VB EBA Negotiations starting… Have you joined VIPA yet?

VIPA membership has been constantly growing since registration in September 2009, with 2010 seeing strong membership growth. With many industrial issues currently on the table at Virgin Blue, and with VB EBA discussions fast approaching, it is a good time for those who are not yet members to consider joining VIPA – the association for Virgin Blue Group pilots. For our current members, this article may serve as a reminder of the benefits of your membership. Your support is critical to the effectiveness of VIPA, and you can continue to support VIPA by referring new members under our referral discount offer. As VIPA membership grows, so too do the benefits for our members.Who is VIPA?VIPA is a federally registered organisation that was formed to represent the needs of pilots employed by the Virgin Blue Group of companies. VIPA came about because of growing dissatisfaction with the industrial representation options available to Virgin Blue pilots. A small group of Virgin Blue pilots decided that things could be done better, and

with the support of a large proportion of the pilot group, they formed a new organisation to represent the needs of Virgin Blue pilots. With the creation of V Australia it was decided that VIPA should be an association dedicated to the needs of all pilots employed by the Virgin Blue Group.What makes VIPA different?Firstly, VIPA is an organisation that exists because of, and for, Virgin Blue Group pilots. VIPA’s growing resources are available only for the benefit of your colleagues, and VIPA’s management team and industrial staff are dedicated to the specific needs of Virgin Blue Group pilots. VIPA is run by a Committee of Management consisting of representatives from Virgin Blue and V Australia. The Committee of Management ensures the strategic aims and objectives of VIPA are consistent with the best interests of all Virgin Blue Group pilots. The day to day running of the association is the responsibility of an executive group consisting of a President, Vice-President, Secretary and Treasurer – all of whom are current Virgin Blue Group pilots. This ensures the association

remains in touch with its members needs, opinions and ideas for the future. VIPA exists primarily to provide industrial representation and legal protection for its members, but one of the fundamental principles of the association is that we should do more than just this. VIPA is focused on providing benefits to its members above and beyond industrial and legal matters, meaning greater workplace improvements for all Virgin Blue Group pilots and more value for money for VIPA members. We achieve these additional benefits by forming Sub-Committees who focus their attention in specific areas such as flight safety, or aviation medicine. Conscious of using members’ money appropriately, we have carefully begun to implement a working and cost effective structure, matching our expansion to members’ needs. Following this philosophy, we will soon be taking up a larger office that will accommodate a slightly expanded industrial and support staff.

- continued on pages 2 & 3.

Editorial Team

VIPA Contact DetailsAddress: PO Box 368, Tullamarine Business Centre, Tullamarine VIC 3043Phone: 1800 116 460Email: executive@vipa.asn.auWeb: www.vipa.asn.au

Karl DavisRachel DavisBen JaenschHound Dog Graphics

Copyright 2009-2011 VIPA

JANUARY-MARCH 2011

Engagement Survey Results - The Members Speak!VIPA recently conducted an Engagement Survey, which was completed by members in December. Through this, we aim to get an understanding of how we are doing - in our members’ opinions. Overall, the results were very heartening, showing us that the majority of members are quite satisfied with what we have done and the direction we are taking. Of course there is room for improvement, and we are always open to suggestions.A big thank you to those members who took the time to complete the survey – your ideas and opinions have all been read and taken into account. In particular, the number of comments on different aspects of our work was terrific.

The Results On a high level, 68% of respondents operate B737, 18% the Ejet, 13% the B777 and 1% the A330.

60% of respondents were Captains, with 37% being First Officers and 3% Cruise First Officers.

ExpectationsRegarding VIPA meeting members’ expectations, 48% said we exceeded or far exceeded expectations, while another 50% said we met their expectations. It’s great to see we are on track with what we are aiming for, as well as broadcasting what our aims are. Having said that, we are cognisant that there are significant challenges ahead in 2011 and we will be working hard to continue to exceed your expectations.

Management39% of respondents are very satisfied with the management of VIPA, with 48% satisfied,12% neutral, and one person dissatisfied. - continued on page 11.

PHOTO BY MEHDI NAZARINIA

INSIDEPresident’s Report .................................2Executive Director’s Report ...................3Income Protection Insurance .................4Senate Inquiry .......................................4Book Review ........................................5VA EBA Negotiations .............................6VIPA interviews ACTU Pres....................8Protected Industrial Action ....................9Direct Debit now available ...................10Member Application Form ...................12

VIPA NEWS JANUARY-MARCH 20112

Presidents Report2010 was a successful and extremely busy year for VIPA. 2011 promises to be even busier and more challenging.

The appointment of Executive Director, Simon O’Hara, illustrated the Association’s intention to address industrial relations matters in a professional and serious manner. Simon’s enthusiasm and experience has enabled VIPA not only to develop a range of policies reflecting the views of the members, but also to demonstrate a measured and determined approach to industrial relations with Virgin Blue and V Australia. As Executive Director, Simon plays a key role in negotiations and in advising the Committee of Management.

As we go to press, VIPA is in the process of moving into larger office space. This continues our policy of conservative and measured infrastructure expansion, and will allow for the appointment of an additional Industrial Relations lawyer to assist Simon.

Negotiations for the establishment of an EBA for V Australia pilots have proven to be a challenge. After a rocky start the meetings

in recent months have seen the resolution of a number of issues fundamental to a realistic EBA that meets the aspirations of the majority of pilots balanced with the needs of the company. Throughout this, VIPA has attempted to work in a collaborative manner with the AFAP, facilitating use of the resources of both unions.

Early 2011 will see negotiations commence for the next EBA for Virgin Blue pilots. I have little doubt that this will prove to be a challenge equal to that within V Australia. With your help, VIPA will be working to address a range of issues in order that were omitted from the current EBA and work to secure a viable and rewarding working agreement. It is our hope that the AFAP will work with VIPA to bring about a satisfactory result.

The end result will be determined by the commitment and support shown by the members. Without that support the negotiators will be hampered in their endeavours to improve terms and conditions.

There are ominous signs that airlines are moving to further erode the terms and conditions of our profession. Flight safety, training and other fundamental issues will fall victim to commercial expediency and financial greed if professional pilots don’t stand united to bring about changes and reverse the apparent trends. This can only be brought about by the professional bodies which represent the pilots and who are the collective voices of the profession.

The appalling treatment of First Officer Joseph Eakins by Jetstar is something we should all be concerned about. First Officer Eakins, as a concerned professional, spoke publicly regarding flight safety issues that he felt very strongly about. Having the strength of his convictions was courageous and helped to highlight issues that the majority of pilots feel strongly about, but feel powerless to do anything about. Joe Eakins is also fortunate to have his union, AIPA, behind him. VIPA has publicly supported AIPA and contributed to the fund created by AIPA to assist First Officer Eakins following the termination of his employment.

