 18 | € 6,736.13 | € 538.89 | € 336.81 | € 673.61 | € 8,285.44 |
| 19 | € 7,008.27 | € 560.66 | € 350.41 | € 700.83 | € 8,620.17 |
| 20 | € 7,008.27 | € 560.66 | € 350.41 | € 700.83 | € 8,620.17 |
| 21 | € 7,291.41 | € 583.31 | € 364.57 | € 729.14 | € 8,968.43 |
| 22 | € 7,291.41 | € 583.31 | € 364.57 | € 729.14 | € 8,968.43 |
| 23 | € 7,585.98 | € 606.87 | € 379.30 | € 758.60 | € 9,330.75 |
| 24 | € 7,585.98 | € 606.87 | € 379.30 | € 758.60 | € 9,330.75 |
| 25 | € 7,892.46 | € 631.39 | € 394.62 | € 789.25 | € 9,707.72 |
| 26 | € 7,892.46 | € 631.39 | € 394.62 | € 789.25 | € 9,707.72 |
| 27 | € 8,211.31 | € 656.90 | € 410.57 | € 821.13 | € 10,099.91 |
| 28 | € 8,211.31 | € 656.90 | € 410.57 | € 821.13 | € 10,099.91 |
| 29 | € 8,543.04 | € 683.44 | € 427.16 | € 854.30 | € 10,507.94 |
| from 30 | € 8,543.04 | € 683.44 | € 427.16 | € 854.30 | € 10,507.94 |
56.2.3 Mainline-PIC
Table valid from 1.5.2018:
| mainline PIC | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 5,691.06 | € 455.28 | € 284.55 | € 569.11 | € 7,000.00 |
| 2 | € 5,691.06 | € 455.28 | € 284.55 | € 569.11 | € 7,000.00 |
| 3 | € 5,691.06 | € 455.28 | € 284.55 | € 569.11 | € 7,000.00 |
| 4 | € 5,691.06 | € 455.28 | € 284.55 | € 569.11 | € 7,000.00 |
| 5 | € 5,691.06 | € 455.28 | € 284.55 | € 569.11 | € 7,000.00 |
| 6 | € 5,934.96 | € 474.79 | € 296.75 | € 593.50 | € 7,300.00 |
| 7 | € 5,934.96 | € 474.79 | € 296.75 | € 593.50 | € 7,300.00 |
| 8 | € 6,016.26 | € 481.30 | € 300.81 | € 601.63 | € 7,400.00 |
| 9 | € 6,178.86 | € 494.31 | € 308.94 | € 617.89 | € 7,600.00 |
| 10 | € 6,178.86 | € 494.31 | € 308.94 | € 617.89 | € 7,600.00 |
| 11 | € 6,454.23 | € 516.34 | € 322.71 | € 645.42 | € 7,938.70 |
| 12 | € 6,512.19 | € 520.98 | € 325.61 | € 651.22 | € 8,010.00 |
| 13 | € 6,686.75 | € 534.94 | € 334.33 | € 668.68 | € 8,224.70 |
| 14 | € 6,775.29 | € 542.02 | € 338.76 | € 677.53 | € 8,333.60 |
| 15 | € 6,919.27 | € 553.54 | € 345.96 | € 691.93 | € 8,510.70 |
| 16 | € 7,049.01 | € 563.92 | € 352.45 | € 704.90 | € 8,670.28 |
| 17 | € 7,151.79 | € 572.14 | € 357.59 | € 715.18 | € 8,796.70 |
| 18 | € 7,333.79 | € 586.70 | € 366.69 | € 733.38 | € 9,020.56 |
| 19 | € 7,384.31 | € 590.74 | € 369.22 | € 738.43 | € 9,082.70 |
| 20 | € 7,617.72 | € 609.42 | € 380.89 | € 761.77 | € 9,369.80 |
| 21 | € 7,617.72 | € 609.42 | € 380.89 | € 761.77 | € 9,369.80 |
| 22 | € 7,850.24 | € 628.02 | € 392.51 | € 785.03 | € 9,655.80 |
| 23 | € 7,850.24 | € 628.02 | € 392.51 | € 785.03 | € 9,655.80 |
| 24 | € 8,082.76 | € 646.62 | € 404.14 | € 808.28 | € 9,941.80 |
| 25 | € 8,082.76 | € 646.62 | € 404.14 | € 808.28 | € 9,941.80 |
| 26 | € 8,315.28 | € 665.23 | € 415.76 | € 831.53 | € 10,227.80 |
| 27 | € 8,315.28 | € 665.23 | € 415.76 | € 831.53 | € 10,227.80 |
| 28 | € 8,548.70 | € 683.89 | € 427.44 | € 854.87 | € 10,514.90 |
| 29 | € 8,780.49 | € 702.44 | € 439.02 | € 878.05 | € 10,800.00 |
| from 30 | € 9,300.81 | € 744.07 | € 465.04 | € 930.08 | € 11,440.00 |
Table valid from 1.5.2019:
| mainline PIC | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 6,000.00 | € 480.00 | € 300.00 | € 600.00 | € 7,380.00 |
| 2 | € 6,000.00 | € 480.00 | € 300.00 | € 600.00 | € 7,380.00 |
| 3 | € 6,000.00 | € 480.00 | € 300.00 | € 600.00 | € 7,380.00 |
| 4 | € 6,000.00 | € 480.00 | € 300.00 | € 600.00 | € 7,380.00 |
| 5 | € 6,000.00 | € 480.00 | € 300.00 | € 600.00 | € 7,380.00 |
| 6 | € 6,166.67 | € 493.33 | € 308.33 | € 616.67 | € 7,585.00 |
| 7 | € 6,166.67 | € 493.33 | € 308.33 | € 616.67 | € 7,585.00 |
| 8 | € 6,166.67 | € 493.33 | € 308.33 | € 616.67 | € 7,585.00 |
| 9 | € 6,415.80 | € 513.26 | € 320.79 | € 641.58 | € 7,891.43 |
| 10 | € 6,415.80 | € 513.26 | € 320.79 | € 641.58 | € 7,891.43 |
| 11 | € 6,675.00 | € 534.00 | € 333.75 | € 667.50 | € 8,210.25 |
| 12 | € 6,675.00 | € 534.00 | € 333.75 | € 667.50 | € 8,210.25 |
| 13 | € 6,944.67 | € 555.57 | € 347.23 | € 694.47 | € 8,541.94 |
| 14 | € 6,944.67 | € 555.57 | € 347.23 | € 694.47 | € 8,541.94 |
| 15 | € 7,225.23 | € 578.02 | € 361.27 | € 722.52 | € 8,887.04 |
| 16 | € 7,225.23 | € 578.02 | € 361.27 | € 722.52 | € 8,887.04 |
| 17 | € 7,517.13 | € 601.37 | € 375.86 | € 751.71 | € 9,246.07 |
| 18 | € 7,517.13 | € 601.37 | € 375.86 | € 751.71 | € 9,246.07 |
| 19 | € 7,820.82 | € 625.67 | € 391.04 | € 782.08 | € 9,619.61 |
| 20 | € 7,820.82 | € 625.67 | € 391.04 | € 782.08 | € 9,619.61 |
| 21 | € 8,136.79 | € 650.94 | € 406.84 | € 813.68 | € 10,008.25 |
| 22 | € 8,136.79 | € 650.94 | € 406.84 | € 813.68 | € 10,008.25 |
| 23 | € 8,465.51 | € 677.24 | € 423.28 | € 846.55 | € 10,412.58 |
| 24 | € 8,465.51 | € 677.24 | € 423.28 | € 846.55 | € 10,412.58 |
| 25 | € 8,807.52 | € 704.60 | € 440.38 | € 880.75 | € 10,833.25 |
| 26 | € 8,807.52 | € 704.60 | € 440.38 | € 880.75 | € 10,833.25 |
| 27 | € 9,163.34 | € 733.07 | € 458.17 | € 916.33 | € 11,270.91 |
| 28 | € 9,163.34 | € 733.07 | € 458.17 | € 916.33 | € 11,270.91 |
| 29 | € 9,533.54 | € 762.69 | € 476.68 | € 953.35 | € 11,726.26 |
| from 30 | € 9,533.54 | € 762.69 | € 476.68 | € 953.35 | € 11,726.26 |
Table valid from 1.5.2020:
| mainline PIC | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| 1 | € 6,109.80 | € 488.78 | € 305.49 | € 610.98 | € 7,515.05 |
| 2 | € 6,109.80 | € 488.78 | € 305.49 | € 610.98 | € 7,515.05 |
| 3 | € 6,109.80 | € 488.78 | € 305.49 | € 610.98 | € 7,515.05 |
| 4 | € 6,109.80 | € 488.78 | € 305.49 | € 610.98 | € 7,515.05 |
| 5 | € 6,109.80 | € 488.78 | € 305.49 | € 610.98 | € 7,515.05 |
| 6 | € 6,279.52 | € 502.36 | € 313.98 | € 627.95 | € 7,723.81 |
| 7 | € 6,279.52 | € 502.36 | € 313.98 | € 627.95 | € 7,723.81 |
| 8 | € 6,279.52 | € 502.36 | € 313.98 | € 627.95 | € 7,723.81 |
| 9 | € 6,533.21 | € 522.66 | € 326.66 | € 653.32 | € 8,035.85 |
| 10 | € 6,533.21 | € 522.66 | € 326.66 | € 653.32 | € 8,035.85 |
| 11 | € 6,797.15 | € 543.77 | € 339.86 | € 679.72 | € 8,360.50 |
| 12 | € 6,797.15 | € 543.77 | € 339.86 | € 679.72 | € 8,360.50 |
| 13 | € 7,071.76 | € 565.74 | € 353.58 | € 707.18 | € 8,698.26 |
| 14 | € 7,071.76 | € 565.74 | € 353.58 | € 707.18 | € 8,698.26 |
| 15 | € 7,357.45 | € 588.60 | € 367.87 | € 735.75 | € 9,049.67 |
| 16 | € 7,357.45 | € 588.60 | € 367.87 | € 735.75 | € 9,049.67 |
| 17 | € 7,654.70 | € 612.37 | € 382.74 | € 765.47 | € 9,415.28 |
| 18 | € 7,654.70 | € 612.37 | € 382.74 | € 765.47 | € 9,415.28 |
| 19 | € 7,963.95 | € 637.11 | € 398.19 | € 796.40 | € 9,795.65 |
| 20 | € 7,963.95 | € 637.11 | € 398.19 | € 796.40 | € 9,795.65 |
| 21 | € 8,285.69 | € 662.86 | € 414.28 | € 828.57 | € 10,191.40 |
| 22 | € 8,285.69 | € 662.86 | € 414.28 | € 828.57 | € 10,191.40 |
| 23 | € 8,620.43 | € 689.64 | € 431.02 | € 862.04 | € 10,603.13 |
| 24 | € 8,620.43 | € 689.64 | € 431.02 | € 862.04 | € 10,603.13 |
| 25 | € 8,968.70 | € 717.49 | € 448.44 | € 896.87 | € 11,031.50 |
| 26 | € 8,968.70 | € 717.49 | € 448.44 | € 896.87 | € 11,031.50 |
| 27 | € 9,331.03 | € 746.49 | € 466.55 | € 933.10 | € 11,477.17 |
| 28 | € 9,331.03 | € 746.49 | € 466.55 | € 933.10 | € 11,477.17 |
| 29 | € 9,708.01 | € 776.64 | € 485.40 | € 970.80 | € 11,940.85 |
| from 30 | € 9,708.01 | € 776.64 | € 485.40 | € 970.80 | € 11,940.85 |
56.3 Cabin crew
56.3.1 Flight attendants
Tables valid from 1.5.2018:
| Flight attendant entries before December 1, 2014 | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| basic training | € 981.99 | € 981.99 | |||
| 1 | € 1,382.11 | € 110.57 | € 69.11 | € 138.21 | € 1,700.00 |
| 2 | € 1,382.11 | € 110.57 | € 69.11 | € 138.21 | € 1,700.00 |
| 3 | € 1,382.11 | € 110.57 | € 69.11 | € 138.21 | € 1,700.00 |
| 4 | € 1,585.37 | € 126.82 | € 79.27 | € 158.54 | € 1,950.00 |
| 5 | € 1,585.37 | € 126.82 | € 79.27 | € 158.54 | € 1,950.00 |
| 6 | € 1,626.02 | € 130.08 | € 81.30 | € 162.60 | € 2,000.00 |
| 7 | € 1,707.32 | € 136.58 | € 85.37 | € 170.73 | € 2,100.00 |
| 8 | € 1,707.32 | € 136.58 | € 85.37 | € 170.73 | € 2,100.00 |
| 9 | € 1,747.97 | € 139.83 | € 87.40 | € 174.80 | € 2,150.00 |
| 10 | € 1,788.62 | € 143.09 | € 89.43 | € 178.86 | € 2,200.00 |
| 11 | € 1,829.27 | € 146.34 | € 91.46 | € 182.93 | € 2,250.00 |
| 12 | € 1,869.92 | € 149.59 | € 93.50 | € 186.99 | € 2,300.00 |
| 13 | € 1,869.92 | € 149.59 | € 93.50 | € 186.99 | € 2,300.00 |
| 14 | € 1,910.57 | € 152.84 | € 95.53 | € 191.06 | € 2,350.00 |
| 15 | € 1,951.22 | € 156.10 | € 97.56 | € 195.12 | € 2,400.00 |
| 16 | € 2,032.52 | € 162.60 | € 101.63 | € 203.25 | € 2,500.00 |
| 17 | € 2,032.52 | € 162.60 | € 101.63 | € 203.25 | € 2,500.00 |
| 18 | € 2,113.82 | € 169.11 | € 105.69 | € 211.38 | € 2,600.00 |
| 19 | € 2,113.82 | € 169.11 | € 105.69 | € 211.38 | € 2,600.00 |
| 20 | € 2,195.12 | € 175.61 | € 109.76 | € 219.51 | € 2,700.00 |
| 21 | € 2,195.12 | € 175.61 | € 109.76 | € 219.51 | € 2,700.00 |
| 22 | € 2,235.77 | € 178.86 | € 111.79 | € 223.58 | € 2,750.00 |
| 23 | € 2,235.77 | € 178.86 | € 111.79 | € 223.58 | € 2,750.00 |
| 24 | € 2,317.07 | € 185.37 | € 115.85 | € 231.71 | € 2,850.00 |
| 25 | € 2,317.07 | € 185.37 | € 115.85 | € 231.71 | € 2,850.00 |
| 26 | € 2,317.07 | € 185.37 | € 115.85 | € 231.71 | € 2,850.00 |
| from 27 | € 2,357.72 | € 188.62 | € 117.89 | € 235.77 | € 2,900.00 |
| Flight attendant admissions from December 1, 2014 | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| basic training | € 976.72 | € 976.72 | |||
| 1 | € 1,382.11 | € 110.57 | € 69.11 | € 138.21 | € 1,700.00 |
| 2 | € 1,382.11 | € 110.57 | € 69.11 | € 138.21 | € 1,700.00 |
| 3 | € 1,422.76 | € 113.82 | € 71.14 | € 142.28 | € 1,750.00 |
| 4 | € 1,422.76 | € 113.82 | € 71.14 | € 142.28 | € 1,750.00 |
| 5 | € 1,504.07 | € 120.32 | € 75.20 | € 150.41 | € 1,850.00 |
| 6 | € 1,504.07 | € 120.32 | € 75.20 | € 150.41 | € 1,850.00 |
| 7 | € 1,585.37 | € 126.82 | € 79.27 | € 158.54 | € 1,950.00 |
| 8 | € 1,585.37 | € 126.82 | € 79.27 | € 158.54 | € 1,950.00 |
| 9 | € 1,666.67 | € 133.33 | € 83.33 | € 166.67 | € 2,050.00 |
| 10 | € 1,666.67 | € 133.33 | € 83.33 | € 166.67 | € 2,050.00 |
| 11 | € 1,747.97 | € 139.83 | € 87.40 | € 174.80 | € 2,150.00 |
| 12 | € 1,747.97 | € 139.83 | € 87.40 | € 174.80 | € 2,150.00 |
| 13 | € 1,829.27 | € 146.34 | € 91.46 | € 182.93 | € 2,250.00 |
| 14 | € 1,829.27 | € 146.34 | € 91.46 | € 182.93 | € 2,250.00 |
| 15 | € 1,869.92 | € 149.59 | € 93.50 | € 186.99 | € 2,300.00 |
| 16 | € 1,869.92 | € 149.59 | € 93.50 | € 186.99 | € 2,300.00 |
| from 17 | € 1,910.57 | € 152.85 | € 95.53 | € 191.05 | € 2,350.00 |
Table valid from 1.5.2019:
| Flight attendant entries before December 1, 2014 | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| basic training | € 1006.54 | € 1006.54 | |||
| 1 | € 1,416.67 | € 113.33 | € 70.83 | € 141.67 | € 1,742.50 |
| 2 | € 1,416.67 | € 113.33 | € 70.83 | € 141.67 | € 1,742.50 |
| 3 | € 1,416.67 | € 113.33 | € 70.83 | € 141.67 | € 1,742.50 |
| 4 | € 1,625.00 | € 130.00 | € 81.25 | € 162.50 | € 1,998.75 |
| 5 | € 1,625.00 | € 130.00 | € 81.25 | € 162.50 | € 1,998.75 |
| 6 | € 1,666.67 | € 133.33 | € 83.33 | € 166.67 | € 2,050.00 |
| 7 | € 1,750.00 | € 140.00 | € 87.50 | € 175.00 | € 2,152.50 |
| 8 | € 1,750.00 | € 140.00 | € 87.50 | € 175.00 | € 2,152.50 |
| 9 | € 1,791.67 | € 143.33 | € 89.58 | € 179.17 | € 2,203.75 |
| 10 | € 1,833.33 | € 146.67 | € 91.67 | € 183.33 | € 2,255.00 |
| 11 | € 1,875.00 | € 150.00 | € 93.75 | € 187.50 | € 2,306.25 |
| 12 | € 1,916.67 | € 153.33 | € 95.83 | € 191.67 | € 2,357.50 |
| 13 | € 1,916.67 | € 153.33 | € 95.83 | € 191.67 | € 2,357.50 |
| 14 | € 1,958.33 | € 156.67 | € 97.92 | € 195.83 | € 2,408.75 |
| 15 | € 2,000.00 | € 160.00 | € 100.00 | € 200.00 | € 2,460.00 |
| 16 | € 2,083.33 | € 166.67 | € 104.17 | € 208.33 | € 2,562.50 |
| 17 | € 2,083.33 | € 166.67 | € 104.17 | € 208.33 | € 2,562.50 |
| 18 | € 2,166.67 | € 173.33 | € 108.33 | € 216.67 | € 2,665.00 |
| 19 | € 2,166.67 | € 173.33 | € 108.33 | € 216.67 | € 2,665.00 |
| 20 | € 2,250.00 | € 180.00 | € 112.50 | € 225.00 | € 2,767.50 |
| 21 | € 2,250.00 | € 180.00 | € 112.50 | € 225.00 | € 2,767.50 |
| 22 | € 2,291.67 | € 183.33 | € 114.58 | € 229.17 | € 2,818.75 |
