Union Update December 29, 2022

Dear Norse Cabin Crew,

For those of you who celebrate the holidays, I hope all of you had a time to spend them with your friends and family. This Union Newsletter will address the following issues:

1)     ACMI (charter) flying for TUI

2)     Next Steps for our Union

3)     Union Committee Positions (Scheduling, Uniforms, Grievance, etc.)

4)     Calling out sick when on Standby and Reserve

5)     Day Off Requests

6)     Reports, Reports, Reports…

1.      ACMI (charter) flying for TUI

The Company has announced an ACMI contract with TUI for flying between Barbados and London with the possibility of expanding to other destinations like Thailand. There are still many unknowns including “where, when, and how,” and we have to be ready for changes. For the crew, this can mean many things including last minute roster changes, early return from a voluntary of absence, and “targeted” hiring for certain crew bases. It’s also uncertain if ACMI flying is going to serve as a solution to Norse’s “slow winter season” or if it’s going to be a party of our “year-round” operations. Whatever the case, more flying means more financial stability for Norse and more flying options and job security for the crew.

2.      Next Steps for our Union

It’s been one month since we have ratified our collective bargaining agreement (CBA) with Norse and there is a lot of work in store for everyone. First and foremost, our CBA provides us with a grievance process. A grievance can be filed by any Norse CCM who feels they have been adversely affected by the misinterpretation or misapplication of a written company policy or our collective bargaining agreement. An effective grievance process provides employees with a mechanism to resolve issues of concern and is made possible through proper REPORTING (please read “Reports, Reports, Reports…” below). An effective grievance process may also help the Union and Norse Management correct issues before they become serious issues or result in a lawsuit. The grievance process and other important Union functions come at no cost to Norse CCMs as they are funded through Union dues.

Many of you have asked when we are going to start paying Union dues. The AFA has determined that all Norse FAs are responsible for paying Union dues starting on January 1, 2023 where dues collection will start the following month. A January 2023 dues obligation means that the first deduction will start in February, with the initial $25 deduction being taken from the February 15th paycheck. If you have already filled out an AFA Membership Application and Dues Check Off Form, you don’t have to do anything—you are good to go!

However, if you are one of the few people who did not fill out an AFA Membership Application and Dues Check Off Form, you MUST fill both forms out as soon as possible. If you do not fill out both forms, you will be responsible for sending in your union dues manually, through the mail with a check to avoid delinquency. You do not want to start off become delinquent in your union dues as it has the ability to affect your future employment with Norse. As discussed in our Union presentation during training, ALL Norse CCMs are required to pay dues and it is a condition of your future employment with Norse.

For those of you who signed up for voluntary FlightPAC contributions, these deductions will take place sometime AFTER the initial union dues deduction is made, and just like the union dues, will be in two installments (e.g. a $10/mo FlightPAC contribution will be deducted in $5 increments).

Union dues are fundamental for our Union being successful here at Norse. The AFA informed Norse that we will soon be appointing Union Committee members to interact with Norse Management on a regular basis on all issues involving crew members including, Health, Safety, Environment, Scheduling, Peer Support, Uniforms, Hotels, and Grievances. ALL of these Union Committees require Norse CCMs.

Before all Union Committee Members are chosen, though, one more very important event needs to happen: the election of Norse AFA Local Executive Council (LEC) Leaders. The ratification of a new contract requires that an AFA council elect new Union leaders. In January, you will receive a ballot to nominate and vote on new Local Executive Council President, Vice President, and Secretary-Treasurer. The LEC officers are charged with being the official face of the Union when interacting with Norse Management, appointing Union Committee Members, and fighting battles for Norse CCMS on an everyday basis. We will be announcing the detailed job descriptions of all 3 union officer positions in a later newsletter.

3.      Union Committee Positions (Scheduling, Uniforms, Grievance, etc.)

The new LEC leaders elected next year will be appointing most Union Committee positions; however, there are some Union Committee positions that need to be filled immediately:

Scheduling Committee—Scheduling Committee Members will be responsible for assisting the Norse planning department build pairings and schedules that abide by EASA Flight Time Limitations, our CBA, and, most importantly, are desirable to the crew members. You will be sent to Arendal for training on the Company’s systems and will report regularly to the Union LEC officers.

Uniform Committee—Uniform Committee Members will be responsible for working with Norse Management on Uniform Policy, Appearance Standards, and compliance with our CBA. Duties may include occasional flying to Arendal and meeting on Teams to interact with Norse Management on an as needed basis in addition to regular reporting to the Union LEC officers.

Grievance Committee—The Grievance Committee’s primary objective is to enforce our CBA and protect all Norse CCMs against arbitrary and unjust treatment. Committee Members will be responsible for filing grievances, interacting with Norse HR department, and working with AFA Staff Attorneys.

All of the above positions are very important positions that require the most experienced and capable people to fill these positions. Applying for any of the above positions should be taken seriously and not looked at an opportunity avoid your flying obligations as most of the work mentioned above can be performed in addition to your flying duties while on a layover. Only those with verified experience will be chosen. A resume is not required, but references are. Please email a letter of interest for any of the above positions with verifiable references to: [email protected]

4.      Calling out sick when on Standby and Reserve

Many crew members are calling out sick AFTER being given an assignment while on Reserve. This hasn’t been a problem until recently when several crew members (one right after the other) call out sick, leaving OCC with minimal coverage in a base where they expected to have lots of coverage. Having lots of coverage, then having none is the short-term effect of this behavior. The long-term effect is that OCC wants to do away with Reserve and only have Standby. Getting rid of Reserve, which allows crew members 10 hours’ notice of an assignment, is harmful to most of the crew who do the right thing and appreciate the advance notice. We are not sure if the Company is going to enact the change of having only “Standby” but until then, please consider the consequences of your actions if you are on Reserve and have no intention of working an assignment if called.

5.      Day Off Requests

Currently, you may request up to 4 consecutive days off a month when putting in a request through CrewConnex. If you request additional days, we are told that it will be considered a vacation day. We have expressed to the company that CCMs may not necessarily want to use our vacation for the additional requested days and we have come to the following agreement: You can request additional days after the 4 days requested as preference with the stipulation that your vacation days are not used to fulfill this request. Just make it clear in the request box that you would like to have additional days off but not at the expense of utilizing your vacation days.

6.      Reports, Reports, Reports…

As stated above, an effective grievance process provides employees with a mechanism to resolve issues of concern and is made possible through proper REPORTING. This is where you, the crew member, has to do some work in order for a grievance process to be effective. This involves filing regular Safety Reports through Centrik, so the Union can properly confront Management about important ongoing issues affecting the crew members. Did you know that after receiving only 20 reports about one particular issue, the Norwegian CAA becomes involved and Norse must make a change to the situation. Think about all of the poor hotels we’ve had to endure for years thinking that a report wouldn’t make a difference, when, if we actually filed reports, the Company would be forced to make a change.

Going forward, the Union will request that you fill out a Safety Report as a part of the Grievance process. By doing so, this gives us, the Union, more negotiating capital when the authorities may become involved in the matter. We know that many of you have are not used to filling reports and some of you have never filled a report in your flying career. That changes today. If you want things to change, you must fill out a report. Simply calling your “union rep” will not be enough. Don’t fret! We will be here to help you and walk you through the reporting process. Once you do your first couple of reports, it will get easier. For now, don’t worry and we will get back to you as to what will be required.

A lot more information will be provided as it becomes available. For now, have a Happy New Year!

Valentin

[email protected]