VIPA will continue to strive to provide excellent support and service to its members. A wide range of members has benefited from their membership this year, and the number of members continues to grow rapidly. Herein lies VIPA’s strength: our growing membership base. You can make a significant contribution to our professional well-being by joining, and encouraging your friends and colleagues to join also.

Thank you for your support throughout 2010. I trust you had a happy Christmas and New Year, and we look forward to the developments and challenges of 2011.

John Lyons President

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What are the benefits of VIPA membership?Industrial RepresentationVIPA represents its members in all aspects of industrial negotiations and disputes relating to EBAs and other employment contracts. Whilst salary is an important part of any employment agreement, VIPA recognises that there are many other vital parts to the agreement. VIPA has identified a need for future industrial agreements to not only be an improvement in salary and conditions, but to ensure these conditions are very clearly defined, so that there is little or no ambiguity in the interpretation of the agreement. Our industrial benefits also extend to advice about work rules and employee benefits, such as allowances or accommodation. Legal RepresentationVIPA has 24 hours a day, 7 days a week, legal support that can be accessed from anywhere our members fly to. We have procedures in place to ensure that our members will always have adequate legal protection, should it be required in the course of their employment. Over the course of 2010, VIPA represented an average of 2 members per month in workplace matters, ranging from minor issues right through to full disciplinary matters with members jobs on the line.

V AustraliaWe have identified that V Australia members require representation that is specific to their type of operation, so the V Australia Sub-Committee was formed to ensure the voices of our V Australia members are heard. This Sub-Committee works with other parts of VIPA to ensure that V Australia interests are adequately represented in all aspects of VIPA’s operation. The V Australia Sub-committee has had a particularly busy year with the negotiation of their EBA. The negotiating team has been working hard for the pilots and has made significant progress on working conditions, particularly in the areas of career structure and progression, remuneration, and consultation. This process is expected to continue into the first quarter of 2011, and your V Australia representatives will be working hard to achieve the best possible outcome for V Australia pilots.

Loss of Licence InsuranceVIPA has negotiated a competitive and comprehensive Loss of Licence insurance policy for its members, and is constantly working to ensure our policy remains competitive with other options currently on the market.

Safety, Technical and Regulatory ComplianceVIPA has established a large Sub-

VIPA NEWS JANUARY-MARCH 2011 3

Executive Director’s ReportIntroductionAs the new year begins, it is worthwhile reflecting on our achievements in 2010. Following VIPA’s fight to be recognised as a union for the past number of years by dedicated pilots, 2010 saw a lot of things falling into place for us.VIPA’s coming of age last year saw new employees, membership growth, the best Loss of Licence insurance in the industry, dynamic pilot leadership, affiliation to the ACTU, and collective agreement negotiations.It is clear in many ways, VIPA has set the standard for 2010 and will only grow stronger for 2011.Here is a brief update of the latest happenings with VIPA:

Meeting with the Minister’s OfficeI met with the Minister for Infrastructure and Transport, Anthony Albanese’s office early in December in Sydney for the purposes of introducing VIPA to the federal government and also to raise a number of issues of importance to VIPA. One of those issues was the TSA body scanning that will occur in Australia shortly. VIPA has raised health and safety concerns and also the possibility of an exemption for pilots to this sort of screening. We will be in contact with updates on those issues when the Minister’s office provides a response early in 2011.

Senate InquiryI attended the first day of the Senate hearing and was able to hear Captain Richard Woodward from AIPA articulate the senate submission by AIPA with regards to safety. We expect further hearings early in 2011, and I will keep you updated with the progress on this.

Building relations with other UnionsThe FAAA met with me as a way of building better relations across aviation unions and also to discuss areas of common interest. VIPA will continue to build further relations with other unions so that they know which ACTU affiliated union covers Virgin pilots.

V Australia NegotiationsDraft Agreements have been exchanged by all parties and some progress has been made in substantive matters. VIPA tabled its draft agreement on Monday 20 December. The features of the document were strong seniority provisions, the Crew Scheduling Provisions (CSP) appended to the document, delegates’ rights so that the unions can properly represent you, and choice for Loss of Licence insurance.

Unfortunately, V Australia’s remuneration package remains insufficient at the time of writing. The non-disclosure of the remuneration package not only affects the V Australia pilots but also has ramifications for

the A330 pilot group. In a nutshell, the agreement is a long way from being near completion.

Joe EakinsUndoubtedly most of you would have seen VIPA’s support of Joe Eakins, the Jetstar First Officer terminated for making public comments on Jetstar safety issues. VIPA believes that strong support of other aviation unions is important and that is why we supported AIPA’s actions and also began our own petition for Joe. At the time of writing, Joe has been reinstated. A great win for pilot unionism and collective action in Australia! As Joe has been reinstated, those members wishing a refund of their donation should contact Patricia De Gois at AIPA by emailing accounts@aipa.org.au with complete bank account details.

Simon O’Hara VIPA Executive Director

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• Work Cover claims

• Work injury claims

• Motor vehicle accidents

• All other personal injury claims

• Employment law

• Family law

• Wills and Estates

• Migration law

• Criminal law

• Conveyancing

Committee who are dedicated to protecting and advancing aviation safety, both within the Virgin Blue Group and also externally across the airline industry. This group ensures your interests are represented in areas such as:

Accident analysis and prevention; Aircraft operations; Ground services; Air traffic services; Human performance; Security; and Regulatory compliance.

Pilot Advisory GroupAnother area VIPA is strongly committed to, is Pilot Welfare. We are currently setting up the Pilot Advisory Group (PAG) which will have a wide area of operation, including:

assisting members with aviation medicine matters

providing assistance and advice to members experiencing any sort of personal or professional crisis

accompanying members to minor (non-disciplinary) meetings with their employer

working with the Safety, Technical and Regulatory Compliance Sub-committee to assist members with Critical Incident Stress Management.

Cooperation and Coordination across the airline industryVIPA has established a strong working relationship with AIPA, and is already working closely with them to ensure a combined approach to Australian pilot industrial issues. VIPA is also committed to working with the AFAP on matters relating to the Virgin Blue Group and the wider industry as appropriate.

Member DiscountsVIPA has negotiated member discounts with several major companies, including Europcar, Volkswagen, and TBone Aviation, and we are working hard to secure further member discounts in the future. 2011 will see a large focus on member benefits as the organisation matures, so keep an eye out for updates in the newsletter, and on the VIPA website.