| 23 | € 2,291.67 | € 183.33 | € 114.58 | € 229.17 | € 2,818.75 |
| 24 | € 2,375.00 | € 190.00 | € 118.75 | € 237.50 | € 2,921.25 |
| 25 | € 2,375.00 | € 190.00 | € 118.75 | € 237.50 | € 2,921.25 |
| 26 | € 2,375.00 | € 190.00 | € 118.75 | € 237.50 | € 2,921.25 |
| from 27 | € 2,416.67 | € 193.33 | € 120.83 | € 241.67 | € 2,972.50 |
| Flight attendant admissions from December 1, 2014 | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| basic training | € 1001.14 | € 1001.14 | |||
| 1 | € 1,416.67 | € 113.33 | € 70.83 | € 141.67 | € 1,742.50 |
| 2 | € 1,416.67 | € 113.33 | € 70.83 | € 141.67 | € 1,742.50 |
| 3 | € 1,458.33 | € 116.67 | € 72.92 | € 145.83 | € 1,793.75 |
| 4 | € 1,458.33 | € 116.67 | € 72.92 | € 145.83 | € 1,793.75 |
| 5 | € 1,541.67 | € 123.33 | € 77.08 | € 154.17 | € 1,896.25 |
| 6 | € 1,541.67 | € 123.33 | € 77.08 | € 154.17 | € 1,896.25 |
| 7 | € 1,625.00 | € 130.00 | € 81.25 | € 162.50 | € 1,998.75 |
| 8 | € 1,625.00 | € 130.00 | € 81.25 | € 162.50 | € 1,998.75 |
| 9 | € 1,708.33 | € 136.67 | € 85.42 | € 170.83 | € 2,101.25 |
| 10 | € 1,708.33 | € 136.67 | € 85.42 | € 170.83 | € 2,101.25 |
| 11 | € 1,791.67 | € 143.33 | € 89.58 | € 179.17 | € 2,203.75 |
| 12 | € 1,791.67 | € 143.33 | € 89.58 | € 179.17 | € 2,203.75 |
| 13 | € 1,875.00 | € 150.00 | € 93.75 | € 187.50 | € 2,306.25 |
| 14 | € 1,875.00 | € 150.00 | € 93.75 | € 187.50 | € 2,306.25 |
| 15 | € 1,916.67 | € 153.33 | € 95.83 | € 191.67 | € 2,357.50 |
| 16 | € 1,916.67 | € 153.33 | € 95.83 | € 191.67 | € 2,357.50 |
| from 17 | € 1,958.33 | € 156.67 | € 97.92 | € 195.83 | € 2,408.75 |
Table valid from 1.5.2020:
| Flight attendant entries before December 1, 2014 | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| basic training | € 1024.96 | € 1024.96 | |||
| 1 | € 1,442.59 | € 115.41 | € 72.13 | € 144.26 | € 1,774.39 |
| 2 | € 1,442.59 | € 115.41 | € 72.13 | € 144.26 | € 1,774.39 |
| 3 | € 1,442.59 | € 115.41 | € 72.13 | € 144.26 | € 1,774.39 |
| 4 | € 1,654.74 | € 132.38 | € 82.74 | € 165.47 | € 2,035.33 |
| 5 | € 1,654.74 | € 132.38 | € 82.74 | € 165.47 | € 2,035.33 |
| 6 | € 1,697.16 | € 135.77 | € 84.86 | € 169.72 | € 2,087.51 |
| 7 | € 1,782.03 | € 142.56 | € 89.10 | € 178.20 | € 2,191.89 |
| 8 | € 1,782.03 | € 142.56 | € 89.10 | € 178.20 | € 2,191.89 |
| 9 | € 1,824.45 | € 145.96 | € 91.22 | € 182.45 | € 2,244.08 |
| 10 | € 1,866.88 | € 149.36 | € 93.34 | € 186.69 | € 2,296.27 |
| 11 | € 1,909.31 | € 152.74 | € 95.47 | € 190.93 | € 2,348.45 |
| 12 | € 1,951.74 | € 156.14 | € 97.59 | € 195.17 | € 2,400.64 |
| 13 | € 1,951.74 | € 156.14 | € 97.59 | € 195.17 | € 2,400.64 |
| 14 | € 1,994.17 | € 159.53 | € 99.71 | € 199.42 | € 2,452.83 |
| 15 | € 2,036.60 | € 162.93 | € 101.83 | € 203.66 | € 2,505.02 |
| 16 | € 2,121.46 | € 169.71 | € 106.07 | € 212.15 | € 2,609.39 |
| 17 | € 2,121.46 | € 169.71 | € 106.07 | € 212.15 | € 2,609.39 |
| 18 | € 2,206.32 | € 176.50 | € 110.32 | € 220.63 | € 2,713.77 |
| 19 | € 2,206.32 | € 176.50 | € 110.32 | € 220.63 | € 2,713.77 |
| 20 | € 2,291.18 | € 183.29 | € 114.56 | € 229.12 | € 2,818.15 |
| 21 | € 2,291.18 | € 183.29 | € 114.56 | € 229.12 | € 2,818.15 |
| 22 | € 2,333.60 | € 186.69 | € 116.68 | € 233.36 | € 2,870.33 |
| 23 | € 2,333.60 | € 186.69 | € 116.68 | € 233.36 | € 2,870.33 |
| 24 | € 2,418.46 | € 193.48 | € 120.92 | € 241.85 | € 2,974.71 |
| 25 | € 2,418.46 | € 193.48 | € 120.92 | € 241.85 | € 2,974.71 |
| 26 | € 2,418.46 | € 193.48 | € 120.92 | € 241.85 | € 2,974.71 |
| from 27 | € 2,460.89 | € 196.88 | € 123.04 | € 246.09 | € 3,026.90 |
| Flight attendant admissions from December 1, 2014 | |||||
|---|---|---|---|---|---|
| year of service | base salary | flight allowance | total reference | ||
| danger allowance | night allowance | Sunday and public holiday allowance | |||
| basic training | € 1019.46 | € 1019.46 | |||
| 1 | € 1,442.59 | € 115.41 | € 72.13 | € 144.26 | € 1,774.39 |
| 2 | € 1,442.59 | € 115.41 | € 72.13 | € 144.26 | € 1,774.39 |
| 3 | € 1,485.02 | € 118.81 | € 74.25 | € 148.50 | € 1,826.58 |
| 4 | € 1,485.02 | € 118.81 | € 74.25 | € 148.50 | € 1,826.58 |
| 5 | € 1,569.88 | € 125.59 | € 78.49 | € 156.99 | € 1,930.95 |
| 6 | € 1,569.88 | € 125.59 | € 78.49 | € 156.99 | € 1,930.95 |
| 7 | € 1,654.74 | € 132.38 | € 82.74 | € 165.47 | € 2,035.33 |
| 8 | € 1,654.74 | € 132.38 | € 82.74 | € 165.47 | € 2,035.33 |
| 9 | € 1,739.60 | € 139.16 | € 86.98 | € 173.96 | € 2,139.70 |
| 10 | € 1,739.60 | € 139.16 | € 86.98 | € 173.96 | € 2,139.70 |
| 11 | € 1,824.45 | € 145.96 | € 91.22 | € 182.45 | € 2,244.08 |
| 12 | € 1,824.45 | € 145.96 | € 91.22 | € 182.45 | € 2,244.08 |
| 13 | € 1,909.31 | € 152.74 | € 95.47 | € 190.93 | € 2,348.45 |
| 14 | € 1,909.31 | € 152.74 | € 95.47 | € 190.93 | € 2,348.45 |
| 15 | € 1,951.74 | € 156.14 | € 97.59 | € 195.17 | € 2,400.64 |
| 16 | € 1,951.74 | € 156.14 | € 97.59 | € 195.17 | € 2,400.64 |
| from 17 | € 1,994.17 | € 159.53 | € 99.71 | € 199.42 | € 2,452.83 |
56.4 Functional allowances
56.4.1 Relief pilot allowance: 5% of total salary.
56.4.2 Purser functional allowances:
56.4.2.1 Purser I with entry date before 12/1/2014
| from May 1, 2018 | from May 1, 2019 |
| € 500 | € 550 |
56.4.2.2 Purser I with entry date from 12/1/2014
| from May 1, 2018 |
| € 480 |
56.4.2.3 Purser II
| from May 1, 2018 |
| € 300 |
57. Calculation basis of the flight allowance
57.1 The calculation basis for the Sunday and public holiday allowance, the night allowance and the danger allowance is as follows:
In view of the radiation exposure associated with flight duty, a flat-rate danger allowance of 8% of the basic salary is paid. Beyond this, there is no compensation for any other claims for benefits due to dirt or hardship.
The night or Sunday and public holiday allowance is based on an average of 166 hours of work per month, of which an average of 16.6 hours is night work (point 11.22) and 16.6 hours is Sunday and public holidays. The night allowance is calculated from the 16.6 hours for night work plus a 50% surcharge. The Sunday and public holiday allowance is calculated from the 16.6 hours for Sunday and public holiday work plus a 100% surcharge.
57.2 Since the flight allowance is paid in the form of a lump sum, it covers all bonuses for Sunday, public holiday and night work performed by the employee during the month. This does not affect compensation for additional work and overtime (points 42 and 43) or night-time bonuses (point 17.2).
57.3 If the employee performs more hours of Sunday, public holiday or night work in a month than the number of hours taken into account in the calculation, there is no entitlement to an increase in the flat rate. Conversely, however, a reduction in performance does not lead to a reduction in salary.
57.4 According to current legal situation and administrative practice, the danger allowance, as well as the Sunday and public holiday allowance and the night allowance are, under certain conditions, tax-free up to a maximum total of €360.00 (or in individual cases € 540.00) per month. The tax exemption for the Sunday and public holiday allowance and the night allowance is checked on the basis of the specific time records in the following month and offset if necessary.
58. (Reserve)
59. (Reserve)
60. (Reserve)
Part 5: Seniority Regulation and Career Model for Pilots (SRKM-P)
61. Preamble
The transfer of the previously independent flight operations of Austrian Airlines AG to Tyrolean Airways Tiroler Flugzeug GmbH took place on July 1, 2012. The previously independent flight operations of Austrian Airlines (OS with the aircraft types B777, B767, B737 (series), A320 (series)) and Tyrolean Airways (VO with the aircraft types DH8-400, F70, F100) formed a new joint flight operation as of July 1, 2012, which now consists of "Mainline" and "Regional".
62. Scope and definitions
62.1 The SRKM-P is to be applied to all persons who are employed as pilots in the company. Within its scope of application, the seniority principle aims to rank pilots according to their area of employment, length of service and professional experience in the company in accordance with the following rules. The basis for ranking according to the seniority principle is the pilots' seniority date.
62.2 Definitions
Regional aircraft:
Aircraft with up to 80 seats and their derivatives with more than 80 seats up to a maximum of 110 seats that may be flown with the same type rating or within the framework of CCQ with a regional aircraft with up to 80 seats if mixed use is permitted according to the Operations Manual (OM). The number of seats is the maximum permitted number of seats with a 31 inch seat pitch and all passenger configuration. Eg DH8 (series), CRJ (series), F70, F100, ATR42 (series), ATR72 (series).
Mainline aircraft:
Aircraft that are not regional aircraft and generally all widebody aircraft. Eg A310, A320 (series), A330 (series), A340 (series), A350 (series), B737 (series), B747 (series), B757 (series), B767 (series), B777 (series), B787 ( series), MD80 (series), CS100, CS300, E195.
Narrowbody aircraft:
aircraft with one aisle (“single aisle”), eg A320 (series), B737 (series), MD80 (series), CS100, CS300, F70, F100, DH8 (series), E195.
Widebody aircraft:
aircraft with more than one aisle, eg A310, A330 (series), A340 (series), A350 (series), B747 (series), B767 (series), B777 (series), B787 (series).
“Regional” area of use:
operation of or use on regional aircraft.
“Mainline” area of use:
operation of or use on mainline aircraft.
Mainline PIC:
See point 55.1.4.
Relief Pilot:
See point 55.1.2.
Mainline F/O:
A first officer (items 55.1.1, 55.1.2) serving as first officer on mainline aircraft.
Regional PIC:
See point 55.1.3.
Regional F/O:
A first officer (items 55.1.1, 55.1.2) who is assigned as first officer on regional aircraft.
OS-Pilot:
A pilot who was employed as a pilot by Austrian Airlines on June 30, 2012.
VO-Pilot:
A pilot who was employed as a pilot by Tyrolean Airways on June 30, 2012.
NEW-Pilot:
A pilot who joined the company as a pilot on July 1, 2012.
Upgrading:
Promotion or appointment of a co-pilot (F/O) to captain (PIC).
Downgrading:
Demotion of a captain (PIC) to co-pilot (F/O).
62.3 Seniority ranks
62.3.1 For the “Mainline” area of use
M1: Mainline F/O on all mainline aircraft of short and medium-haul or narrowbody types, eg A320 (series), B737 (series), MD80 (series), CS100, CS300, E195.
M2: Mainline F/O on all mainline aircraft of the long-haul or widebody types, eg A330 (series), A340 (series), A350 (series), B747 (series), B757 (series), B767 (series), B777 (series), B787 (series).
M3: Mainline PIC on all mainline aircraft of short and medium-haul or narrowbody types, eg A320 (series), B737 (series), MD80 (series), CS100, CS300, E195.
M4: Mainline PIC on all mainline aircraft of the long-haul or widebody types, e.g. A330 (series), A340 (series), A350 (series), B747 (series), B757 (series), B767 (series), B777 (series), B787 (series).
62.3.2 For the use area “Regional”
R1: Regional F/O on all regional aircraft with propeller or turbopropeller drive, e.g. DH8 (series).
R2: Regional F/O on all regional aircraft with jet engines, e.g. CRJ (series), F70, F100.
R3: Regional PIC on all regional aircraft with propeller or turbopropeller propulsion, e.g. DH8 (series).
R4: Regional PIC on all regional jet aircraft, e.g. CRJ (series), F70, F100.
62.3.3 Aircraft types not mentioned shall be assigned a seniority rank by mutual agreement with the on-board works council.
62.4 This SRKM-P regulates exclusively the following application cases:
62.4.1 For the “Mainline” area of use
a. Upgrading to Mainline PIC, Downgrading to Mainline F/O,
b. Appointment as relief pilot and withdrawal of this authorization,
c. Retraining to another seniority rank or assignment to individual aircraft types,
d. Transfer abroad,
e. Objective dismissal and re-employment for operational reasons,
f. (Partial) transfer of business and (partial) closure of business.