How do I become a member of VIPA?Becoming a member is as easy as completing the membership application form on the back of this newsletter and sending it to the secretary of VIPA, as directed on the form. The VIPA website is also a great source of information about our association, and the latest news and member benefits. If you would like more information, please don’t hesitate to contact us on 1800 116 460, or secretary@vipa.asn.au.

VIPA NEWS JANUARY-MARCH 20114

Income Protection

Senate Inquiry

As a pilot you are responsible for people’s lives when you’re up in the air. But down on the ground, it’s all about you and your family. After many years of hard work to get where you are as a pilot, it’s important you look after your most important asset – your ability to earn an income.

Did you know? Every working Australian has a 1 in 3

chance of becoming disabled for more than 3 months before turning 65.1

Each year more than 1 million Australians experience serious illness or injury, which either requires hospitalisation or prevents them from working.2

What is income protection?Income protection protects your ability to earn an income should you become grounded due to sickness or injury. It helps by replacing up to 75% of your income and offers a wide range of features and benefits which can be customised to meet your specific needs:

Maximum monthly benefit of $30,000 Total disability based on own occupation Benefit period of 2 years, 5 years or to age

60 Partial disability benefit of two years Minimum 30 day waiting period Choice of agreed value or indemnity Automatic indexation benefit Guaranteed insurability benefit Worldwide cover Premium waiver benefit Recurrent disability benefit Reward cover benefit Rehabilitation benefit Waiver of waiting period for specific

conditions.

In December, I attended the Senate Inquiry into aviation, together with journalists and the unions, AIPA and ALAEA. The Senators at the Inquiry were Senators Heffernan, McGauran, Serle and Xenophon.

During this first day of submissions, AIPA and Tiger Airways made submissions, Tiger not escaping Senator Heffernan’s questions about reportable incidents. Most of us attending were hoping that the major airlines would attend this first day of hearing, but were sadly disappointed.

AIPA made submissions and were ably represented by Captain Woodward (Vice President of AIPA) who reminded us that the aviation white paper that was recently released, said employment in the aviation industry should grow with more Australians training for and taking up jobs in the industry. Also, in another reminder, it says a well-trained workforce, developed through partnerships between government and industry, should meet the continuing needs of Australia’s aviation sector.

In that context, AIPA submitted that the current developments in the industry are killing the industry from within. In a nutshell, referring to the offshoring of Australian jobs and training at the lowest possible standard both overseas and with third-party training providers. We are seeing the situation where pilots are paid salaries that are below the basic wage in Australia and certainly below the wages of operational support staff, such as ground crews, baggage handlers and administrative staff.

Woodward went on to say that when dealing with the safety aspects, both the UK CAA and the FAA recently recognised an increasing trend for accidents worldwide. Some of the contributory factors are poor training, automation reliance by the pilots and poor manual flying skills. In fact, the UK CAA made a presentation to that end to the European Aviation Safety Agency Directors’ meeting in 2009. Woodward then referred to the recent developments both in the FAA and in Congress, after the Colgan Air accident, which saw an increase in experience levels

required for people flying aircraft engaged in RPT operations.

AIPA sees similar elements developing in Australia. AIPA prefaced its comments by saying that it was not necessarily predicting an accident tomorrow, but AIPA saw potential in the industry to go down the same route that they have seen in Europe and in the United States, including the decreasing experience levels and the lowering of training standards.

A solution, AIPA believes, would be a top-down look at the industry both from the government and from the industry itself to see where the sector sits in relation to those aspects we have seen overseas, and to then address those issues.

The AIPA submission closely aligns itself in content with the VIPA submission and we can only endorse the substance of AIPA’s submission and say well done!

If you have any queries, please contact Simon O’Hara on simon.ohara@vipa.asn.au

Benefit period of 2 years, 5 years or to age 60 Higher maximum sums insured – $2,000,000 Pays the lesser of 75% of income (plus ancillary benefits) or $30,000 per month Waiting period of 30 days or 60 days Death benefit of $75,000 or 4x monthly benefit, by accident, injury or illness Yearly renewable policy – provided the client pays premiums the policy cannot be cancelled by the insurance company

Tax deductible premiums (outside of super).

COMMINSURE INCOME CARE (INCOME PROTECTION) OFFERS:

Copy of current Civil Aviation Safety Authority (CASA) medical examination and any additional tests or reports

Minimum entry age 20 (next birthday) and maximum entry age 55 (next birthday)

Why CommInsure?CommInsure is the only insurance provider of retail Income Protection policy for pilots in the Australian insurance industry. As a leader in the industry, Comminsure offers a fresh approach to personal risk insurance, backed by a strong history – as one of Australia’s largest life risk insurers, with over three million clients and our roots in the Australian life insurance industry dating back over 136 years.

Important information: This information has been prepared by CommInsure, a registered business name of The Colonial Mutual Life Assurance Society Limited ABN 12 004 021 809 AFSL 235035 (CMLA). The case studies included are hypothetical stories based on our understanding of typical customers and are included for illustrative purposes only. The names and identifying features do not reflect any particular person. As this advice has been prepared without considering your objectives, financial situation or needs, you should, before acting on the advice, consider its appropriateness to your circumstances. Aviation Cover is a component of CommInsure Protection. The CommInsure Protection PDS is available from your financial adviser, by calling 13 10 56 or from comminsure.com.au and should be considered in making any decision about these products.1 Interim report of the Disability committee, Institute of Actuaries of Australia, 2000.

2 Australian Bureau of Statistics National Health Survey – Summary or results 2004-05.

3 Maximum of $2 million over the duration of the policy.

For more information and expert advice on how to protect your biggest asset contact David Ramsay and the team at Income Solutions on 03 5229 0577 or through our website:www.incomesolutions.com.au

A good strategy is to view loss of licence insurance as a form of total and permanent disability (TPD) cover for pilots that can pay up to $750,000 if the pilot has permanent total disablement resulting in loss of licence. Income care can then be used as a complementary insurance coverage that may replace salary up to age 60 (subject to maximum limits).

“I’ve got loss of licence cover, that’s all I need”Like income protection, loss of licence insurance covers you if you’re unable to work in the capacity for which a licence is held due to accident or illness. But there can be some limitations to being protected by loss of licence cover alone.

Eligibility Australian citizen residing permanently in

Australia Holds an Australian Airline Transport

License Employed by a recognised fixed schedule

commercial fare paying passenger airline operating within Australia

VIPA NEWS JANUARY-MARCH 2011 5

BOOK REVIEWHighest Duty by Captain Chesley Sullenberger

Communications Membership

VB EBA and VIPA LoL Information Session

Sydney, Brisbane, Melbourne, PerthHave your say about the VB EBA!

Would you like to find out about VIPA’s new and improved Loss of Licence insurance?