62.4.2 For the use area “Regional”
a. Upgrading to Regional-PIC, Downgrading to Regional-F/O,
b. Retraining to another seniority rank or assignment to individual aircraft types,
c. Transfer abroad,
d. Objective dismissal and re-employment for operational reasons,
e. (Partial) transfer of business and (partial) closure of business.
62.4.3 Special arrangements for filling mainline PIC positions on Bombardier C-Series or Embraer E195 aircraft.
62.4.4 Other cases of application, e.g. in connection with the allocation of vacation days, storage of days off, flight requests, etc., can be regulated by works agreement.
62.5 The seniority principle shall only apply if the pilot has the necessary qualifications for the task at hand.
Proof of qualification is provided in accordance with the procedures laid down in the Operations Manual (OM-D). If this includes a qualification assessment before the start of training (assessment), then if the assessment is negative, there is no entitlement to the seniority principle being applied to the task. The company ensures that any necessary qualification assessment is scheduled in such a timely manner that a promotion is possible, taking into account point 65.8.
62.6 If a pilot does not exercise a right to which he is entitled under the SRKM-P (e.g. does not apply for a tender under the SRKM-P) or waives the exercise of this right, he will not be compensated for any disadvantage that may arise as a result.
62.7 If a pilot from seniority ranks M4, M3, R4 or R3 voluntarily applies for a seniority rank of M2, M1, R2 or R1, he shall only be considered if he agrees to a reduction in salary. This does not apply to cases where retraining to seniority rank M2, M1, R2 or R1 would have taken place even without the specific pilot's voluntary application (e.g. on the basis of points 65.9.4, 65.10.4, Additional Protocol 2).
62.8 If a pilot who has been involuntarily reclassified to a job category with a lower gross monthly salary in accordance with SRKM-P does not apply for all of the advertisements for captain positions at rank M3, the demotion shall be deemed to be voluntary from the end of the earliest advertisement period in which he could have applied but did not apply for the captain position. The same applies if this pilot withdraws his application or refuses a retraining course assigned on the basis of this application.
62.9 Retraining pursuant to points 65.9.4.6 and 65.10.4.5 shall be considered involuntary.
62.10 If a pilot with a higher seniority number (worse seniority) is granted a right which would be granted to a pilot with a lower seniority number (better seniority) under this SRKM-P (“overtaking”), this right shall be granted equally to all pilots overtaken in the process.
62.11 Advertisements and their duration must be designed in such a way that potential applicants have the opportunity to express their views and apply during the advertisement period. This is to be considered to be the case if the application period lasted at least four weeks and was published in accordance with company practice.
62.12 It is evident that, particularly when combining the de- and in-service operations of different aircraft types, serial processing of the relevant regulations in a scenario may result in a series of retraining sessions per person. In such cases, not all individual steps need to be carried out in reality, but the end result must be implemented.
62.13 The consideration of the place of work and/or desired place of work in the case of transfers pursuant to the SRKM-P can be regulated by works agreement.
63rd seniority date
63.1 Each pilot shall be assigned a seniority date which shall be decisive for his classification under the SRKM-P.
63.2 Pilots shall be assigned seniority date as the date of commencement of the theoretical type rating course, provided that the course is successfully completed in accordance with the training program.
63.3 For pilots who already hold a valid type rating for the airline aircraft on which they are to be deployed, the seniority date shall be the start of the Operator Conversion Course.
63.4 If participants in a training course (ab initio pilot course, pilots with partial prior knowledge who enter an ongoing ab initio pilot course at the latest with the type rating, ready-entry conversion courses) are trained on different aircraft types or if the course is split over time, the date of the type rating or operator conversion course which begins earlier shall be decisive for the entire training course.
63.5 In the case of parental leave (including leave without pay) lasting more than four months, a new seniority date is determined when the employee returns to work. The number of days of absence over four months is added to the original date. To calculate the length of the parental leave, all parental leave within a rolling period of 12 months is added together.
63.6 However, leave of absence within the statutory scope under the Maternity Protection Act or the Paternity Leave Act, family hospice leave, care leave and part-time work remain irrelevant and therefore have no influence on the seniority date.
63.7 OS pilots retain their seniority data from their employment with Austrian Airlines as of June 30, 2012.
63.8 VO pilots retain their seniority data from their employment with Tyrolean Airways as of 30 June 2012.
63.9 For NEW pilots, the seniority date shall be determined in accordance with the rules set out above.
63.10 In the event of termination of the employment relationship as a result of notice of termination or resignation by the employee, in the event of termination of the employment relationship by mutual consent (except within the scope of point 86.5), as well as in the event of legally effective termination of the employment relationship as a result of notice of termination or dismissal by the employer, which are not objectively due to operational reasons, the seniority date shall expire.
63.11 All matters relating to seniority shall be discussed with the Board Works Council. The agreements shall be recorded in the minutes.
63.12 Any change in the seniority date shall be communicated to the pilot concerned immediately in writing.
63.13 If a seniority date cannot be assigned with certainty in accordance with the provisions of this SRKM-P, the seniority date shall be assigned or changed by mutual agreement between the flight operations manager and the on-board works council.
64. Seniority lists
64.1 Two seniority lists are kept. Seniority list "M" is for the "Mainline" area of use, and seniority list "R" is for the "Regional" area of use. The seniority lists are kept by the flight operations manager in agreement with the on-board works council. They must contain at least:
a. Sequential numbering of entries (“seniority number”),
b. Seniority date,
c. Function,
i.e. Surname and first name,
e. Aircraft type(s) on which the pilot is currently deployed,
f. Seniority rank,
g. Date of birth,
h. Personnel number,
i. Place of duty.
64.1.1 Seniority list “M”
Pilots are ranked in the seniority list “M” by first ranking OS pilots in ascending order of their seniority data. Then, at the end, VO pilots are ranked in ascending order of their seniority data. Finally, all NEW pilots are ranked in ascending order of their seniority data.
64.1.2 Seniority list “R”
The ranking of pilots in the seniority list “R” is done first by ranking the VO pilots in ascending order of their seniority data. Then the OS pilots are ranked last in ascending order of their seniority data. Finally, all NEW pilots are ranked in ascending order of their seniority data.
64.2 If pilots in a group (OS pilots, VO pilots) have the same seniority data, the ranking within this group will be based on the ranking of their respective seniority list valid on 30 June 2012; for NEW pilots within this group, the ranking will be based on their date of birth, with priority given to the older pilot; if the seniority and date of birth are the same, the ranking will be based on the ascending alphabetical order of the surnames.
64.3 The seniority lists must be made known to all pilots after any significant changes, but at least once a year. Only the data according to points 64.1 a, b, d, f, g and i are published. All changes compared to the previous version (except for the seniority number resulting from the ranking) must be highlighted.
65. Upgrading to PIC, downgrading to F/O and retraining or assignment to individual aircraft types
65.1 A new seniority rank shall be awarded upon successful completion of the associated training (obtaining the Competence Rating “Restricted”).
65.2 New pilots will be assigned to an aircraft type of seniority R1, R2 or M1 according to economic needs. Different arrangements may be made by works agreement for a maximum period of 18 months.
65.2.1 If there are not enough qualified pilots applying for a position at seniority rank R3 or M2, the following shall apply:
65.2.1.1 Following a new advertisement indicating the possible need to recruit pilots at seniority level R3 or M2, vacant positions may be filled within 6 months with newly qualified pilots (“Ready Entry Pilots”).
65.2.1.2 Failure to obtain the required flight experience shall not be deemed to constitute a lack of qualification if, according to the crew planning, this can probably be achieved within 8 months after the end of the tender, taking into account the average flight hours of the last 12 months and planned absences.
65.2.1.3 If pilots newly recruited for a planned assignment at seniority rank R3 ("Direct Entry Captains") are actually promoted to seniority rank R3 after having been temporarily deployed at seniority rank R1 for training purposes for no longer than one year after joining, this promotion does not trigger any claims by third-party pilots. Due to the promotion to seniority rank R3, a reclassification takes place from the "First Officer" job group (point 55.1.1) to the "Regional PIC" job group (point 55.1.3).
65.3 Within a seniority rank, there is no ranking between individual aircraft types. Pilots are allocated to a specific aircraft type within a seniority rank based on economic needs. Where possible, requests should be taken into account in ascending order of the seniority number on the seniority list for the respective area of use.
65.4 Pilots who have reached the training deadline cannot claim retraining or assignment to other aircraft types - unless this is associated with a higher salary classification (regardless of the change in the actual salary). The deadline for the application of this regulation is the start of the theoretical type rating course for retraining. The training deadline is the earlier of:
- ASVG standard retirement age (without pension deductions) minus 3 years, or
- 3 years (1 year for CCQ) before reaching the maximum age for exercising airline pilot activity in accordance with the applicable official regulations.
65.5 Pilots who last underwent retraining at their own request or who joined the company less than three years ago are exempt from the right to retraining or to be assigned to individual aircraft types. In the case of retraining, the start of the retraining course is decisive for the calculation of time.
65.6 For retraining or assignment to individual aircraft types in the context of upgrades and involuntary downgradings or retraining from R3 or R4 to M3 or M4, point 65.5 does not apply. Such retraining is also not included in the time limit calculation according to point 65.5 for further retraining or assignment to individual aircraft types.
65.7 If the type of aircraft on which the pilot is deployed is no longer part of the company's fleet, the right to retraining will not be lost. The employer's right to retrain pilots after the training deadline or before the three-year period has been reached remains unaffected. In any case, the other rules on retraining must still be observed.
65.8 Postponement of retraining and promotions
65.8.1 If, for operational reasons not related to the pilot himself or because the pilot is on holiday, it is advisable to refrain from promoting him when others are being promoted, even though he should be promoted on the basis of his seniority and qualifications, he will be compensated for the disadvantage resulting from this from the time the preferred pilot(s) are promoted, provided that more than three months have passed between the promotion of the preferred pilot(s) and his promotion. If such a deferral exceeds 12 months, it is only permissible with the written consent of the pilot concerned.
65.8.2 For operational reasons (e.g. to avoid a stay of less than three years in a fleet, a too rapid succession of retraining courses and the associated overloading of flight operations), retraining within a seniority rank, further from seniority rank R2, R3 or R4 to M1 or M2, as well as from seniority rank M1 to M2, even if it should take place on the basis of seniority and qualification, can be postponed up to 24 months after the end of the tender without compensation for the disadvantage if the last retraining took place at the request of the employee. For retraining to M2, this postponement is only possible for the 50 most senior First Officers (seniority rank R1, R2, M1, M2) or the 50 most senior Regional PICs (seniority rank (R3, R4)).
65.8.3 Pilots whose retraining or promotion is deferred shall be informed in writing of the deferral.
65.9 Upgrading to Mainline PIC, downgrading to Mainline F/O and retraining or assignment to individual aircraft types to seniority ranks of the "Mainline" area of use
65.9.1 If positions are to be filled in a seniority rank in the "Mainline" area of employment, those positions that are to be filled by retraining within this seniority rank must be advertised first. The positions are filled from among the applicants in ascending order of seniority numbers from the "M" seniority list.
65.9.1.1 If additional positions at seniority levels M2, M3 or M4 are to be filled, these must be advertised within the seniority list “M” under all other seniority levels. The positions will be filled from among the applicants in ascending order of seniority numbers from the seniority list “M”.
65.9.1.2 If additional positions at seniority level M1 are to be filled, these must be advertised under seniority levels of the company's choosing to the extent that they can be filled without new recruitment. The positions will be filled from among the applicants in ascending order of seniority numbers from the "M" seniority list.
65.9.1.3 If positions at seniority rank M1 are to be filled by new recruits, 25% of these must be advertised within the seniority list "M" in seniority rank R1. The positions are filled from the pool of applicants in ascending order of seniority numbers from the seniority list "M". The remaining portion and any vacant positions can be filled by new recruits.
65.9.1.4 The required course must begin no later than twelve months after the end of the tender.
65.9.2 If there are not enough qualified applicants for an advertised position, qualified pilots within the seniority list ‘R’ shall be required to serve on the appropriate aircraft types in reverse order of seniority.
65.9.3 The filling of the position of fleet chief and any necessary retraining to another aircraft type shall not be subject to the requirements of paragraph 65.9.1, unless this would involve a change in seniority rank or a change in area of assignment associated with an upgrade.
65.9.4 If, for operational reasons not related to the pilot, it is necessary to demote, downgrade, retrain or assign a pilot with a seniority rank in the mainline area of operation to a lower seniority rank or to an associated aircraft type, the following procedure shall be followed:
65.9.4.1 For such measures, volunteers must first be sought from among the pilots of the aircraft type concerned. The volunteers will be selected from among the group of volunteers in ascending order of seniority numbers from the seniority list "M", whereby point 62.7 is relevant.
65.9.4.2 The involuntary reduction of a surplus in seniority rank M4 shall be carried out by retraining to seniority rank M3 among all pilots from seniority rank M4 without taking into account the aircraft type, starting with the youngest pilot in descending order of the seniority number of the seniority list "M".
65.9.4.3 The involuntary reduction of a surplus in seniority rank M3 shall be carried out by retraining to seniority rank M2 among all pilots from seniority ranks M3 and M4 without taking into account the aircraft type, starting with the youngest pilot in descending order of the seniority number of the seniority list "M".
65.9.4.4 The involuntary reduction of a surplus in seniority rank M2 shall be carried out by retraining to seniority rank M1 among all pilots from seniority rank M2 without taking into account the aircraft type, starting with the youngest pilot in descending order of the seniority number of the seniority list "M".
65.9.4.5 The involuntary reduction of a surplus in seniority rank M1 shall, if vacancies are available, be carried out by retraining to a seniority rank R1 or R2 among all pilots from seniority rank M1, regardless of aircraft type, starting with the youngest pilot in descending order of the seniority number on the seniority list "M".
65.9.4.6 If there is subsequently at least one Regional PIC with a higher seniority number on both the M and R seniority lists than a mainline pilot to be downgraded under the above rules, the downgraded pilot shall, at his request, be downgraded to a Regional PIC seniority rank rather than to a Mainline F/O seniority rank.
65.10 Upgrading to Regional PIC, Downgrading to Regional F/O and retraining or assignment to individual aircraft types to seniority ranks of the “Regional” area of use
65.10.1 If positions are to be filled in a seniority rank in the "Regional" area of employment, the positions that are to be filled by retraining within this seniority rank must be advertised first. The positions are filled from among the applicants in ascending order of seniority numbers from the "R" seniority list.
65.10.1.1 If additional positions in seniority ranks R3 and R4 are to be filled, these must be advertised within the seniority list "R" under all other seniority ranks. The positions will be filled from among the applicants in ascending order of seniority numbers from the seniority list "R".
65.10.1.2 If additional positions at seniority level R2 are to be filled, these must be advertised under seniority levels of the company's choice to the extent that they can be filled without new recruitment. The positions will be filled from among the applicants in ascending order of seniority numbers from the "R" seniority list.
65.10.1.3 If positions at seniority rank R2 are to be filled by new hires, 25% of these must be advertised within the seniority list "R" at seniority rank R1. The positions are filled from the pool of applicants in ascending order of seniority numbers from the seniority list "R". The remaining portion, vacant positions and positions at seniority rank R1 can be advertised under seniority ranks of the company's choosing or filled by new hires.
65.10.1.4 The required course must begin no later than twelve months after the end of the tendering period.
65.10.2 If there are not enough qualified applicants for an advertised position, qualified pilots within the seniority list "M" shall be required to serve on the appropriate aircraft types in reverse order of seniority.
65.10.3 The appointment of the fleet chief and any necessary retraining to another aircraft type shall not be subject to the requirements of paragraph 65.10.1, unless this would involve a change in seniority rank or a change in area of assignment associated with an upgrade.
65.10.4 If, for operational reasons not related to the pilot, it is necessary to demote, downgrade, retrain or assign a pilot with a seniority rank in the “Regional” area of operation to a lower seniority rank or to an associated aircraft type, the following procedure shall be followed:
65.10.4.1 For such measures, volunteers must first be sought from among the pilots of the aircraft type concerned. The volunteers will be selected from among the group of volunteers in ascending order of seniority numbers from the seniority list "R", whereby point 62.7 is relevant.
65.10.4.2 The involuntary reduction of a surplus in seniority rank R4 shall be carried out by retraining to seniority rank R3 among all pilots from seniority rank R4 without taking into account the aircraft type, starting with the youngest pilot in descending order of the seniority number of the seniority list "R".
65.10.4.3 The involuntary reduction of a surplus in seniority rank R3 shall be carried out by retraining to seniority rank R2 among all pilots from seniority ranks R3 and R4 without taking into account the aircraft type, starting with the youngest pilot in descending order of the seniority number of the seniority list "R".
65.10.4.4 The involuntary reduction of a surplus in seniority rank R2 shall be carried out by retraining to seniority rank R1 among all pilots from seniority rank R2 without taking into account the aircraft type, starting with the youngest pilot in descending order of the seniority number of the seniority list "R".
65.10.4.5 If there is subsequently at least one Mainline F/O with a higher seniority number on both the M and R seniority lists of a Regional Pilot to be downgraded under the above rules, the person to be downgraded shall, at his request, be downgraded to a Mainline F/O seniority rank rather than to a Regional seniority rank.
65.11 Successful applicants must be informed of the planned start of retraining within two weeks of the deadline (end of the tender).
65.12 If an applicant refuses the retraining notified to him in accordance with paragraph 65.11, the next applicant who has applied for the position shall be considered without the need for a new advertisement or other notification.
65.13 Continuous application evidence
65.13.1 The process for filling vacancies in accordance with paragraphs 65.9 and 65.10 may be carried out with the support of a vacancy management system in which pilots can permanently store their applications.
65.13.2 The content of the staffing system is determined by a works agreement. The order in which positions are filled is in any case governed by point 65.9 et seq.
65.13.3 By way of derogation, the works agreement may provide that if a successful application is rejected, applicants shall not be considered for further vacancies for a period not exceeding 13 months.
66. Appointment as relief pilot and withdrawal of this authorization
66.1 Appointments to the position of relief pilot shall be advertised within the seniority list “M” for the respective fleet. The appointment to the position of relief pilot shall be made, provided the professional qualifications are present, from the group of applicants within the seniority list “M” in ascending order of seniority numbers.
66.2 If it is necessary to withdraw the relief pilot authorisation for operational reasons not related to the pilot personally, this must be done within the seniority list "M" among all relief pilots of the respective fleet, starting with the youngest relief pilot in descending order of seniority numbers.
67. Transfer abroad
In the case of transfers abroad, the conditions and modalities must be regulated by works agreement.
68. Objective dismissal and re-employment for operational reasons
68.1 Objectively operational dismissals are made – taking social circumstances into account – in ascending order of dismissal numbers, regardless of seniority rank and aircraft type. Pilots dismissed in this way retain their seniority date until they are reinstated, but for a maximum period of five years.
This rule (point 68.1, first sentence) may be deviated from if the pilot refuses a downgrading required under the rules of points 65.9.4 or 65.10.4 or Additional Protocol 2 and an agreement has been reached in advance with the works council.
68.2 Termination sequence or termination number
The termination number is determined by ranking all pilots in descending order of their seniority dates (most recent seniority date first).
If seniority data is the same, the ranking is based on date of birth, with priority given to the younger pilot, whereas if seniority and date of birth are the same, the ranking is based on descending alphabetical order of surnames.
The termination sequence or number and its system are not relevant for other matters of the SRKM-P (except for (partial) plant closures in accordance with point 69).
68.3 Pilots terminated in accordance with paragraph 68.1 shall have the right to be reinstated in the order of seniority dates during the period of validity of their seniority date in the event that pilots are employed (hired, transferred to the company, reassigned), provided that at the time of reinstatement they are in valid possession of the licence (CPL(A), ATPL(A)) required for the previous activity.
69. (Partial) transfer of business, (partial) closure of business
69.1 (Partial) transfers and (partial) closures of operations shall not lead to circumvention of the seniority-based rules of this SRKM-P.
69.2 Even in the case of partial closures of operations, point 68 shall apply if a reduction in personnel is necessary.
69.3 Before partial transfers of operations, every pilot affected shall have the right to be retrained on another aircraft type not affected by a partial transfer of operations if, in the event of a partial closure of operations carried out instead of a partial transfer of operations, he would not be affected by a reduction in personnel within the meaning of point 69.2 in conjunction with point 68.
70. (repealed)
71. (repealed)
72. (Reserve)
Part 6: Seniority Regulation and Career Model for Cabin Crew (SRKM-K)
73. Preamble
The transfer of the previously independent flight operations of Austrian Airlines AG to Tyrolean Airways Tiroler Luftfahrt GmbH took place on July 1, 2012. The previously independent flight operations of Austrian Airlines (OS with the aircraft types B777, B767, B737 (series), A320 (series)) and Tyrolean Airways (VO with the aircraft types DH8-400, F70, F100) formed a new joint flight operation as of July 1, 2012, which now consists of "Mainline" and "Regional".
74. Scope and definitions
74.1 The SRKM-K is to be applied to all persons employed as cabin crew in the company. Within its scope of application, the seniority principle aims to rank cabin crew according to area of use, length of service and professional experience in the company in accordance with the following rules. The basis for ranking according to the seniority principle is the seniority date of the cabin crew.
74.2 Definitions
Regional aircraft:
See point 62.2.
Mainline aircraft:
See point 62.2.
Narrowbody aircraft:
See point 62.2.
Widebody aircraft:
See point 62.2.
Area of use “Regional”:
See point 62.2.
Area of use “Mainline:
See point 62.2.
Purser II (PU2):
See item 55.2.6.
Mainline Purser I (M-PU1):
See point 55.2.4.
Regional Purser I (R-PU1):
See point 55.2.5.
Flight attendant (FA):
See point 55.2.3.
OS cabin crew:
Cabin crew who were employed as cabin crew by Austrian Airlines on 30 June 2012.
VO cabin crew:
Cabin crew who were employed as cabin crew by Tyrolean Airways on 30 June 2012.
NEW cabin crew:
Cabin crew who joined the company as cabin crew on or after July 1, 2012.
Upgrading:
Promotion or appointment of an FA to Purser I.
Downgrading:
Demotion of a Purser I to a flight attendant.
74.3 Seniority ranks
FA: Flight Attendant.
PM: Mainline Purser I.
PR: Regional Purser I.
74.4 This SRKM-K regulates exclusively the following application cases:
74.4.1 For the “Mainline” and “Regional” usage areas
a. Upgrading to Mainline Purser I, downgrading to flight attendant,
b. Upgrading to Regional Purser I, downgrading to FA,
c. Appointment as Purser II and withdrawal of this function,
d. Retraining or allocation to individual aircraft types,
e. Transfer abroad,
f. Objectively operational dismissal and re-employment,
g. (Partial) transfer of business and (partial) closure of business,
h. Special regulation for filling Purser I positions on the Bombardier C-Series or Embraer E195 aircraft types.
74.4.2 Other cases of application, e.g. in connection with the allocation of vacation days, storage of days off, flight requests, etc., can be regulated by works agreement.
74.5 The seniority principle shall only apply if the cabin crew has the qualifications necessary for the task assigned or fulfils the promotion criteria.
74.6 If cabin crew does not exercise a right granted under the SRKM-K (eg does not apply for a tender under the SRKM-K) or waives the exercise of this right, they will not be compensated for any disadvantage that may arise as a result.
74.7 If cabin crew from the seniority ranks PM or PR voluntarily apply for the seniority rank FA, they will only be considered if they agree to a reduction in salary. This does not apply to cases where retraining to the seniority rank FA would have taken place even without the specific cabin crew member's voluntary application within a period of 12 months from the advertisement (eg on the basis of points 77.9.3, 77.10.3, Additional Protocol 2).
74.8 If cabin crew with a higher seniority number (worse seniority) is granted a right which, in accordance with this SRKM-K with regard to point 74.5, would be granted to cabin crew with a lower seniority number (better seniority) (“overtaking ”), this right shall be equally granted to all cabin crew overtaken in the process.
74.9 Advertisements and their duration must be designed in such a way that potential applicants have the opportunity to express their views and apply during the advertisement period. This is to be considered to be the case if the application period lasted at least four weeks and was published in accordance with company practice.
75th seniority date
75.1 Each member of the cabin crew shall be assigned a seniority date which shall be decisive for his or her classification under the SRKM-K.
75.2 The seniority date is the date of commencement of the theoretical basic course (Initial Training), provided that the course is successfully completed in accordance with the training program.
75.3 If participants in a training course (basic course) are trained on different aircraft types or if the course is split over time, the date of the course which begins earlier shall be decisive for the entire training course.
75.4 In the case of parental leave (including leave without pay) lasting more than four months, a new seniority date is determined when the employee returns to work. The number of days of absence over four months is added to the original date. To calculate the length of the parental leave, all parental leave within a rolling period of 12 months is added together.
However, leave of absence within the statutory scope under the Maternity Protection Act or the Paternity Leave Act, family hospice leave, care leave and part-time work remain irrelevant and therefore have no influence on the seniority date.
75.5 OS cabin crew retain the seniority data valid on 30 June 2012 from their employment relationship with Austrian Airlines, whereby any deduction (deterioration) of the seniority date that occurred during this employment relationship due to leave under the Maternity Protection Act or the Paternity Leave Act , family hospice leave or care leave - but in each case up to a maximum of the statutory amount - will be reversed.
VO cabin crew retain the seniority data valid on June 30, 2012 from their employment relationship with Tyrolean Airways, whereby any deduction (deterioration) of the seniority date that occurred during this employment relationship due to leave under the Maternity Protection Act or the Paternity Leave Act , family hospice leave or care leave - but in each case up to a maximum of the statutory amount - will be reversed.
For NEW cabin crew, the seniority date is determined according to the rules above.
75.6 In the event of termination of the employment relationship as a result of notice of termination or resignation by the employee, in the event of termination of the employment relationship by mutual consent, or in the event of legally effective termination of the employment relationship as a result of notice of termination or dismissal by the employer, which are not objectively due to operational reasons, the seniority date shall expire.
75.7 All matters relating to seniority shall be discussed with the Board Works Council. The agreements shall be recorded in the minutes.
75.8 Any change in seniority date shall be communicated immediately in writing to the cabin crew concerned.
75.9 If a seniority date cannot be assigned with certainty in accordance with the provisions of this SRKM-K, the seniority date shall be assigned or changed by mutual agreement between the Head of Cabin Operations and the Onboard Works Council.
76th seniority lists
76.1 Two seniority lists are kept. Seniority list "M" is for the "Mainline" area of employment, and seniority list "R" is for the "Regional" area of employment. The seniority lists are kept by the Head of Cabin Operations in consultation with the on-board works council. They must contain at least:
a. Sequential numbering of d. entries (“seniority number”),
b. seniority date,
c. function,
i.e. surname and first name,
e. aircraft type(s) on which the cabin crew member is currently deployed,
f. seniority rank,
g. date of birth,
h. personnel number,
i. place of duty.
76.1.1 Seniority list “M”
Cabin crew are ranked in the seniority list “M” by first ranking OS cabin crew in ascending order of their seniority data. Then, VO cabin crew are ranked last in ascending order of their seniority data. Finally, all NEW cabin crew are ranked in ascending order of their seniority data.
76.1.2 Seniority list “R”
Cabin crew are ranked in the seniority list “R” by first ranking the VO cabin crew in ascending order of their seniority data. Then OS cabin crew are ranked last in ascending order of their seniority data. Finally, all NEW cabin crew are ranked in ascending order of their seniority data.
76.2 In the case of identical seniority data, the ranking shall be based on the date of birth, with priority given to the oldest cabin crew member; in the case of identical seniority and date of birth, the ranking shall be based on the ascending alphabetical order of the surnames.
76.3 The seniority lists must be made known to all members of the cabin crew after any significant changes, but at least once a year. Only the data specified in points 76.1 a, b, d, f, g and i are published. All changes compared to the previous version (except for the seniority number resulting from the ranking) must be highlighted.
77. Upgrading to Purser I, downgrading to flight attendant and retraining or assignment to individual aircraft types
77.1 For OS and VO cabin crew, the allocation to individual aircraft types that existed for the respective cabin crew member on June 30, 2012 may only be changed on a voluntary basis. The exception to this is the elimination of positions on individual aircraft types due to complete or partial decommissioning, as well as retraining on aircraft types newly introduced into the fleet as of December 1, 2014, in accordance with point 77.6.
77.2 A new seniority rank shall be awarded upon successful completion of the associated training, including FAM flights and assessment flight.
77.3 Newly recruited cabin crew shall be assigned to seniority rank FA without exception. Allocation to specific aircraft types shall be based on operational needs.
77.4 Within a seniority rank PR or PM, there is no ranking between individual aircraft types. The allocation of cabin crew to a specific aircraft type within these seniority ranks is based on economic needs, taking into account point 77.1. Where possible, requests should be taken into account in ascending order of the seniority number on the seniority list for the respective area of use.
77.5 If positions in seniority rank FA are to be filled, they must be advertised. Positions on mainline aircraft are filled from among applicants in ascending order of seniority numbers from the "M" seniority list, and positions on regional aircraft are filled from among applicants in ascending order of seniority numbers from the "R" seniority list.
77.6 If there are not enough qualified applicants for an advertised position, qualified cabin crew shall be required to serve on the relevant aircraft types for positions on mainline aircraft within the seniority list “R” and for positions on regional aircraft within the seniority list “M ”, in reverse seniority order.
77.7 If, for operational reasons not related to the employee, it is necessary to refrain from promoting him when others are being promoted, even though he should be promoted based on his seniority and qualifications, he will be compensated for the disadvantage resulting from this the time the preferred member of the cabin crew is promoted. If such a deferral exceeds 6 months, it is only permissible with the written consent of the employee concerned.
77.8 A works agreement may provide that if applicants refuse training after a successful application, they will not be considered for further vacancies for a period not exceeding 13 months.
77.9 Upgrade to Mainline Purser I, Downgrading to Flight Attendant
77.9.1 Promotions to Mainline Purser I are to be advertised within the seniority list “M”. Promotion to Mainline Purser I is made upon qualification (point 74.5) within the seniority list “M” from among the applicants in ascending order of seniority numbers.
77.9.2 The course required for promotion must begin no later than twelve months after the end of the tendering procedure.
77.9.3 If it is necessary to downgrade a Mainline Purser I to an FA for operational reasons other than personal reasons, the following procedure shall be followed:
77.9.3.1 For such measures, volunteers must first be sought from among the mainline pursers of the aircraft type concerned. The positions will be filled from among the volunteers in ascending order of seniority numbers from the seniority list "M", whereby point 74.7 is relevant.
77.9.3.2 The involuntary reduction of a surplus of Mainline Pursers I shall be carried out by downgrading to flight attendant among all Mainline Pursers from the seniority rank PM without taking into account the aircraft type, starting with the youngest M-PUI in descending order of the seniority number of the seniority list "M".
77.9.3.3 If there is at least one Regional Purser I with a higher seniority number on both seniority lists “M” and “R” than a Mainline Purser I who is to be demoted in accordance with the above rules, the person to be demoted shall, at his request, be reclassified as a Regional Purser I rather than a flight attendant.
77.10 Upgrade to Regional Purser I, Downgrading to Flight Attendant
77.10.1 Promotions to Regional Purser I are to be advertised within the seniority list “R”. Promotion to Regional Purser I is made upon qualification (point 74.5) within the seniority list “R” from among the applicants in ascending order of seniority numbers.
77.10.2 The course required for promotion must begin no later than twelve months after the end of the tendering procedure.
77.10.3 If it is necessary to downgrade a Regional Purser I to a Flight Attendant for operational reasons not related to the flight attendant, the following procedure shall be followed:
77.10.3.1 For such measures, volunteers must first be sought from among the flight attendants of the aircraft type concerned. The positions will be filled from among the volunteers in ascending order of seniority numbers from the seniority list "R", whereby point 74.7 is relevant.
77.10.3.2 The involuntary reduction of a surplus of Regional Pursers I shall be carried out by downgrading to flight attendant among all flight attendants from the seniority rank PR without taking into account the aircraft type, starting with the youngest flight attendant in descending order of the seniority number of the seniority list "R".
77.10.3.3 If there is subsequently at least one Mainline Purser I with a higher seniority number on both seniority lists “M” and “R” than a Regional Purser I who is to be demoted in accordance with the above rules, the person to be demoted shall, at his request, be reclassified as a Mainline Purser I rather than a flight attendant.
78. Appointment as Purser II and withdrawal of this authorization
78.1 Appointments to Purser II are to be advertised within the seniority list "M" under the seniority rank PM. The selection from the pool of applicants is made by the Head of Cabin Operations. The appointment to Purser II is made within the seniority list "M" from the pool of applicants in ascending order of seniority numbers, provided that the qualifications are the same (point 74.5).
78.2 If it is necessary to withdraw the Purser II authorisation for operational reasons not related to the flight attendant, this must be done within the seniority list "M" among all Purser IIs, starting with the youngest Purser II in descending order of seniority numbers.
79. Transfer abroad
In the case of transfers abroad, the conditions and modalities must be regulated by works agreement.
80. Objective dismissal and re-employment for operational reasons
80.1 Objectively operational dismissals are made – taking social circumstances into account – in ascending order of dismissal numbers regardless of seniority rank and aircraft type. Cabin crew dismissed in this way retain their seniority date until they are reinstated, but for a maximum period of 5 years.
If fixed-term employment contracts expire due to the passage of time and the employer declares to the employee that he is in principle willing to re-employ them, these flight attendants will also retain their seniority date until they are re-employed, but for a maximum period of five years.