VIPA is committed to improving working conditions – help us to help you!

Come along to aVB EBA and VIPA LoL Information Session

- look out for the venues to be determined and dates in March and April.

Virgin Blue and V Australia pilots all welcomeFood and drinks provided

For any questions, please email secretary@vipa.asn.au

The now legendary Chesley (Sully) Sullenberger has written and published an account, not only of his famous US Airways Flight 1534 which terminated in the Hudson River, but also of his career. Highest Duty makes an interesting and inspiring read, particularly for pilots. His book reflects a person who is earnest, controlled and exacting and who displays many of the character traits one can only admire in a professional aviator.

He is a remarkably down to earth individual for someone who has spent 43 of his 59 years flying. His autobiography covers a wide array of subjects, from certain practical aspects of low-cost airlines (“it cuts corners on the kind of pilot experience that gives depth of skill”) to an assessment of his own healthy sense of self (“regimented, demanding of myself and others—a perfectionist”).

He alternates thoughtful accounts of family dynamics with a career overview, including seven years in military service after graduation from the Air Force Academy. A stint at university completing a Master’s

degree then enabled him “to understand the why as well as the how” of the world.

Throughout, Captain Sullenberger selects a range of anecdotes to convey both his love for his family and his practical approach to life, all rounded out by an endearing appreciation for the elements of flying that cannot be clearly defined.

Toward the end of the book he gets around to the defining incident of his life that catapulted him into the spotlight and arrives at a conclusion that millions have suspected ever since those riveting pictures of the downed plane and its passengers first appeared on our TV screens: “Technology is no substitute for experience, skill and judgment.” The details are engrossing.

The accident helped the author reach an epiphany as to what really matters in life. The book highlights the importance of good lifestyle-work balance, family and other fine values.

Reviewer: John Lyons

We have been approached by many pilots curious about VIPA, and what we, as a Pilot Association, can offer them.To enable pilots to learn more about VIPA, what services we can provide, and what we are involved in, we have decided to introduce a Communications Membership, available immediately. The Communications

Membership will serve as an introduction to VIPA, giving the participant 2 months of communications, with no subscription payment.This will enable the participant to receive all emails, correspondence, and newsletters sent out by VIPA to members, as well as participate in all surveys sent out to members

for 2 months from the date they apply.Those pilots interested in this initiative should forward the following: Name, email address, Company, rank, fleet, and base.Please include these details in an email to secretary@vipa.asn.au.

VIPA NEWS JANUARY-MARCH 20116 VIPA NEWS

VA EBA Negotiations Update December 2010The latest round of VA EBA negotiations has been completed. The meeting took place in Brisbane on 20, 21 and 22 December.VIPA was represented by Craig Martin, Tony Dodd and Simon O’Hara. Andrew Grierson was absent on leave. The AFAP also attended and Nick Le Mare and Paul Doherty represented the Company. Brett Gebers was present for part of the first day.New COO attendsVIPA was pleased to be introduced to Sean Donohue, the new Virgin Blue Group COO. Sean sat down with us for around half an hour and gave us an overview of his background, along with his thoughts on the future directions of Flight Operations within the Group. Of particular note was his commitment to improving the public image of Virgin Blue Group pilots. His view is that the image of a respected and capable pilot workforce is a critical element of the Group’s strategy to attract corporate customers. It is Sean’s belief that business customers look to the flight crew operating their flight to both look, and act professionally. This change in philosophy at the Group is evidence of the new Executive team seeking to address current perceptions and practices which are not consistent with this ideal. Sean related to us that he is a veteran of several negotiations at United Airlines and understands that everyone has a job to do during those negotiations, but his expectation is that negotiators will be tough

yet collaborative to achieve a fair outcome for all parties. He affirmed that his role in the process would mainly be to remove any developing roadblocks to the process, so that agreement can be reached sooner rather than later. When pressed by VIPA on who ultimately has ownership of the agreement, Operations or HR, Sean made it clear that he has ultimate responsibility to the CEO for all aspects of operations, including our employment conditions. It should be noted that this position is consistent with that made by the CEO during our meeting with him.From VIPA’s perspective, we welcome the arrival of another experienced aviation executive into our Company. There is no doubt that Sean has seen the highs and the lows of the industry, along with the good, the bad and the ugly of labour negotiations during his time at United. We are optimistic that his experience will add enormous value to our negotiations and certainly goes a long way to ease VIPA’s concerns with regard to having the Company fully understand the benefits of our proposals. Negotiations ContinueAt the conclusion of the last meeting, the Company committed to providing the Unions with detail around their credit hours pay proposal. VIPA was disappointed to discover that when the document arrived, it differed significantly from what VIPA had understood to be the intent and methodology for the credit pay system as discussed at the previous meeting. Specifically, at the meeting, the

Company put forward a proposal for a credit hour payment system based on a productivity trigger of 150 hours per 56 day roster period. As per the Company’s explanation, this was based on the premise that each pilot would be expected to complete 5 return trips over a 56 day roster. Both the Unions disagreed with the figures the Company was using, but were generally happy with the underlying principle. Our calculations suggested that 142 hours would comfortably accommodate 5 trips, but we were happy to accept the Company’s commitment to provide us with actual figures, from which an average could be used to calculate an agreed productivity trigger based on 5 trips. We left that meeting with a feeling of confidence that we had agreement in principle on a credit system, and we weren’t far apart on the hours. It seemed that we were close to ticking off one of the major items of the negotiation.

Company documents positionIt was with great concern that, on receiving the written proposal from the Company, VIPA noted the Company had increased the threshold hours to 165 per 56 day roster. VIPA believed this change of position to be unacceptable, to the extent that it is very difficult to negotiate effectively with a seemingly changing position from the Company. It was also a serious concern that the Company had deliberately not assigned any credit to open days, thus leaving the door open for a continuation of the current system of filling rosters with open days to achieve minimum days off. The Company stated that the change to the productivity threshold was due to the requirement for pilots to complete 5 trips as well as standby days and sim duties, within the prescribed hours limit. In other words, the Company wants every contingency covered within the productivity trigger. VIPA believes this position to be unreasonable, particularly given the inherent cost benefits to the company of a 56 day roster period. We contend that 5 trips is reasonable, and if the company requires extra duties then it should be 4 trips, plus extra duties, or 5 trips and productivity pay for extra duties.This turn of events is of concern to VIPA, as our position has always been that we would support less prescription, in return for a credit/bidding system that allowed pilots to manage their lifestyle through the bid system. At 165 hours per bid period, we feel that there is not enough room to accommodate the appropriate lifestyle protections that Ultra Long Haul (ULH) flying requires.

VIPA Responds – VIPA Agreement Tabled at meetingGiven the Company’s changed position, VIPA amended its draft agreement to establish a new negotiating position for credit hours and productivity triggers. We have left our Salary claim at $246k for Line Captains, but amended our claim to reflect that it is based on 58 credit hours for a 28 day roster. Our

For a confidential discussion on joining VIPA or the progress of the

V Australia negotiations, call Simon O’Hara on 0400 188 815.

It is time to join a union to get the best information on the current

bargaining for the first V Australia Enterprise Bargaining Agreement.

VIPA has a bargaining team comprising three V Australia Check Captains:

CAPTAIN TONY DODD

CAPTAIN CRAIG MARTIN

CAPTAIN ANDY (“GUN”) GRIERSON

CALLING ALL V AUSTRALIA PILOTS…

VIPA NEWS JANUARY-MARCH 2011 7

VA EBA Negotiations Update December 2010salary figure is based on 737 plus 20% (as promised to VB pilots by Andrew David as a trade-off for accepting 737 less 20% for the Ejet), plus 5% rolled in for the STI, plus 3% for company’s proposed superannuation reduction, and a 3% increment for July 2011.VIPA believes this is a realistic figure that will allow V Australia to continue to enjoy a cost base that is the envy of our competitors, whilst recognising the skill sets that V Australia pilots have brought to the Group, along with the demands of ULH flying.

Credit SystemIn order for any productivity pay system based on flight hours to be effective, there needs to be an equivalent credit for all non-flying duties performed on behalf of the Company. VIPA has made provision in our draft agreement for equivalent block hours to be credited to pilots for all non-flying duties. It should be noted also that many established Long Haul Carriers have credit systems that award credit hours for time spent away from home. Whilst we have no desire to burden the Company with such a system, it is worth noting that there is recognition in the wider industry that time away from home has a very real cost to pilots and their families. VA does not yet acknowledge this cost, in so far as there are no penalties to the Company for having pilots sit in hotels around the world for extended periods. It is VIPA’s expectation that as VA grows, normal operating efficiencies will drive the Company to build schedules that provide the opportunity for minimum time away from base type pairings for those that prefer them. We are also optimistic that through the consultation process we will be able to collaborate with the Company to build a range of pairings, which will be able to be accessed through the Preferential Bidding System (PBS), that cater for the lifestyle requirements of the majority of pilots. The FRMS was also an item that VIPA raised as something the Company needed to work with the Unions on, and sought to ensure that the CAST system had adequate representation from VIPA.

Company listensOver the course of the meeting, both VIPA

and the AFAP spoke to their respective documents, and the Company listened and took notes, rarely arguing any points, and often asking for clarification. (For the sake of clarity, the base document is structurally consistent with that initially proposed by the Company). Both Unions have provided detail to either existing clauses, and in VIPA’s case significant new clauses including Seniority. Where the Company did argue, it was almost exclusively to protect the right of the business to be able to make business decisions without being hindered unnecessarily by the agreement. VIPA recognises and accepts the Company’s right to be able to manage the business, but made it clear that the Union would not accept poor planning as an excuse for not following the agreement. That said, we have been through this process previously and there was little presented by VIPA that has not been said before. The next draft presented by the Company will be very instructive as to whether they have listened to our stated positions and decided to act on our claims.

PromotionPart of the meeting revolved around proposed career progression clauses and how they might be used by the Company, as a demonstration of good faith. The Company is currently in the process of identifying a candidate for the current command vacancy arising from the transfer of two of our colleagues to VB, resulting from their extensive A330 experience. VIPA believes this presents an ideal opportunity to demonstrate the transition from an undocumented, opaque system to a more transparent Seniority and competency based system.As we are all aware, the 4 in 7 deed that is appended to the VB EBA plays a part in allocation of command positions in VA. Whilst we are all aware of it, not many of us understand what it means or how it is applied. Discussion with the Company and the AFAP, who are respondents to the deed, indicate that there are differing opinions on how it should be applied. What is clear is that, at present, less than 4/7 of our Captains have come from VB. However, a literal

interpretation of the deed could construe that once there are 7 B777s in the V Australia fleet, 4/7 of the command positions should be held by Captains who have transferred from VB. There is a significant grey area created by the conversion of aircraft 6 and 7 to options rather than firm orders. What this means is that it now seems unlikely aircraft 6 and 7 will arrive prior to the expiration of the deed in November 2011. No provision was made in the deed for this circumstance, so there is no clear guidance on how to proceed. Accordingly, VA management is proposing that they need a B777 qualified pilot, due to the short notice provided for the upgrade. Again, VIPA reiterated that we do not accept poor planning, on either VB’s or VA’s part as an excuse for not following documented procedure. The Company asked VIPA for their proposed solution. Our position was that we wish to see the Company produce a career progression policy, publish it, and then follow it. As was pointed out to Sean Donohue earlier in the meeting, we believe it is essential that our pilots are provided with a clear and transparent career progression policy that they have faith in, and one which allows them to make reasonable predictions when trying to plan their career. The Company did not respond to VIPA’s position. For the record, VIPA stated that in the event the upgrade opportunity is offered to a VA pilot, then after other documented Company requirements have been met, it should be offered to those that have applied in order of Date of Joining. “Other documented Company requirements” should be limited to meeting Company experience requirements, satisfactory training reports and no outstanding disciplinary matters. VIPA made it clear to the Company that in the event one of our members was overlooked in relation to Date of Joining, and assuming they meet all the other criteria, we would be compelled to challenge the by-pass using appropriate measures.

- continued on page 10.

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VIPA NEWS JANUARY-MARCH 20118

VIPA interviews ACTU President, Ged KearneyThe President of the ACTU, Ged Kearney, is the former leader of the Australian Nursing Federation (ANF), which boasts the second highest union membership in Australia. The ANF has a membership of 200,000 and is not only a union but also a professional organisation that deals with the core needs of nurses. Ged is a registered nurse, and spent many years working in her profession prior to taking up a role at the ANF.As you would be aware, VIPA recently affiliated to the ACTU and has started the process of engaging with other affiliated aviation unions. VIPA believes that our membership should have the opportunity of asking the important questions of the ACTU.Executive Director Simon O’Hara met with ACTU President Ged Kearney to ask the following questions.

Q. What do you think of VIPA affiliating to the ACTU?

It is wonderful to see VIPA affiliate to the ACTU. We believe that VIPA will play an important role in the ACTU and by affiliating with the ACTU you also join a legitimate group of unions in the aviation sector that seek to improve the terms and conditions of employment for their members.

Remember it is this power of the collective that is gathered together in the peak body, the ACTU, that gives all of our affiliates power within the great group of unions.