80.2 Termination sequence or termination number
The termination number is determined by consecutively ranking all members of the cabin crew in descending order of their seniority dates (most recent seniority date first).
In case of the same seniority data, the ranking will be based on the date of birth, with priority given to the younger member of the cabin crew; in case of the same seniority and date of birth, the ranking will be based on the descending alphabetical order of the surnames.
The termination sequence or number and its system are not relevant for other matters of the SRKM-K (except for (partial) plant closures in accordance with point 81).
80.3 Cabin crew members terminated/resigned in accordance with clause 80.1 shall have the right to re-employment in the order of seniority dates during the period of validity of their seniority date in the event that cabin crew members are employed (hired, transferred to the company, reassigned).
Re-employed cabin crew members whose employment relationship has been terminated due to the passage of time will have a new seniority date determined upon re-employment, with the days of absence being calculated from the original seniority date.
81. (Partial) transfer of business, (partial) closure of business
81.1 (Partial) transfers of operations and (partial) closures of operations shall not lead to circumvention of the seniority-based rules of this SRKM-K.
81.2 Even in the case of partial closures, point 80 shall apply if a reduction in personnel is necessary.
81.3 Prior to partial transfers of operations, each affected member of the cabin crew shall have the right to be retrained on another aircraft type not affected by a partial transfer of operations if, in the event of a partial closure of operations carried out instead of a partial transfer of operations, he or she would not be affected by a reduction in personnel within the meaning of point 81.2 in conjunction with point 80.
82. (repealed)
83. Career model cabin crew
83.1 Objectives and Definition
83.1.1 The career model sets out the framework for the career of cabin crew.
83.1.2 During their career, cabin crew may, building on their role as flight attendant, progress through the career steps of Regional and Mainline Purser I and Purser II, whereby these career steps are carried out in accordance with the SRKM-K.
83.1.3 Cabin crew will be deployed on a maximum of three aircraft types simultaneously during their career. Training on narrowbody to widebody aircraft types and vice versa must be advertised and the SRKM-K must be applied accordingly.
83.1.4 Requirements, application and admission criteria, selection criteria, minimum training content, required qualifications, proof of qualifications, crediting/recognition of previously acquired qualifications and further details of the career model are to be regulated by works agreement in accordance with the commissions of point 83.
83.2 Application and admission
Both men and women who meet the required entry qualifications/qualification requirements can apply to be cabin crew.
83.3 Basic training
83.3.1 Theory course
The basic training of flight attendants takes place in a certified training facility. A maximum of two narrowbody aircraft types are trained.
During basic training, flight attendants are classified in the employment group “flight attendants in training” (point 55.2.2).
83.3.2 Appointment until completion
After successful completion of the theory course, the applicant is appointed as a flight attendant and reclassified to the job group “flight attendant” (point 55.2.3).
After completing the familiarization flights in accordance with OM-D, on-the-job training begins. Completion marks the end of on-the-job training and takes place after at least six and at the latest after twelve months of flight experience in active flight service.
After at least six months in active flight service, training on a third narrowbody aircraft type can take place if the company determines that there is a need.
After at least eight months in active flight service, training on mainline widebody aircraft types can be carried out if the company determines that there is a need.
83.4 Personnel development
83.4.1 In accordance with the objectives of the career model, appropriate qualifications must be defined for the respective functions, which can be pursued at the earliest after completion of training and one year in active flight service.
83.4.2 The training and acquisition of the necessary qualifications takes place in a modular manner and in several steps.
83.4.3 The type of proof of the respective qualification shall be defined, unless this is required by law or by regulatory authorities.
83.4.4 As part of the modular training, a voluntary final qualification for cabin crew shall be provided. Completion of the final qualification shall provide evidence that the professional knowledge and experience have been expanded to such a level that they correspond qualitatively to a trained profession.
83.4.5 Within the meaning of these provisions, personnel development may also enable additional functions in non-aviation or aviation-related areas of activity (eg training, recruitment), which can be performed voluntarily and outside the SRKM-K.
83.5 Purser I
83.5.1 General
A Purser I is used on narrowbody and widebody aircraft. On long-haul flights, the Purser I is used as a representative of the Purser II and leads the team in Economy Class.
The Purser I is responsible for the management and monitoring of the flight attendants and compliance with safety standards, as well as for customer care and customer satisfaction, and for quality assurance in the cabin of his respective flight. He coordinates the activities of the flight attendants in the cabin area, is responsible for the execution of administrative and flight-specific matters, as well as for communication between the cabin crew and the cockpit and all interfaces.
83.5.2 Appointment
After successfully completing the theory course including familiarization flights and assessment flight, the flight attendant is appointed as Mainline Purser I or Regional Purser I and is reclassified into the employment group “M-PU1” (point 55.2.4) or “ R-PU1” (point 55.2.5).
83.5.3 Conversion to other aircraft types
83.5.3.1 After at least three months of work as a Purser I, conversion to other narrowbody aircraft types may take place. After at least six months and 300 block hours of work as a Purser I on narrowbody aircraft types, conversion to widebody aircraft types may take place.
83.5.3.2 If the Purser I is deployed on an aircraft type for the first time, familiarization flights must be completed in accordance with OM-D.
83.6 Training to become a Purser II
83.6.1 General
A Purser II is used on mainline widebody aircraft types. The Purser II is responsible for the management and monitoring of the flight attendants and compliance with safety standards as well as for customer care and customer satisfaction, and for quality assurance in the cabin of his or her respective flight. He or she coordinates the activities of the flight attendants in the cabin area, is responsible for the execution of administrative and flight-specific matters, and for communication between the cabin crew and the cockpit as well as all interfaces.
83.6.2 Appointment
After successfully completing the theory course including familiarization flights in accordance with OM-D and assessment flight, Purser I is appointed Purser II and reclassified to the employment group “PU2” (point 55.2.6).
83.7 Voluntary use exclusively on narrowbody aircraft
After at least three years of service on mainline widebody aircraft, cabin crew have the opportunity to be deployed exclusively on narrowbody aircraft types again. Purser IIs must then resign from their role as Purser II.
84. (repealed)
85th (reserve)
Part 7: Final and transitional provisions
86. Transitional provisions [11]
[11] Where the term 'flight attendant' is used in point 86, the term is to be understood as it applied in the collective agreement in the version Rev.04 (in force until 30 April 2018).
The following transitional commissions apply to employees who were in an ongoing employment relationship as a pilot or flight attendant with Austrian Airlines or Tyrolean Airways on November 30, 2014:
86.1 Classification and years of service
The classification and determination of the year of service within the meaning of point 54.1 takes full account of the previous years of service in the current function as a pilot or as a flight attendant, as they were credited in the last employment relationship with Austrian Airlines or Tyrolean Airways for the classification as a pilot or as a flight attendant with a cut-off date of November 30, 2014.
86.2 Determination of the actual gross monthly salary
86.2.1 The respective (fictitious full-time) gross monthly salary as of June 30, 2012 will be fictitiously increased by the advancements and inflation adjustments provided for in the respective remuneration scheme (the respective collective agreement including supplementary collective agreements valid as of June 30, 2012) as well as any reclassifications made up to November 30, 2014. For employees who began their employment on or after July 1, 2012, the (fictitious full-time) gross monthly salary as of November 30, 2014 is based on the applicable salary regulations.
86.2.2 If the (fictitious full-time) gross monthly salary determined in accordance with point 86.2.1 is a maximum of €2,000.00, this corresponds to the actual full-time gross monthly salary as of December 1, 2014.
If a job group for which an allowance (eg senior flight attendant allowance) was taken into account is subsequently voluntarily given up, this allowance is no longer applicable.
In the case of part-time employment, the actual full-time gross monthly salary is prorated in accordance with the part-time performance obligation.
86.2.3 If the (fictitious full-time) gross monthly salary determined in accordance with point 86.2.1 is more than € 2,000, the following procedure shall apply:
86.2.3.1 Pilots
A reduction percentage is calculated from the assessment basis (that is, the basic salary and the flight allowance of the (fictitious full-time) gross monthly salary according to point 86.2.1) in accordance with point 86.2.3.5.
86.2.3.2 Flight attendants who were employed by Tyrolean Airways on 30 June 2012
A reduction percentage is calculated from the assessment basis (that is, the basic salary and the flight allowance of the (fictitious full-time) gross monthly salary according to point 86.2 .1) in accordance with point 86.2.3.5.
86.2.3.3 Junior flight attendants who were employed by Austrian Airlines on 30 June 2012
A reduction percentage is calculated from the assessment basis (that is, the basic salary and the flight allowance of the (fictitious full-time) gross monthly salary according to point 86.2.1) in accordance with point 86.2.3.5.
86.2.3.4 Senior flight attendants and pursers who were employed by Austrian Airlines on June 30, 2012
A reduction percentage is calculated from the assessment basis (that is, the basic salary and the flight allowance of the (fictitious full-time) gross monthly salary according to point 86.2.1, reduced by the "senior flight attendant allowance" of € 440.00 already integrated into the basic salary and flight allowance) in accordance with point 86.2.3.5.
86.2.3.5 Reduction percentage
Reduction percentage = | assessment basis | x 0.78901 |
| 1000 |
86.2.3.6 The respective assessment basis (points 86.2.3.1 to 86.2.3.4) is then reduced by the reduction percentage.
86.2.3.7 Collective agreement allowances
The (full-time) senior flight attendant allowance is
| year of service as a senior FA | allowance |
| 1 – 5 | € 350.00 |
| from 6 | € 418.00 |
The (full-time) purser allowance is EUR 260.00.
The relief pilot allowance is 4.4%.
86.2.3.8 Actual gross monthly salary
The sum of points 86.2.3.6 (reduced assessment basis) and, if applicable, 86.2.3.7 (senior flight attendant allowance, purser allowance, relief pilot allowance) represent the full-time actual gross monthly salary as of December 1, 2014.
If a job group for which an allowance (item 86.2.3.7) was taken into account is subsequently voluntarily abandoned, this allowance will no longer apply.
In the case of part-time employment, the full-time actual gross monthly salary is prorated according to the part-time performance obligation.
If a (fictitious full-time) gross monthly salary according to point 86.2.1 falls to a value of less than € 2,000.00 due to the application of the reduction percentage, the reduction will be made to a value of € 2,000.00.
86.2.3.9 Allowances not included in the gross monthly salary (point 41.1) (e.g. from official duties, etc.) as of November 30, 2014, will be reduced by a flat rate of 19%. Any pro rata allocation of the allowance for part-time work will be determined from the agreement underlying the allowance.
86.2.4 Absorbable allowance
If the actual gross monthly salary determined in accordance with point 86.2.2 or 86.2.3.8 exceeds the gross monthly salary resulting from the classification and years of service according to point 56, the excess amount will continue to be granted as an absorbable allowance.
The absorbable allowance is reduced by future promotions, reclassifications to other employment groups, relief pilot allowances and any future table increases.
Any reduction in the absorbable allowance due to a senior FA or purser function allowance received for the first time on or after December 1, 2014 will be reversed as of September 1, 2016. No repayments will be made for the period up to August 31, 2016.
86.2.5 Individual collective agreement minimum gross monthly salaryThe full-time actual gross monthly salary according to point 86.2.2 or 86.2.3.8 - consisting of the gross monthly salary resulting from the classification and years of service according to point 56 plus the absorbable allowance (on a full-time basis) - represents the individual collective agreement full-time minimum gross monthly salary.
This will be increased by 0.6% as of May 1st, 2016.
This will be increased by €5.00 for flight attendants as of September 1st, 2016.
86.3 Compensation for the elimination of the step jump B9/B10 or 12./13.DJ
86.3.1 Employees who were employed as flight attendants at Austrian Airlines on 30 June 2012 and were not subject to the supplementary collective agreement 2 “Entries at Austrian Airlines AG before 1 April 2004” will receive – provided that they were 3 years or less before promotion to year of service level 13 of the salary tables “Job group junior flight attendants with diploma” or “Job group supervisory flight attendants with diploma (senior flight attendants)” on 30 November 2014 – an extraordinary absorbable allowance in the following amount upon promotion to year of service level 13 of the salary table “Flight attendants” (point 56.3.1):
| classification on November 30, 2014 | amount of the allowance |
| year of service 10 | € 93.00 |
| year of service 11 | € 185.00 |
| year of service 12 | € 277.00 |
86.3.2 Employees who were employed as flight attendants at Tyrolean Airways on 30 June 2012 will receive – provided that they had been employed for 3 years or less on 30 November 2014 before being promoted to level B10 of the salary scale “Flight attendant with at at least 3 years of experience” – an extraordinary absorbable allowance in the following amount upon promotion to year of service level 13 of the salary scale “Flight attendant” (point 56.3.1):
| classification on November 30, 2014 | amount of the allowance |
| B7 | € 93.00 |
| B8 | € 185.00 |
| B9 | € 277.00 |
86.3.3 The extraordinary absorbable allowance is prorated according to the part-time performance obligation and is reduced by future promotions, reclassifications to other employment groups and any future table increases.
86.4 New KV codification in relation to the austerity package
It is noted that, as a result of the revision of this collective agreement, the savings contributions from the supplementary collective agreements “Savings Package 2010-2015” of June 24, 2010 and “Savings Package” of March 9, 2010 are to be considered fulfilled for the period from the entry into force of this collective agreement until the end of the term of the supplementary collective agreements.
86.5 Severance pay in the course of the new version of the collective agreement
86.5.1 Employees who were employed as pilots or flight attendants by Austrian Airlines on 30 June 2012 (hereinafter referred to as “AUA-DN-Alt”) will receive severance pay in accordance with the following commissions.
86.5.2 The flight operations of Tyrolean Airways Tiroler Flugzeug GmbH will be transferred to Austrian Airlines AG by way of a transfer of operations as of 1 April 2015.
86.5.3 All AUA-DN-Alt will receive a written offer (email is sufficient) for a mutual termination of their employment relationship by December 14, 2014, which includes the respective multiplier and the basis for calculating the severance payment. All AUA-DN-Alt are then entitled to terminate their employment relationship by mutual agreement by March 31, 2015 by submitting a written declaration (email is sufficient) to the employer between December 15, 2014 and January 31, 2015, and either permanently terminated their employment relationship with the Group or establish a new employment relationship with Austrian Airlines AG under the same conditions.
86.5.4 This amicable termination triggers the severance payments described in more detail below in the event that the AUA-AN-old, together with the amicable termination, signs the following bilateral legal peace declaration
“By accepting this severance payment, the employee confirms that he has no outstanding claims against Tyrolean Airways Tiroler Flugzeug GmbH and Austrian Airlines AG until November 30, 2014 and will not assert any such claims.”
and a general clause (which does not include other claims arising from the termination of the employment relationship, such as holiday entitlement) to the effect that any further claims are waived until November 30, 2014. The severance payment is due in full upon termination of the employment relationship.
86.5.5 The basis for calculating the collective agreement severance payment is the actual full-time gross monthly salary as of December 1, 2014, determined on the basis of item 86.2.5, which is multiplied by the average level of employment over the years of service with Austrian Airlines or Tyrolean Airways (item 86.5.6) up to November 30, 2014, but in the case of statutory part-time retirement, on a full-time basis for this period.
86.5.6 The year of service shall be determined taking into account all previous years of service as they were credited in the last employment relationship with Austrian Airlines or Tyrolean Airways as of 30 November 2014.
86.5.7 The collective agreement severance payment is calculated as a multiple of this assessment basis. Any statutory severance payment is included in this. If the collective agreement severance payment is lower than the statutory severance payment, the old AUA employee is entitled to the statutory severance payment in any case.
86.5.8 For employees who were subject to the Supplementary Collective Agreement 2 (ie who were already employed by Austrian Airlines AG before 1 April 2004), the following commissions apply :
| A | B | C | D | |
|---|---|---|---|---|
| Employees who are subject to the Supplementary Collective Agreement 2 (ie who were already employed by Austrian Airlines AG before 1 April 2004) | ||||
| Severance pay according to the AngG ("severance pay old") | Severance pay according to BMSVG ("Severance pay-new") | |||
| year of service | Captain, First Officer | Junior-F/A | Senior-F/A, Purser | Junior-F/A |
| 7 | 12 | 4 | ||
| 8 | 12 | 4 | ||
| 9 | 13 | 7 | ||
| 10 | 15.5 | 8 | ||
| 11 | 16.5 | 8.5 | ||
| 12 | 24 | 16.5 | 9 | |
| 13 | 24 | 16.5 | 9 | |
| 14 | 24 | 16.5 | 16 | |
| 15 | 24 | 18 | 16 | |
| 16 | 24 | 18 | 17 | |
| 17 | 25 | 19 | 17.5 | |
| 18 | 25 | 19 | 18 | |
| 19 | 26 | 19 | 18 | |
| 20 | 26 | 19 | 18 | |
| 21 | 28 | 21 | 20 | |
| 22 | 29 | 21 | 20 | |
| 23 | 29 | 21 | 20 | |
| 24 | 29 | 21 | 20 | |
| 25 | 30 | 21 | 20 | |
| 26 | 30.5 | 21 | 20.5 | |
| 27 | 30.5 | 21.5 | 21.5 | |
| 28 | 30.5 | 21.5 | 21.5 | |
| 29 | 32 | 21.5 | ||
| 30 | 33 | 23 | ||
| 31 | 34 | 23 | ||
| 32 | 34 | 23 | ||
| 33 | 34 | 23 | ||
| 34 | 35 | 23 | ||
| 35 | 35 | 23 | ||
| 36 | 23 | |||
| 37 | 23 | |||
| 38 | 23 | |||
86.5.8.1 For employees whose employment relationship began before 1 January 2003 (“old severance pay” according to the AngG), the following regulation applies:
a. Captains and first officers receive a multiple of the assessment basis according to column A, based on the number of years of service completed as of 30 November 2014.
b. Junior F/As receive a multiple of the assessment basis according to column B, based on the number of years of service completed as of November 30, 2014.
c. Senior F/As and pursers receive a multiple of the assessment basis according to column C, based on the number of years of service completed as of November 30, 2014.