Q. What do you think the ACTU can do to assist VIPA?

The ACTU can do a lot to assist VIPA, particularly with regards to our bank, Members Equity, which assists union members with better deals. ME can also assist VIPA with regards to sponsorship and financial assistance from a bank.

As I understand it, VIPA is also currently negotiating the V Australia agreement and we can assist with you for those negotiations. The ACTU is ready and willing to provide VIPA with as much support and advice as possible for your current and future negotiations.

The ACTU can also assist VIPA by organising education and the use of our extensive networks.

Q. Would the ACTU support VIPA if it were to seek to take protected industrial action?

Yes – absolutely. Personally, as the President of the ACTU, I would also be happy to lend a hand in negotiations or however it suited VIPA during such a time.

Q. What has been your experience with the offshoring issue?

I believe offshoring would have to be one of the most shortsighted employment actions companies can take. By offshoring, a company is actually decreasing the pool of jobs in Australia. The problem is that companies see the wages as one of the few things they can influence so they effectively lower terms and conditions of employment to cut the bottom line. The main concern is that this has a flow on effect, which is that Australian jobs and decent salaries are sacrificed – not to mention the questions that arise out of safety.

Q. VIPA extends an invitation to you to meet some of our members – would you like to come along to one of our meetings?

It would be my pleasure to meet Virgin Blue Group pilots and VIPA’s membership.

The ACTU needs to be an independent voice for our affiliated unions and represent them on all matters without fear or favour. This might mean for VIPA that we represent to government and industry on your behalf, issues relating to legislation or industry reform.

Generally, the union movement needs to set an agenda like those set in the 1980’s. The ACTU and the union movement became part of helping reform Australia. Wage growth was kept under control by unions and, as part of that bargain, social extensive reform was undertaken by government. This meant that big reform like compulsory superannuation was introduced. Superannuation is an entitlement we take for granted today – yet was hard won by the union movement in the 1980s.

Some of the issues facing the ACTU include dealing with the ageing population of Australians and the workforce, the need for urgent tax reform on this question, precarious employment and enterprise bargaining.

VIPA Executive Director Simon O’Hara with ACTU President Ged Kearney

PHOTOS BY MEHDI NAZARINIA

VIPA NEWS JANUARY-MARCH 2011 9

What is Protected Industrial Action?Members have been asking lately what protected industrial action (PIA) means in the modern world of industrial relations. Before I use the dreaded “S” word, it’s probably worth noting the requirements of the law that members should be aware of in these circumstances.As a starting point it is worthwhile noting the difference between industrial action and PIA. Industrial action can take a variety of forms. For example, employees may go on strike (that is, refusing to attend or perform work) or impose work bans (that is, refusing to perform all their normal duties). Employers may lock out their employees (that is, refusing to allow them to work or to pay them).The Fair Work Act cryptically defines PIA in the following manner:Subdivision A — What is protected industrial action408 Protected industrial actionIndustrial action is protected industrial action for a proposed enterprise agreement if it is one of the following:(a) employee claim action for the agreement

(see section 409);(b) employee response action for the

agreement (see section 410);(c) employer response action for the

agreement (see section 411).So what does that mean in every day English?What is protected industrial action?Broadly, for industrial action to be lawful it must be protected industrial action. The requirements for taking protected industrial action include:

an existing agreement has passed its nominal expiry date

the industrial action is in support of a new enterprise agreement (or is in response to industrial action by the other side)

the industrial action does not involve pattern bargaining

in the case of employees initiating action in support of claims, Fair Work Australia (FWA) has granted an order for a protected action ballot to be held and the ballot has endorsed action being taken

the required notice has been given to the other party

the bargaining representative(s) organising the action, or representing the employees who are taking or organising the action, must be genuinely trying to reach agreement.

Industrial action will not be protected if it: is taken while the bargaining period has been

suspended relates significantly to a demarcation dispute is in support of claims for a multi-enterprise or

greenfields agreement is in support of the inclusion of claims that

cannot be lawfully included in an agreement (these are known as unlawful terms), or

contravenes any orders made by FWA. What is Fair Work Australia’s role?FWA plays a role in ensuring that the bargaining process, and any associated industrial action, occurs according to law. Bargaining representatives of employees wishing to take industrial action to support their claim’s, must first seek an order from FWA for a protected action ballot authorising the industrial action.FWA has the power to suspend or terminate protected industrial action. FWA may also make orders to stop or prevent unprotected industrial action. Such orders are enforceable in the courts.What is a Protected Industrial Action Ballot?In the case of employees, a protected action ballot to authorise the industrial action is required before industrial action can be taken.Who can vote in the ballot?All employees who:

will be covered by the proposed enterprise agreement

were represented by a bargaining representative who applied for the ballot order, and

are included in the group of employees specified in the ballot order.

When is a ballot successful?Industrial action is authorised by a ballot if: at least 50 per cent of those on the voting roll

participated in the ballot, and more than 50 per cent of votes cast were in

favour of the industrial action. Suspension or termination of protected industrial actionFWA may suspend or terminate industrial action even if it is protected in certain circumstances. FWA may also suspend or terminate industrial action where it threatens to endanger the life, personal safety, health or welfare of the population or of part of it, or to cause significant damage to the economy or an important part of it.Third Party harmIn a recent case, CFMEU v Woodside Burrup Pty Ltd and Kentz E & C Pty Ltd, the full bench of the FWA held that protected industrial action is the only lawful mechanism for employees to achieve wages and conditions to which an employer is otherwise not prepared to agree. It found that the relevant third parties had not established they would suffer “significant harm”, as the threatened loss from delay was common in large construction projects. The tribunal held that a suspension of industrial action should only be ordered in “exceptional circumstances” and “in very rare cases” where the threatened harm was “above and beyond” the loss, inconvenience or delay generally expected from industrial action.

Simon O’HaraVIPA Executive Director

VIPA NEWS JANUARY-MARCH 201110

- continued from page 7.

AllowancesWe are currently viewing the discussion on allowances with some optimism. Whilst we are still negotiating on actual methods of calculation and payment, overall we are happy with the Company’s more realistic and consistent approach to calculation methodology. VIPA is still proposing payment in local currency at the hotel on arrival. The Company maintains that this method places an undue burden on the current accounting system due to having to reconcile allowances twice. VIPA believes that this may still be a hangover from the previous accounting driven operational philosophy, and we are not yet convinced that there is a substantial negative cost impact. In any case, we have asked the Company to quantify the cost of providing cash at the hotel so we can assess the impact independently. Another significant point raised, and seemingly accepted by the Company, was in the inconsistency between the exchange rate used by the Company and that which is practically able to be accessed by the crew overseas. The Unions have requested exchange rate calculations be based on the Travelex rate, which is a reasonable benchmark for the practical cost of exchange for crews.

It is also VIPA’s position that whilst payment in the hotel is the preferred method, we are open to discussion on other methods of payment as long as there is adequate provision for exchange rate losses and ATM fees.

SeniorityThere has been a lot of discussion based around a Date of Joining list being published by the Company. Throughout its short history, the Virgin Blue Group has stated that it is philosophically opposed to a Seniority system. Recently the new CEO has stated that he “does not want a seniority system like Qantas”. The Company’s interpretation of this statement has so far been that the CEO does not want a seniority system….period.

VIPA on the other hand believes the CEO is not opposed to seniority as a method for managing pilots, he just wishes to ensure that VB is not

burdened by some of the business challenges of the Qantas system. There is no question that Seniority is not a perfect system, but as evidenced by most airlines around the world, seems to be the best system for allocation of promotion, and aircraft and base transfer management. At the end of the day, a seniority list on its own is no threat to anyone. How it is applied is where problems can arise. VIPA is committed to developing a Seniority system that provides a definable and predictable career path for its members, but at the same time does not impose undue burden on the Company to administer or fund.

The whole Seniority debate needs to be seen in the broader context of the Group, and the possible integration of the pilot groups. To this end it is possible that further down the track discussion may open on a different type of Group remuneration system that is a better fit with a Seniority based career progression scheme. However, for the purpose of this agreement, we will be continuing with a VA specific remuneration package, as requested by our members.

The Company indicated to the negotiating team that there is a clear position from the EGM HR that Seniority will not be entertained by the Company. As stated previously, VIPA’s position on Seniority is that it is the only fair and transparent process by which selection for consideration for promotion, aircraft, and base transfer can be managed. Consistent with this belief, and in response to the COO articulating his ownership of Operational matters covered in the Agreement, VIPA has escalated the matter via the Company lead negotiator and formally asked for clarification from the new Executive Management team (EMT) of its position in relation to formalising Seniority. Seniority is a condition our members have asked for and it is one we will take to FWA, if required, to ensure our members’ interests are being served.

RemunerationThe Company has still not provided the bargaining representatives with an updated salary offer since both of the Unions rejected the Company’s first and low offer. Problematic

for members is that this process has been going on for 12 months and a reasonable salary offer is yet to be produced by the Company.

Of particular concern is that the remuneration package for V Australia pilots will have a direct impact on the A330 pilots’ remuneration at Virgin Blue. The concern is that the longer this process takes for the V Australia pilots, the longer it is going to take for the VB A330 pilots to get a sense of what their remuneration package will look like going forward.

Loss of Licence (LoL)VIPA strongly objected to the LoL scheme being proposed by the Company. Essentially a third party insurer paid for by the Company. VIPA’s position is clear that pilots should be given a choice and discretion as to which insurance option they choose to nominate as part of their coverage.

In VIPA’s view, reimbursement of up to $2750.00 is the most equitable means of dealing with LoL and consistent with the VB terms and conditions of employment. If a pilot chooses to remain with the Company’s preferred insurer, the pilot has that option.

Delegates RightsVIPA has sought greater specificity on delegates’ rights in the workplace and has sought to ensure that the delegates can deal with matters that arise within the workplace, during working hours.

Next MeetingAt this stage the next meeting is scheduled for February, although dates have not yet been finalised. We would like to take this opportunity to wish a happy holiday season and hope that we can get this agreement done in the early part of 2011 so we can get back to do what we enjoy, which is helping build a great airline.

ACTU Offers AssistanceRecently VIPA met with the President of the ACTU who has offered the full assistance of the ACTU for the V Australia negotiations. This is good news for the crucial next couple of months.

Direct debit now available

VA EBA Negotiations Update December 2010

For those members who are wishing to pay their VIPA fees by direct debit from their account, VIPA has now finalised an agreement with Ezidebit.There is no change to paying the VIPA Loss of Licence premium – it will still be paid directly to Blue-GUM as an annual paymentEzidebit is an online direct debiting system that will allow us to directly deduct fees from the account you nominate. An invoice will still be forwarded to those members paying by direct debit.We are working towards making your contributions simple and easy to pay, with peace of mind.How often can I pay?Payment frequency can be monthly, quarterly or annually.Which account can I arrange to debit?You can choose your credit card, or your bank, building society or credit union account.

What are the fees for the transactions?There is a once only Administration fee of $2.20. A bank account debit will incur a fee of $1.10 each transaction. A credit card will incur a fee of 2.2% for Visa, Mastercard, and 4.4% for Amex and Diners, with a minimum of $1.10.These fees are charged by Ezidebit. VIPA will continue to charge an admin fee for new members ($15) and for quarterly or monthly instalments ($3).Can I pay the annual VIPA fee amount through Ezidebit?Yes, a once only debit is available.Where can I find the form?The Direct Debit Request form is available by contacting secretary@vipa.asn.au to have the form emailed to you. In the near future, we will have the form on our website.What if I’m not sure of a part of the form?

You are welcome to call Rachel Davis on 0408 133 832 or Rachael Hankinson on 0409 144 333 or email secretary@vipa.asn.au with any questions or queries about the Ezidebit system.Rachael Hankinson, from Penny Lane Accountants, is VIPA’s accountant and is available to members anytime

3 easy steps to get yourself set up on Ezidebit:

1. Fill in the Direct Debit Request form with your details, on your computer.2. Print the Request form and sign it. 3. Scan and email to: secretary@vipa.asn.au , or fax the form to: VIPA Admin, 03 9014 0793.4. You will receive a confirmatory email when it has been received.

VIPA NEWS JANUARY-MARCH 2011 11

Engagement Survey Results - The Members Speak! - continued from page 1

InformationRegarding the information provided to you by VIPA, 52% were very satisfied with the frequency and quality of information. 42% were satisfied, 5% were neutral, and 1% was dissatisfied. Throughout this year, we have strived to keep our members informed about the issues that they are facing. Through email updates, refining the newsletter, and further initiatives, we are aiming to achieve thorough and comprehensive communication about current issues.

ActionsLooking at member satisfaction with VIPA’s actions regarding current issues facing the pilot body, we note that 26% were very satisfied, 55% were satisfied, 18% neutral and 2% dissatisfied. We understand that whilst communication is a vital part of delivering the best outcome – action to achieve this completes the picture. We are aware of members’ concerns about the current issues such as remuneration, fatigue, A330 pay and conditions, and are working hard to obtain the best possible outcome in these areas.