86.5.8.2 For employees whose employment relationship began after 1 January 2003 and before 31 March 2004 (“new severance pay” according to the BMSVG), the following regulation applies:
a. Junior F/As receive a multiple according to column D of the assessment basis, staggered according to the number of years of service completed as of November 30, 2014.
86.5.9 For all other employees according to point 86.5.1 (to whom the Supplementary Collective Agreement-2 was not applicable), the following commissions apply:
| E | F | G | H | I | |
|---|---|---|---|---|---|
| For all other employees (to whom Supplementary Collective Agreement 2 does not apply) | |||||
| Severance pay according to the AngG ("severance pay old") | Severance pay according to BMSVG ("Severance pay-new") | ||||
| year of service | Captain, First Officer | Junior F/A, Senior F/A, Purser | captain | first officer | Junior-F/A |
| 2 | 1.5 | ||||
| 3 | 2.75 | 2.25 | |||
| 4 | 2.75 | 2.5 | |||
| 5 | 2.75 | 2.5 | |||
| 6 | 2.75 | 2.5 | |||
| 7 | 2.75 | 2.5 | |||
| 8 | 10 | 3.5 | 2.5 | ||
| 9 | 10 | 3.5 | 2.5 | ||
| 10 | 11 | 11 | 3.5 | 2.5 | |
| 11 | 11 | 11 | 3.5 | 3 | |
| 12 | 11 | 11 | 3.5 | 3 | |
| 13 | 11 | 11.5 | 3.5 | 3 | |
| 14 | 12 | 11.5 | 3 | ||
| 15 | 12 | 12 | 3 | ||
| 16 | 13 | 12 | 3 | ||
| 17 | 13 | 12 | |||
| 18 | 13 | 12.5 | |||
| 19 | 13.5 | 12.5 | |||
| 20 | 13.5 | 12.5 | |||
| 21 | 15 | 14 | |||
| 22 | 15 | 14 | 8 | ||
| 23 | 15 | 14 | 8 | ||
| 24 | 15 | 15 | |||
| 25 | 16.5 | 15 | |||
| 26 | 16.5 | 15 | |||
| 27 | 16.5 | 16 | |||
| 28 | 16.5 | 16 | |||
| 29 | 16.5 | ||||
| 30 | 16.5 | ||||
| 31 | 16.5 | ||||
| 32 | 16.5 | ||||
| 33 | 16.5 | ||||
86.5.9.1 For employees whose employment relationship began before 1 January 2003 (“old severance pay” according to the AngG), the following regulation applies:
a. Captains and first officers receive a multiple of the assessment basis according to column E, based on the number of years of service completed as of 30 November 2014.
b. Junior F/As, Senior F/As and Pursers will receive a multiple of the assessment basis according to column F, based on the number of years of service completed as of November 30, 2014.
86.5.9.2 For employees whose employment relationship began after 1 January 2003 (“new severance pay” according to the BMSVG), the following regulation applies:
a. Captains receive a multiple of the assessment basis according to column G, based on the number of years of service completed as of November 30, 2014.
b. First officers will receive a multiple of the assessment basis according to column H, based on the number of years of service completed as of 30 November 2014.
c. Junior F/As receive a multiple of the assessment basis according to column I, based on the number of years of service completed as of November 30, 2014.
86.5.10 In the event of disputes concerning the classification or part-time factor on which the severance payment is based, arbitration (point 8) shall be carried out.
86.6 If the employment relationship is terminated by mutual agreement as of 31 March 2015 and a new employment relationship is immediately established with Austrian Airlines AG, the seniority date does not expire, in deviation from the SRKM-P or SRKM-F. Rather, the employment relationship is to be considered continuous with regard to the SRKM-P or SRKM-F.
87. Final Provisions
Due to the necessary adjustments in various systems, the provisions listed below apply from the date indicated. Until then, the respective provisions of the OS-KV-2015 in the version Rev. 04 (in force from August 1, 2016) apply.
87.1 A transitional period until 30 June 2019 applies for the introduction of the IT module for the computer-aided processing of duty roster changes (point 13.5).
87.2 The amended calculation of working time “7M” (item 17) applies from 1 November 2018.
87.3 The reduction of the early rest period for assignments under special provision “A” (point 18.5.1.1) applies from 1 April 2019
87.4 The new regulation of the special provision “D” including short rotation (point 18.5.3) applies from 1 April 2019. Until then, in deviation from point 18.5.3.9.1, a stay of 48 hours at the home base must be observed before short rotations
87.5 For the calendar year 2018, the following limits apply to flight time plus fictitious flight time according to point 20.2:
| long-haul crew members | 1007:25 |
| Other crew members | 991:40 |
87.6 The amended calculation of fictitious flight time (see points 20.3.2, 20.3.4, 20.3.8.2 and 20.3.8.3) applies from 1 October 2018.
87.7 In the calendar year 2018, the entitlement to days off (point 21.1) results from the OS-KV-2015 in its previous version, whereby the annual limit is increased to 126 days and the limit for the third quarter to 28 days.
87.8 The new rules for the allocation of days off (point 21.3) apply from 1 April 2019.
87.9 The shortening of the intervals between east-west rotations (point 21.3.5) applies from 1 October 2018.
87.10 To the extent that this collective agreement or a works agreement still uses the corresponding previous designations “Junior Flight Attendant” or “Junior Flight Attendant” (instead of “Flight Attendant”), “Senior Flight Attendant” or “Senior Flight Attendant” (instead of “Purser I”) and “Purser” (instead of “Purser II”) and their abbreviations, these are to be read as referring to the new designations, unless the collective agreement expressly provides otherwise. To the extent that this collective agreement uses the designation Seniority and Career Model Flight Attendant or the abbreviation SRKM-F, these are to be read as referring to the designation Seniority and Career Model Cabin Person or the new abbreviation SRKM-K.
87.11 Soweit in diesem Kollektivvertrag und seinen Zusatzprotokollen bezüglich der Bezeichnung von Flugzeugtypen die Bezeichnung Bombardier C-Serie (abgekürzt CS) verwendet wird, ist damit auch die baugleiche Flugzeugtype unter der Bezeichnung Airbus A220-Serie gemeint.
87.12 Durch die Neukodifizierung des Kollektivvertrages und seiner Anhänge, woraus sich weitreichende inhaltliche wie auch strukturelle Änderungen ergeben, können insbesondere bei Betriebsvereinbarungen, welche Verweise auf den Kollektivvertrag enthalten, Unstimmigkeiten auftreten. Bis zur Korrektur der entsprechenden Textstellen wird vereinbart, dass unstimmige Verweise sinngemäß auf jene Bestimmungen verweisen, auf die sie auch vor der Neugestaltung verwiesen haben, wobei eine allfällige Änderung der Nummerierung unbeachtlich ist.
87.13 Punkt 86.2.4, 2. Satz, tritt in dieser Textierung am 1.9.2016 in Kraft.
Teil 8: Zusatzprotokolle
Zusatzprotokoll Nr. 1 zum Kollektivvertrag für das Bordpersonal 99 [12]
Die Kollektivvertragsparteien haben für das Kalenderjahr 2016 mit Wirkung ab 1.5.2016 folgende Indexanpassung (unter Berücksichtigung der Inflation von 2015) vereinbart:
[12] Soweit im Zusatzprotokoll Nr. 1 dieses Kollektivvertrages die Bezeichnung „Flugbegleiter“ verwendet wird, ist die Bezeichnung so zu verstehen, wie sie im Kollektivvertrag in der Fassung der Rev.04 (in Kraft bis 30. April 2018) gegolten hat.
Verweise auf Kollektivvertragspunkte beziehen sich ebenfalls auf den Kollektivvertrag in der Fassung der Rev.04.
1. Erhöhung IST-Gehälter
Es erfolgt eine Erhöhung der kollektivvertraglichen IST-Gehälter bzw. der individuellen kollektiv-vertraglichen Mindestbruttomonatsgehälter gemäß Punkt 86.2.5 zum 01.05.2016 um 0,6%. Diese Erhöhung erfolgt in Form einer aufsaugbaren Zulage bzw. wird einer allfällig bereits vorhandenen aufsaugbaren Zulage hinzugerechnet.
2. Erhöhung Tabellengehälter
In einem weiteren Schritt werden die Tabellengehälter wie folgt erhöht:
In den Tabellen unter Punkt 56.2 („First Officer“, „Regional-PIC“ und „Mainline-PIC“) werden die Gesamtbezüge jeweils um 1,2 % erhöht.
In der Tabelle unter Punkt 56.3.1 („Flugbegleiter“) wird der Gesamtbezug zuerst um 1,2 % und dann um € 10,00 brutto erhöht.
In der Tabelle unter Punkt 56.3.1 („Flugbegleiter Neueintritte ab 1.12.2014“) wird der Gesamtbezug zuerst um 1,2 % und dann um € 5,00 brutto erhöht.
Die Tabellenspalten Grundgehalt und Flugzulage werden entsprechend angepasst.
Für alle oben angeführten Erhöhungen der Gesamtbezüge in den Tabellengehältern gilt: durch die Erhöhung der Gesamtbezüge in den Tabellengehältern werden die Bruttomonatsgehälter der Dienstnehmer erhöht. Im selben Ausmaß verringern sich allfällige aufsaugbare Zulagen.
3. Erhöhung Senior-FA- und Purserzulage
Weiters werden die Senior-FA-Zulage (Punkt 56.3.2) und die Purserzulage (Punkt 56.3.3) um 1,2 % erhöht. Durch die Erhöhung dieser Zulagen wird eine allfällig vorhandene aufsaugbare Zulage reduziert.
4. Verhältnis zur Vorrückung
Fällt zum 1.5.2016 eine Vorrückung mit der Indexanpassung zusammen, gilt folgendes:
Zuerst erfolgt die Erhöhung des kollektivvertraglichen IST-Gehalts, dann die Tabellenerhöhung und anschließend wird der Dienstnehmer in das höhere Dienstjahr vorgerückt.
5. Gutschein
Jeder Dienstnehmer erhält einen REWE-Gutschein (Ausgabe ab 1.6.2016 im Büro des BRB) in der Höhe von maximal € 140,- nach den folgenden Kriterien:
Relevanter Zeitraum für die Ermittlung des individuellen Gutscheinbetrages ist der Beschäftigungszeitraum 01.01.2016 bis 30.04.2016.
Für eine Vollzeitbeschäftigung während des gesamten Zeitraumes von 1.1.2016 bis 30.4.2016 (121 Kalendertage) ohne unbezahlte Abwesenheiten beträgt die Höhe des Gutscheines € 140,-.
Tage mit unbezahlten Abwesenheiten (wie z.B. Karenzen oder Beginn des Dienstverhältnisses nach dem 1.1.2016, aber vor dem 30.4.2016 bzw. Ende des Dienstverhältnisses nach dem 1.1.2016, aber vor dem 30.4.2016), sowie allfällige Teilzeitbeschäftigungen reduzieren den Betrag des Gutscheins.
Für die Ermittlung der konkreten Höhe des Gutscheins wird zunächst ein sog. „Arbeitsfaktor“ ermittelt, welcher sich wie folgt berechnet:
Arbeitsfaktor (in %) = | Anteil |
| 12.100 (Grundwert) |
Das Ergebnis wird kaufmännisch auf ganze Stellen gerundet.
5.1 Berechnung des Anteils
Der Anteil errechnet sich aus der Summe der bezahlten Kalendertage pro Monat multipliziert mit dem für diese Kalendertage maßgeblichen Beschäftigungsgrad. Das bedeutet, dass für jeden Monat die bezahlten Kalendertage mit dem Beschäftigungsgrad multipliziert werden. Die daraus errechneten Ergebnisse werden zum „Anteil“ addiert.
5.2 Berechnung des Grundwerts
Der Grundwert ist für jeden Dienstnehmer ein Fixbetrag von 12.100. Er errechnet sich aus der Anzahl der 121 Kalendertage multipliziert mit einem Vollzeitbeschäftigungsgrad von 100 %.
5.3 Beispiel
Ein Dienstnehmer hatte im gesamten Jänner eine bezahlte Leistungsverpflichtung von 80 %. Im Februar war er karenziert. Im März und April hatte er eine bezahlte Leistungsverpflichtung von 70 %.
| Monat | Bezahlte Kalendertage | Beschäftigungsgrad | Ergebnis |
| Jänner | 31 | 80 | 2.480 |
| Februar | 0 | 0 | 0 |
| März | 31 | 70 | 2.170 |
| April | 30 | 70 | 2.100 |
| Anteil | 6.750 |
| 6.750 | |
|---|---|
| 12.100 | |
| = | 0,5578 ergibt 56% |
Der resultierende Arbeitsfaktor ergibt die Gutscheinhöhe laut Tabelle (siehe unten):
| Arbeitsfaktor | Gutschein-Betrag in Euro |
|---|---|
| 97 - 100% | 140 |
| 90 – 96% | 130 |
| 89 - 95% | 120 |
| 75 - 88% | 110 |
| 68 – 74% | 100 |
| 61 – 67% | 90 |
| 54 – 60% | 80 |
| 47 – 53% | 70 |
| 40 – 46% | 60 |
| 33 – 39% | 50 |
| 25 – 32% | 40 |
| 18 – 24% | 30 |
| 11 – 17% | 20 |
| bis 10% | 10 |
6 Verhandlungszusage zu Punkten 21.3.6, 21.3.2.2.1 sowie 21.3.2.2.2 DES OS-KV-2015
Die Kollektivvertragsparteien werden über ZLF/RLF und die Ost/West-Regel verhandeln, sobald das Austrian Fatigue Risk Management implementiert ist.
Zusatzprotokoll Nr. 2 zum Kollektivvertrag für das Bordpersonal
1. Präambel[13]
[13] Soweit in der Präambel des Zusatzprotokolls Nr. 2 dieses Kollektivvertrages die Bezeichnung „Flugbegleiter“ verwendet wird, ist die Bezeichnung so zu verstehen, wie sie im Kollektivvertrag in der Fassung der Rev.04 (in Kraft bis 30. April 2018) gegolten hat.
1.1 Die Airline Branche unterliegt sehr raschen und gravierenden Veränderungen. Die Dynamik des Wirtschaftszweiges erfordert auch eine regelmäßige Anpassung der sozialen Regelwerke. In diesem Umfeld wurde die Neufassung des Kollektivvertrages für das Bordpersonal (OS-KV-2015) per Dezember 2014 abgeschlossen, welche in Punkt 71 die Möglichkeit zur Weiterentwicklung des Senioritäts- und Karrieremodells (SRKM) nach Ende 2019 unter gewissen Voraussetzungen definiert. Daraufhin wurden in einer gesonderten „Schlichtungsvereinbarung Karriere“ der Sozialpartner vom 31.10.2014 folgende zu berücksichtigenden Kriterien vereinbart:
a. Karriereerwartungen zum 30.6.2012,
b. Historische Karriere- und Gehaltsentwicklungen in den jeweiligen Gruppen, z.B.
- Unterschiedliches Dienstalter bei Upgrading,
- Unterschiedliche Wartezeit/Verweildauer als Copilot vor Upgrading,
- Unterschied der Senioritätsdaten der dann jüngsten Commander,
- Sanierungsbeiträge in der Vergangenheit,
c. Dienstalter,
d. Gesammelte Informationen aus der Arbeitsgruppe Karriere und den Hearings.
Für den Fall, dass kein tragfähiger Vorschlag seitens der Belegschaftsvertreter für die Nachfolgeregelung ab 01.01.2020 vorgelegt wird, wurde eine ergebnisoffene Schlichtung nach dem Vorbild der ALPA Merger Policy vereinbart, welche insbesondere, aber nicht ausschließlich, eine der folgenden Ergebnisvarianten ins Auge fasste:
a. Beibehaltung getrennter Senioritätslisten,
b. Einführung einer gemeinsamen Senioritätsliste einschließlich deren Gestaltung,
c. Modalitäten für objektiv betriebsbedingte Kündigungen,
d. Beibehaltung oder Abschaffung von Quotenregeln,
e. Einführung von Übergangsregeln (Fencing).
1.2 Die auf Basis der Vorschläge der Belegschaftsvertreter mit diesem Zusatzprotokoll umgesetzte Weiterentwicklung des SRKM berücksichtigt ebenso die für o.a. Schlichtung vorgesehenen Kriterien und Varianten und darüber hinaus die wirtschaftlichen Entwicklungen im Unternehmen.
1.3 Obwohl die Weiterentwicklung des SRKM ursprünglich erst per 01.01.2020 vorgesehen war, wird mit dem Abschluss dieses Zusatzprotokolls diese zeitlich vorgezogen und abgeschlossen. Die Punkte 70, 71, 82 und 84 OS-KV-2015 sind somit erfüllt und treten außer Kraft.
1.4 Historie und Entwicklung des Karrieremodells
FEDEX and Flying Tiger Pilots Seniority Integration Decision of Arbitrator Nicolau, 1990:
„There are four basic lessons to be learned from those submissions... that each case turns on its own facts; that the objective is to make the integration fair and equitable; that the proposals advanced by those in contest rarely meet that standard; and that the end result, no matter how crafted, never commands universal acceptance."
„Aus den bisherigen Vorbringen kann man vier grundsätzliche Erkenntnisse ziehen: Jeder Fall ist individuell zu beurteilen; das Ziel muss eine faire und gerechte Integration sein; die Vorschläge der Konfliktparteien erfüllen dies nur selten; das Endresultat wird niemals bei allen Akzeptanz finden.“
1.4.1 Frühere Bemühungen und Betriebsübergang
Das Karrieremodell entstand aus einer wirtschaftlichen Notwendigkeit, zwei Personalgruppen in einer Firma zu vereinen. Es definiert, nach welchen Regeln und Abläufen Upgradings (Beförderungen vom Kopiloten zum Kapitän, bzw. von Flugbegleiter zum Senior Flugbegleiter), Downgradings (Degradierung vom Kapitän zum Kopiloten bzw. von Senior Flugbegleiter zum Junior Flugbegleiter), Umschulungen auf andere Flugzeugmuster oder andere Funktionen bzw. der Entzug der entsprechenden Berechtigungen, Versetzungen ins Ausland, objektiv bedingte Kündigungen und Wiedereinstellungen, (Teil-) Betriebsübergänge und (Teil-) Betriebsstilllegungen zu erfolgen haben.
Bereits 2003 gab es den ersten Versuch, ein gemeinsames Karrieremodell für Austrian Airlines, Lauda Air und Tyrolean Airways zu schaffen. Um eine Umsetzung angesichts von Vorbehalten einer großen Gruppe von Tyrolean-Piloten zu ermöglichen, wurde dies zunächst für Austrian Airlines und Lauda verwirklicht und eine Integration der Tyrolean auf einen späteren Zeitpunkt aufgeschoben. Eine 2005 von den Betriebsräten vereinbarte Lösung wurde aufgrund personeller Veränderungen in den Betriebsratskörperschaften nicht weiter mit den Dienstgebern verhandelt.
Im Jahr 2010 gab es einen weiteren Ansatz zur Integration der beiden Personalkörper. Damals wurde die Notwendigkeit erkannt, für den Zeitraum nach der Ausflottung der Fokker eine Zukunftsperspektive für das Tyrolean Personal zu schaffen. Die Scope Clause (der Geltungsbereich) des Austrian Kollektivvertrags schloss den Betrieb eines größeren Nachfolgemusters unter Anwendung des Tyrolean Kollektivvertrages aus. Letztendlich scheiterte der Versuch zum damaligen Zeitpunkt an der entsprechenden rechtlichen Absicherung in den Kollektivverträgen, ebenso 2012 eine diesbezügliche Mediation.
Im Februar 2012 kündigte die Wirtschaftskammer Österreich (auf Ersuchen des Vorstandes der Austrian Airlines) den Kollektivvertrag des fliegenden Personals der Austrian Airlines. Daraufhin kündigte die Gewerkschaft Vida im März 2012 den Kollektivvertrag des fliegenden Personals von Tyrolean Airways um zu verhindern, dass ein falscher, weil lediglich für den Betrieb von Regional-Flugzeugen bzw. für eine Regional-Airline abgeschlossener, Tyrolean-Kollektivvertrag „über die Hintertür“ sodann auch auf Mainline-Flugzeuge anwendbar werden würde. Dies ergibt sich aus dem umfassenden Geltungsbereich des Austrian Kollektivvertrages. Anfang Mai 2012 beschloss der damalige Vorstand von Austrian Airlines dennoch den Betriebsübergang des Flugbetriebs von Austrian Airlines zu Tyrolean mit 1. Juli 2012.
Der Betriebsrat Bord sowie Gewerkschaft Vida brachten Klagen gegen den Betriebsinhaber respektive Wirtschaftskammer ob der Wirksamkeit des Betriebsübergangs und der Nachwirkung des Kollektivvertrags ein. In der Folge fanden zwar viele Umschulungen von Tyrolean Personal von Regional Flugzeugen auf Mainline Flugzeuge statt, die aber keine negativen Auswirkungen auf die Karriereaussichten von anderen Mitgliedern des Bordpersonals hatten. Großteils wurden die jeweiligen Flotten von dem bestehenden Personal betrieben.
1.4.2 Arbeitsgruppe „Karriere“
Dennoch war es offensichtlich, dass auf Dauer nur ein neues, gemeinsames Kar-rieremodell die Funktionalität des Flugbetriebs garantieren kann. Daher wurde ei-ne eigene Arbeitsgruppe „Karriere“ installiert. Ziel dieser Karrieregruppe war es, Lösungsvorschläge für ein gemeinsames, ausgewogenes Modell zur Bereede-rung der bestehenden und künftigen Flotten auszuarbeiten. Die Problemstellung lag vor allem darin, einen Ausgleich zwischen jenen Regional-Kapitänen, die sich bei einer Regional-Airline beworben haben und dort rasch Kapitänserfahrung ge-sammelt haben und jenen Kopiloten, die sich auf einer Mainline Fluglinie bewor-ben haben, und dort länger als Kopiloten auf größerem Fluggerät beschäftigt wa-ren und auf ihre Beförderung warten mussten, zu schaffen. Dieser Ausgleich musste im Hinblick auf die Stilllegung einer Regionalflotte (Fokker) und den Auf-bau einer Mainline Flotte (Embraer) erfolgen.
Die Karrieregruppe wurde aus Betriebsratsmitgliedern der Belegschaftsgruppen „ehemalig Tyrolean“ und „ehemalig Austrian“ paritätisch besetzt. Zusätzlich wurden Vertreter der Abteilung Flugbetrieb zugezogen. Sie veranstaltete Hearings unter Teilnahme von Mitarbeitern aller Personalgruppen. Darin wurden folgende Präferenzen der Kollegen zu verschiedenen Themen definiert und in Folge abgefragt.
a. Dienstalter
b. Erhalt der Kapitänsposition
c. Beibehalten der Wunschbase
d. Einheit der Gesamtgruppe
e. Rechtssicherheit
f. Jobsicherheit
g. Klarheit und Struktur
h. Upgradedauer
i. Dauer Umschulung Longrange
j. Internationale Standards
k. Vermeidung von Zwangsschulungen
l. Zusätzliche Karrieremöglichkeit
m. Erhalt Funktionsrang Longrange
n. Historie
o. Vermeidung Zugewinne auf Kosten anderer
p. Beibehaltung der Karriereerwartung
Dabei wurden die Punkte a) bis c) von Vertretern der Tyrolean Mannschaft am höchsten bewertet, n) bis p) von jenen der ehemaligen Austrian Mitarbeiter. Diese Ergebnisse wurden als Gewichtung der unterschiedlichen Parameter umgerechnet.
Anhand dieser Gewichtungen konnte für verschiedene Szenarien und Karrieremodelle eine Nutzwertanalyse erstellt werden. Die Szenarien stellten verschiedene Flottenentwicklungen dar. Als damals wahrscheinlichstes Szenario galt die Ausflottung der Fokker und die Einflottung von Flugzeugen der C-Serie von Bombardier. Dafür wurde das Karrieremodell mit dem höchsten Nutzwert über alle Beschäftigungsgruppen ermittelt. Jenes Modell stellte auch für eine große Band-breite von Szenarien den maximalen Nutzwert dar.
1.4.3 EuGH-Urteil zur KV-Nachwirkung und Neufassung des Kollektivvertrages
Im September 2014 fällte der Europäische Gerichtshof sein stattgebendes Urteil über die Nachwirkung des Austrian Kollektivvertrags. Dieses stellte zwar einerseits wieder Rechtssicherheit in Aussicht, andererseits machte es einen schnellen Abschluss eines neuen Kollektivvertrags zur wirtschaftlichen Überlebensfrage. In diesem Zusammenhang musste auch eine Entscheidung über das künftige Karrieremodell gefällt werden.
Dazu traf am 31.10.2014 der Betriebsrat vollständig zusammen. An diesem Tag konnte eine Lösung für die Bereederung aller Flotten in den kommenden Jahren gefunden werden. Dabei wurde auf die Arbeit der Karrieregruppe zurückgegriffen. Diese Lösung wurde von allen Betriebsratsmitgliedern einstimmig angenommen.
Da sich aber die Szenarien in einer derart dynamischen Branche sehr schnell verändern können, wurde im Rahmen der Abstimmung auch die Möglichkeit für die Weiterentwicklung des Karrieremodells bei einer wesentlichen Änderung des Szenarios geschaffen.
Die Lösung sah eine weitere bevorzugte Bereederung der Dash Flotte durch die ehemaligen Mitarbeiter von Tyrolean anhand der Senioritätsliste „R“ (Regional) vor. Für Airbus und Boeing Flugzeuge erhielten die Mitarbeiter von Austrian Airlines die bevorzugte Karrieremöglichkeit anhand der Senioritätsliste „M“ (Mainline). Dadurch wurde der Status Quo auf jenen Flotten aufrechterhalten und allen abgefragten Parametern ((a)-(p)) wurde damit Rechnung getragen.
1.4.4 Quotenregelung
Die Bereederung der C-Serie (bzw. in Folge der Embraer E195 Serie) wurde nach einer Quote 2:1 Austrian (OS) zu Tyrolean (VO) aufgeteilt. Diese Quote ergab sich aus der Berechnung der ehemaligen Karriereentwicklung, wobei diese ursprünglich 3:1 ausgefallen wäre. Bei Tyrolean fand bis zum Jahr 2009 eine große Ex-pansionswelle statt. Durch die Einflottung der Fokker, Verschub der ehemaligen Lauda Air Canadair Regional Jets (beides auch auf Kosten der Austrian Flotte) und höherer Fluktuation in der Belegschaft entstanden viele und schnelle Karrieremöglichkeiten bei Tyrolean. Die Zeitspanne ab der Einstellung bis hin zum Upgrading (Upgrade-Dauer) lag in vielen Fällen unter 3 Jahren.
Bei Austrian Airlines fand in dem gleichen Zeitraum eine Schrumpfung der Flotte statt. Langstreckenflugzeuge (A330, A340) und Mittelstreckenflugzeuge (MD80) wurden ausgemustert, 2 Fokker an KLM zurückgestellt und Austrian Fokker Flugzeuge sowie Canadair Regional Jets wurden zu Tyrolean verschoben. Die Flotte der Mainline Flugzeuge sank in 12 Jahren von dem historischen Höchststand von 59 Flugzeugen auf einen Tiefstand von 39 Flugzeugen. Bei Tyrolean Airways wurden am Ende dieses Zeitraumes zwar alle 50-sitzigen Flugzeuge abgebaut (21 CRJ und Dash 8, ca. 30 % der Gesamtflotte), im 12 Jahres-Durchrechnungszeitraum ergibt das dennoch ein Wachstum um 15 Prozent (siehe Abb. 1).
Daraus ergibt sich, dass es bei beiden Airlines einen in absoluten Zahlen gleich großen historischen Höchststand gab. Auch die Schrumpfung ist absolut im gleichen Maße erfolgt (Abb. 1), wobei die Schrumpfung bei Austrian zu Gunsten von Tyrolean ausfiel (Verschub von Flugzeugen), die Schrumpfung bei Tyrolean jedoch keinerlei positiven Effekt bei Austrian auslöste.
Daher lag die Wartezeit für ein Upgrading im Mainline Bereich bei bis zu 19 Jahren. Das bedeutet, dass Kopiloten bei Austrian bis zu 19 Jahre auf eine Position als Kapitän warten mussten, während gleichzeitig bei Tyrolean Kollegen bereits nach 3 Jahren die Funktion des verantwortlichen Piloten übertragen bekamen (siehe Abb. 2). Um diese Zeitspannen, quasi den Rückstau der Kopiloten im Mainline Bereich (siehe Abb. 3) auszugleichen, wurde die Quote auf der C-Series bzw. dem Embraer mit ursprünglich 3:1 berechnet, aber dann im Konsens auf 2:1 festgelegt.
1.4.5 Veränderung des Flottenplanes
In Folge veränderte sich das Flottenszenario vom angenommenen Szenario nur insofern, als dass statt der C-Serie tatsächlich Flugzeuge der Embraer E-Serie eingeflottet wurden (mit Stand Frühjahr 2015). Dies geschah bereits ein Jahr früher als angenommen. Dadurch wurden auch die Fokker Flugzeuge ein Jahr früher als angenommen aus der Produktion genommen.
Am 4. März 2015 wurde diese Änderung offiziell im Betriebsrat diskutiert. Dabei wurde auch mit Stimmen von ehemaligen Tyrolean Betriebsratsmitgliedern die Änderung von „C-Serie“ auf „E-Serie“ als NICHT wesentliche Änderung im Sinne des Karrieremodells gewertet. Lediglich den zeitlichen Ablauf hielten alle „Tyrolean“ Betriebsratsmitglieder als eine wesentliche Änderung. Für die Betriebsrats-mitglieder von Austrian Airlines stellte die vorgezogene Ablöse der Fokker keine wesentliche Änderung für das gesamte Karrieremodell dar. Zwar variierte damit der zeitliche Ablauf, die grundlegende Idee und die Parameter der Karrieregruppe blieben jedoch unverändert bestehen.
Die Frage, ob und ggf. wann die zeitliche Änderung ein Vorziehen der Weiterent-wicklung des Karrieremodells nötig machte, wurde in weiterer Folge ausführlich aber ohne Ergebnis diskutiert.
1.4.6 Umschulungsströme Regional - Mainline
In den Ausschreibungen für weitere Karriereschritte stellte sich heraus, dass viele Piloten und Flugbegleiter der Regionalflotten eine Bewerbung für ein Mainline-Flugzeug abgaben. Im April 2015 waren bereits 15 Prozent der Tyrolean-Piloten auf eigenen Wunsch auf ein Muster im Mainline Bereich umgeschult da durch Upgrades von OS Piloten entsprechende Positionen frei wurden. Damit haben auch viele Regionalpiloten von den Betriebsübergängen karrieretechnisch profitiert.
Unter der Kabinenbesatzung war das Interesse zum Wechsel auf ein Mainline-Flugzeug derart groß, dass die Abwanderung von Senior Flugbegleitern von den Regionalflotten nur durch „Zwangs-Beförderungen“ von jungen Kollegen ausgeglichen werden konnte. Einer gewünschten Abwanderung von 66 Dienstnehmern (18 Prozent) aus dem Regionalbereich stand eine freiwillige Meldung von genau 7 Kollegen aus dem Mainline Bereich gegenüber. Beim Kabinenpersonal hat der Zusammenschluss somit hauptsächlich dem ehemaligen Tyrolean-Personal neue Karriereoptionen ermöglicht.
1.4.7 Umschulungsströme Mainline – Regional
Es fanden keine Umschulungen vom Verwendungsbereich Mainline zum Verwendungsbereich Regional statt, mit Ausnahme der oben erwähnten 7 FlugbegleiterInnen.
1.4.8 Kriterien
Folgende Parameter fanden für den Regional- (Abb. 4) respektive dem Mainline- (Abb. 5) Bereich Anwendung:
a. Dienstalter
b. Erhalt der Kapitänsposition
c. Beibehalten der Wunschbase
d. Historie
e. Vermeidung Zugewinne auf Kosten anderer
f. Beibehaltung der Karriereerwartung
1.4.9 Personalbedarfsentwicklung
Durch Personalabgänge in allen Bereichen, veränderte wirtschaftliche Gegebenheiten, höhere Saisonalität und ein modifiziertes gesetzliches Arbeitszeitregelwerk trat aber eine neue personelle Konstellation ein. Bereits im Sommer 2015 wurde bei Austrian Airlines ein eklatanter Pilotenmangel evident. Rund 800 Flüge (rund 0,65 Prozent der Produktion) mussten kurzfristig wegen Personalmangels gestrichen werden.