Working LifeVIPA is pleased that we have made a difference in the working life of our members, with 48% saying it is significantly improved or improved. Looking forward, the VA EBA negotiations are showing progress and we are looking to deliver a positive result for members in the first half of this year. Furthermore, planning is underway for the upcoming VB EBA negotiations. Please look for further VB EBA surveys in the near future.

NewsletterIt is pleasing to note that 89% of the respondents rate the VIPA News newsletter as very high or high quality. We put a lot of effort into each edition of the newsletter, and welcome any input or feedback you may have to offer.

WebsiteIt was interesting to note that 8% of respondents had never accessed the VIPA website. If you need a password, please don’t hesitate to send a quick email to secretary@vipa.asn.au.

RecommendationWe were very proud to see that 100% of question respondents said they would recommend joining VIPA, to one of their colleagues.A referral will not only earn the referring member a discount on their fees, but also helps to build a stronger voice for your union.

Comments and QuestionsSome comments from members on why you should join VIPA:

Realise the importance of being a union member for LoL & legal representation. Like the concept of a union that exists solely for us and understands the unique issues that apply to us at VB. Not convinced the opposition can provide the same level of understanding, or indeed cares as much about the outcomes of any negotiations

Being a member of the Virgin group I wanted to support “MY” own union. I have always belonged to a union. Legal representation is very important to a pilot - especially a captain. Joining a union is the right thing to do. The future pay increases and benefits that will hopefully come our way are negotiated by the union for all members of the airline i.e. V Australia. My opinion is that, it is unfair if a person “sits on the fence” as a non-union member and reaps the benefits and receives the same benefits and pay increases as union members - join a union, end of story!!

I am encouraged by the dedication and ideals that VIPA committee is committed to pursuing. I am satisfied that VIPA have the best interest of the pilot body in mind, with due regard to company viability. With these points in mind I am prepared to back VIPA when

required and whilst these ideals are held will be very satisfied my money is well spent.

Thank you for all the positive commendations. We will certainly strive to further improve our service to you, our members, by continuing regular communications, improving customer service, and concentrating on the matters that are important to Virgin Blue Group pilots.Finally, one of the comments we thought warranted a response in the interests of many other members as follows:There is not enough understanding around how unions deal with industrial matters. It appears to me that unions take for granted that we have a good understand of process, which we do not.For instance, Why do so many other unions take stop work action whereas we have process or protocols to follow before any such action could ever be taken? Are all other unions subject to the same process/protocols? If not why are we? This needs to be clarified as many of us are walking around wondering why the teachers, police, builders etc take such action, verses Pilot unions engaging in rhetoric.If there are special processes in place for Aviation, then is this not discriminatory, in that it limits our potential for a better/fair deal? For instance, the builders working on the de-sal plant in Victoria stopped work because they were being spied upon. Did they go to a tribunal to get approval, or did they just stop work? If they just stopped work, then Joe Eakins would probably be back at work now, if Jetstar unions took the same action.If this just applies to the aviation sector, then why hasn’t anyone fought this in court as being discriminatory?Please clear this up.R: I can refer you to the article on Protected Industrial Action on page 9 of this newsletter. Although it is an involved topic, it is one that needs to be well understood before any action of this sort is taken.

PHOTO BY MEHDI NAZARINIA

VIPA NEWS JANUARY-MARCH 2011

A growing membership base will allow VIPA to reduce fees, increase benefits and provide increased influence when negotiating on your behalf. Towards that end, the Committee of Management is pleased to offer a referral discount on membership fees to existing members who recruit new members to VIPA.

The discount is progressive, calculated on the number of members recruited within one membership year:

1 member: 10% discount 2 members: 15% discount 3 members: 20% discount 4 members: 25% discount

The discount is capped at 25% for four members, and will be applied to the referring members fees in the next year. Please ensure the new member records your name in the referring member field of the application form.

It is a condition of the discount that the new member becomes financial before the discount can be applied. Contact the Treasurer for further information.

Remember – The more members we have, the greater our ability to effect change for the benefit of all Virgin pilots.

Full Name: ................................................................................................................................................................

Postal Address: .......................................................................................................................................................

Home Phone: ..........................................................................................................................................................

Mobile Phone: .........................................................................................................................................................

Date of Birth: ...........................................................................................................................................................

Email Address: ........................................................................................................................................................

Employer: ................................................................................................................................................................

Base: ............................................................................................ Fleet: ................................................................

Rank: ............................................................................................ Licence: CPL / ATPL

Referring Member: .......................................................................

Employment Status: p Full Time p RO/RO Other: ...............................................................

Invoicing Option: p Annual p Quarterly

I apply for membership of VIPA.

• I am employed as a pilot, on airline services within or extending beyond Australia, by Virgin Blue Airlines Pty Ltd, or its related entities, its successors or assigns.

• I agree to abide by the rules of VIPA (the Rules) as amended from time to time.

• I understand that I remain a member of VIPA until I revoke my membership in writing in accordance with the Rules and with the Fair Work Act2009

• I agree to pay annual subscription fees in accordance with the Rules and that the annual subscription fee of VIPA is 0.8% (plus 10% GST) of my annual gross salary as amended from time to time.

• I have read the information supplied relating to financial obligations of membership and the circumstance and manner in which I may resign my membership.

• I understand that my initial invoice will include a $15.00 admission fee.

Signed: .......................................................................................... Dated: .............................................

Send this completed membership form to the Secretary, VIPA at secretary@vipa.asn.au or by post to: The Secretary, VIPA, PO Box 368, TULLAMARINE BUSINESS PARK, TULLAMARINE, VIC 3043

Office use only

Date of receiving application:

Date of Executive Committee Meeting accepting the application:

Member Referral Discount

VIPA Membership Application Form For a free copy of the rules of VIPA, email the Secretary at: secretary@vipa.asn.au

DisclaimerThe inclusion of advertising material on various products, services and resources in the VIPA newsletter is not to be interpreted as VIPA endorsement of the products, services or resources. Although the VIPA newsletter is the official newsletter of VIPA, the views expressed by individuals in any article included are not necessarily those of VIPA. All rights reserved. The material in this publication may not be reproduced without the expression permission of VIPA. VIPA does not accept any responsibility for any material sent to their office and will not be liable for any loss or damage to any such material.

The material and information contained is this Newsletter are for general information purposes only. You should not rely upon the material or information in the Newsletter as a basis for making any business, technical, legal or any other decisions. Whilst we endeavour to keep the information up to date and correct, VIPA makes no representations or warranties of any kind, express or implied about the completeness, accuracy, reliability, suitability or availability with respect to the newsletter or the information, products, services or related graphics contained on the website for any purpose. Any reliance you place on such material is therefore strictly at your own risk.

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