Der höhere Bedarf an Piloten und Flugbegleitern brachte für das gesamte bestehende Personal auch weitere positive Karriereaussichten. Sowohl im Regionalbereich als auch im Mainline Bereich wurden Upgradings ausgeschrieben. Auf beiden Seiten konnten Karrierechancen für alle Mitarbeiter angeboten werden, die über das ursprünglich angenommene Szenario hinausgingen. So wurden den Kopiloten im Regionalbereich Upgradings auf der Dash Flotte oder aber Kopiloten Positionen auf der Langstreckenflotte angeboten. Für Kopiloten im Mainline Bereich standen Upgradings auf der Airbus Flotte zur Verfügung. Im Kabinenbereich gab es Ausschreibungen für die Funktion der Senior Flugbegleiter sowohl im Regional als auch im Mainline Bereich.
So konnten für den Großteil aller Piloten und Flugbegleiter die jeweils erwünschten Funktionen und Stationierungen erhalten bzw. sogar verbessert werden. Lediglich für rund 80 Kapitäne auf der Fokker Flotte würde sich eine ungewünschte Umschulung auf ein anderes Flugzeugmuster unter Erhalt des Kapitänsranges er-geben. Dies ergab sich aus der Ablöse der Fokker. Das entsprach zwar der Grundannahme der Karrieregruppe zum Ausgleich der Karriere Entwicklung der Vergangenheit, es wurde aber subjektiv unter den Betroffenen als ungerecht empfunden, da es die einzige Schulung entgegen der Schulungspräferenz darstellt.
1.4.10 Weiterentwicklung des Karrieremodells
Daher wurden im Juni 2016 Verhandlungen mit allen betroffenen Parteien aufgenommen mit dem Ziel, eine Weiterentwicklung des Karrieremodells voranzutreiben. Dieses sollte vor allem den Bedürfnissen der Fokker Kapitäne als auch dem besonders dynamischen Schulungs-Szenario Rechnung tragen. Letztendlich konnte eine Lösung gefunden werden, die eine gerechte Aufteilung der Karriereoptionen zwischen den am 30.6.2012 bei Austrian Airlines oder Tyrolean Airways angestellten Dienstnehmern sowie den ab 1.7.2012 angestellten Dienstnehmern sicherstellt. Der einvernehmliche Vorschlag wurde am 27.7.2016 in der Betriebsratssitzung mit den Stimmen der Betriebsratsmitglieder aller bereits am 30.6.2012 angestellten Dienstnehmergruppen bei lediglich einer Enthaltung angenommen.
Diese Weiterentwicklung des Karrieremodells steht unter der Bedingung, dass ab spätestens 31.12.2016 mindestens 42 Mainline-Flugzeuge (Punkt 62.2 OS-KV-2015), exklusive Embraer E195, bei Austrian Airlines eingesetzt und von bei Aus-trian Airlines beschäftigtem Bordpersonal bereedert werden. Trifft dies nicht (mehr) zu, ist bezüglich Sonderregelung Bombardier C-Series und Embraer E195 die Quote von 2:1 (Punkte 2.1.2 und 3.1.2) hinsichtlich der gesamten Flotte wie-derherzustellen.
Das neue Modell sieht eine Veränderung der Quote der Sonderregelung auf dem Embraer Flugzeug sowohl bei Kapitänen als auch bei Senior Flugbegleitern vor. Ab 1.9.2016 lautet die Quote für Neu- und Nachbesetzungen 0:1 OS:VO; es werden somit alle zukünftigen Positionen zuerst den VO-Piloten/Flugbegleitern angeboten. Daraus ergibt sich, dass der überwiegende Anteil der derzeit noch auf der Fokker fliegenden Kapitäne und sämtliche Regional-Senior-Flugbegleiter mit Homebase Wien eine Umschulung auf ein Embraer Flugzeug unter Beibehaltung der Kapitänsfunktion bzw. Seniorfunktion erhält. Im Gegensatz dazu werden jene OS-Piloten, die durch das neue Karrieremodell auf das Upgrading verzichten müssen, nur finanziell entschädigt.
Der Betriebsrat hat als Grundlage für die Weiterentwicklung des Karrieremodells sämtliche relevanten Produktionszahlen, Prognosen und Flottenpläne bei der Geschäftsleitung angefordert, diese überprüft und die Fakten in die Überlegungen miteinbezogen. Aus der Vorausschau für das Jahr 2017 geht hervor, dass innerhalb der nächsten 18 Monate 95 Prozent aller gewünschten Karriereoptionen bei den Mitarbeitern der ehemaligen Tyrolean Dienstnehmergruppe erfüllt sein werden. Die ungewollte Rückstufung auf ein kleineres Flugzeugmuster ergibt sich für jene fünf Prozent unter anderem dadurch, dass 21 Fokker Flugzeuge durch 17 Embraer ersetzt werden. Doch auch bei jener Personengruppe sollte sich in der näheren Zukunft eine weitere Karriereoption auftun. Kein einziger Mitarbeiter wird durch das bisherige oder das künftige Karrieremodell einen finanziellen Nachteil erleiden – im Gegenteil, auch die rückgestuften Kapitäne werden finanziell bessergestellt. Insgesamt 105 Tyrolean Kapitäne (entspricht der maximalen Anzahl von Kapitänspositionen auf 17 Embraer Flugzeugen) sowie auch OS Copiloten, welche durch die Quotenänderung nun kein Upgrading mehr erhalten, werden finanziell entschädigt.
The new career model is fair, balanced and transparent. It was developed by employees of all employee groups already employed on June 30, 2012 and was approved by all groups in the works council. It not only balances interests, but also represents an economically sensible solution. This enables growth at Austrian Airlines, which in turn has a positive effect on the career opportunities of everyone. With the new career model, the works council, together with management and the social partners, has created a legally secure set of rules that forms the foundation for solid economic growth for Austrian Airlines and the Vienna location.
2. Changes to the SRKM-P
2.1 Change to the E195 quota (special regulations for filling the mainline PIC positions on the Bombardier C-Series or Embraer E195 aircraft types)
2.1.1 These special regulations apply exclusively to the actual fleet entry or management of a total of up to 20 aircraft of the Bombardier C-Series (CS100, CS300) and Embraer E195 aircraft types and will expire on April 30, 2022. They supersede the general regulations of the SRKM-P (in particular point 65.9.1) only in the aforementioned regulatory content regarding mainline PIC positions.
2.1.2 Mainline PIC positions on Bombardier C-Series or Embraer E195 aircraft are to be advertised within the seniority list “R” from 1 August 2016.
The position will be filled from among the applicants in ascending order of seniority numbers from the seniority list “R”.
The course required for promotion must begin or the promotion must take place no later than twelve months after the end of the tendering process.
2.1.3 The filling of the position of Fleet Chief and any necessary retraining on the Bombardier C-Series or Embraer E195 aircraft types is not subject to the requirements of point 2.1.2, unless this would result in a change in seniority rank or a change in the area of application associated with an upgrading.
2.1.4 This regulation, including the change in the quota in the course of the further development of the SRKM (see preamble), replaces point 70 OS-KV-2015, whereby points 70 and 71 OS-KV-2015 become invalid.
2.2 Freelancer
According to point 65.2 OS-KV-2015, new pilots are assigned to an aircraft type of seniority rank R1, R2 or M1 according to economic needs.
Irrespective of the regulation, freelancers can only be employed at other seniority levels for a maximum period of 18 months in agreement with the works council by means of a works agreement.
The works council must be provided with information on each freelancer regarding the duration of the assignment, qualifications, selection and payment. The employment of freelancers must be agreed with the works council in each individual case.
This regulation for freelancers will automatically expire on September 1, 2018.
3. Changes to the SRKM-K
3.1 Change to the E195 quota (special regulations for filling the Purser I positions on the Bombardier C-Series or Embraer E195 aircraft types)
3.1.1 These special regulations apply exclusively to the actual fleet entry or management of a total of up to 20 aircraft of the Bombardier C-Series (CS100, CS300) and Embraer E195 aircraft types and will expire on April 30, 2022. They supersede the general regulations of the SRKM-K (in particular point 77.9.1 OS-KV-2015) only in the aforementioned regulatory content regarding Mainline Purser I positions.
3.1.2 Purser I positions on Bombardier C-Series or Embraer E195 aircraft are to be advertised within the seniority list “R” from 1 August 2016.
The Purser I positions on the Bombardier C-Series or Embraer E195 aircraft types are filled upon qualification (point 74.5 OS-KV-2015) within the seniority list “R” from the group of applicants in ascending order of seniority numbers.
The course required for promotion must begin or the promotion must take place no later than twelve months after the end of the tendering process.
3.1.3 Purser I on Bombardier C-Series or Embraer E195 aircraft shall be assigned to seniority rank SR if they are VO or NEW flight attendants, and to seniority rank SM if they are OS flight attendants.
3.1.4 This regulation, including the change in the quota in the course of the further development of the SRKM (see preamble), replaces point 82 OS-KV-2015, whereby points 82 and 84 OS-KV-2015 become invalid.
4. Increase in actual and table salaries [14]
The flight attendants’ salary tables will be increased as follows on 1 January 2017:
In the table under item 56.3.1. (“Flight attendants” and “Flight attendants new to the workforce from December 1, 2014”), the total salary is increased by €10.00 gross. The table columns for basic salary and flight allowance are adjusted accordingly.
The increase in total remuneration in the salary tables will increase the gross monthly salaries of employees. Any absorbable allowances will be reduced by the same amount.
In any case, the actual collective agreement salaries or the individual collective agreement minimum gross monthly salaries for flight attendants will be increased by €5.00 gross as of January 1, 2017, in accordance with point 86.2.5.
[14] Soweit in Punkt 4 des Zusatzprotokolls Nr. 2 dieses Kollektivvertrages die Bezeichnung „Flugbegleiter“ verwendet wird, ist die Bezeichnung so zu verstehen, wie sie im Kollektivvertrag in der Fassung der Rev.04 (in Kraft bis 30. April 2018) gegolten hat.
Verweise auf Kollektivvertragspunkte beziehen sich ebenfalls auf den Kollektivvertrag in der Fassung der Rev.04.
5. Geltung
Die Punkte 2 und 3 stehen unter der Bedingung, dass ab spätestens 31.12.2016 mindestens 42 Mainline-Flugzeuge (Punkt 62.2 OS-KV-2015), exklusive Embraer E195, bei Austrian Airlines eingesetzt und von bei Austrian Airlines beschäftigtem Bordpersonal bereedert werden.
Trifft dies nicht (mehr) zu, sind sodann abweichend zu den Punkten 2.1.2 und 3.1.2 Mainline-PIC-Positionen respektive Purser I-Positionen auf Flugzeugen der Flugzeugtypen Bombardier C-Series oder Embraer E195 nicht mehr innerhalb der Senioritätsliste „R“, sondern innerhalb der Senioritätsliste „M“ auszuschreiben.
Wären durch eine Unterschreitung der o.a. mindestens 42 Mainline-Flugzeuge, exklusive Embraer E195, Piloten der Senioritätsränge M3 oder M4 oder Flugbegleiter des Senioritätsranges PM von einem Downgrading betroffen, sind den Betroffenen Alternativen in den Senioritätsrängen M3 oder M4, respektive PM, zu gewähren.
Zusatzprotokoll Nr. 3 zum Kollektivvertrag für das Bordpersonal
1 Vereinbarung der gehaltlichen Veränderungen bis 30.4.2022
Die Kollektivvertragsparteien halten vereinbarungsgemäß fest, dass die hier vereinbarten Index- bzw. Inflationsanpassungen abschließend sind und für die Kalenderjahre 2018 bis inklusive 2022 keine weiteren Verhandlungen über Index- bzw. Inflationsthemen geführt werden. Allfällige Verhandlungen werden erst wieder über Index- bzw. Inflationsanpassungen, welche ab 01.05.2022 wirksam sind, geführt.
2 Inflationsanpassung
Die Kollektivvertragsparteien vereinbaren für die Zeit von 1.5.2018 bis 30.4.2022 folgende, jeweils zweistufige, gehaltliche Veränderungen:
2.1 Für die Zeit von 1.5.2018 bis 30.4.2019:
Erhöhung der Ist-Gehälter:
Im ersten Schritt werden die individuellen Ist-Gehälter, die sich aus den jeweiligen Gesamtbezügen gemäß Punkt 56 zuzüglich allfälliger aufsaugbarer Zulagen ergeben, mit 1.5.2018 um 5,5 % erhöht.
Erhöhung der Tabellengehälter:
In einem weiteren Schritt wird das in Schritt 1 errechnete neue Ist-Gehalt mit dem jeweils zur Anwendung kommenden Tabellengehalt (Punkt 56, Tabelle(n) gültig ab 1.5.2018) verglichen. Ist das Tabellengehalt niedriger als das in Schritt 1 erhöhte Ist-Gehalt, so ist die sich daraus ergebene Differenz die neue aufsaugbare Zulage.
Davon unberührt bleiben die Funktionszulagen gemäß Punkt 56.4.
2.2 Für die Zeit von 1.5.2019 bis 30.4.2020:
Erhöhung der Ist-Gehälter:
Die individuellen Ist-Gehälter, die sich aus den jeweiligen Gesamtbezügen gemäß Punkt 56 zuzüglich allfälliger aufsaugbarer Zulagen ergeben, werden mit 1.5.2019 um 2,5 % erhöht.
Erhöhung der Tabellengehälter:
In einem weiteren Schritt wird das in Schritt 1 errechnete neue Ist-Gehalt mit dem jeweils zur Anwendung kommenden Tabellengehalt (Punkt 56, Tabelle(n) gültig ab 1.5.2019) verglichen. Ist das Tabellengehalt niedriger als das in Schritt 1 erhöhte Ist-Gehalt, so ist die sich daraus ergebene Differenz die neue aufsaugbare Zulage.
Davon unberührt bleiben die Funktionszulagen gemäß Punkt 56.4.
2.3 For the period from 1 May 2020 to 30 April 2021:
Increase in actual salaries:
The individual actual salaries, which result from the respective total remuneration according to point 56 plus any absorbable allowances, will be increased by 1.83% as of May 1, 2020.
Increase in the table salaries:
In a further step, the new actual salary calculated in step 1 is compared with the applicable table salary (point 56, table(s) valid from May 1, 2020). If the table salary is lower than the actual salary increased in step 1, the resulting difference is the new absorbable allowance.
The functional allowances pursuant to point 56.4 remain unaffected.
2.4 For the period from 1 May 2021 to 30 April 2022:
Increase in actual salaries:
The individual actual salaries, which result from the respective total remuneration in accordance with point 56 plus any absorbable allowances, will be increased by 1.4% as of May 1, 2021. If the percentage change in the annual CPI for 2020 compared to the annual CPI for 2019 is more than 2%, the increase will be made by the actual inflation in 2020 minus 0.6 percentage points.
Increase in the table salaries:
In a further step, the salary tables according to point 56 of 2020 are increased by the same percentage as the actual salaries in step 1. The new actual salary calculated in step 1 is then compared with the applicable table salary (the salary table valid from May 1, 2021 will be published at the beginning of 2021). If the table salary is lower than the actual salary increased in step 1, the resulting difference is the new absorbable allowance.
The functional allowances pursuant to point 56.4 remain unaffected.
3 Ratio of inflation adjustments to advancements
If both an inflation adjustment and the entitlement to a promotion coincide on a reference date, the inflation adjustment is carried out in the first step and the promotion in the second step.
4 Obligation to negotiate
The collective bargaining partners and the works agreement parties undertake to enter into negotiations with the aim of enabling an incentivized increase in the performance obligation of part-time employees exceeding three calendar months in the event of additional personnel requirements.
Furthermore, the collective bargaining partners and the works agreement parties undertake to enter into negotiations with the aim of developing a system for compensating for overtime that is accessible to all employees and that, at the employee's request and taking operational requirements into account, allows the use of time off as compensation instead of compensation for overtime in accordance with point 42. (MLZA - point 4.3 line 37).
signature
Vienna Airport, on August 30, 2018
Austrian Federal Economic Chamber,
Association of Bus, Aviation and Shipping Companies,
Aviation Professional Group
Mag. Christian Domany
chairman of the aviation professional group
Dr. Manfred Handerek
Deputy Managing Director
Austrian Trade Union
Federation Vida
Roman Hebenstreit
chairman
Bernd Brandstetter
Managing Director
Johannes Schwarcz Breuer
Head of the Aviation and Shipping Department
Philip Gastinger BSc, MA
Secretary of the Aviation and Shipping Department
employer negotiator
negotiator employee
Nathalie Rau
Vice President Human Resources
Capt. Rainer Stratberger
Chairman of the Board Works Council
Capt. DI Jens Ritter
Accountable Manager