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Final supporters
Subject: Bottom Line Demands for Contract Negotiations
Dear Nick Daniels and Negotiations Team,
We, the undersigned members of NATCA, write to express our unified position regarding the current contract negotiations. The following demands represent the minimum terms we find acceptable for any agreement:
1. Base Pay: $60 per hour as the standard, adjusted for locality, before Health & Welfare contributions, implemented immediately.
2. Incentive Pay: 10% additional pay for towers with an average of over 100,000 operations annually over the last five years.
3. CIC Pay: 10% additional pay for Controller-in-Charge (CIC) duties.
4. OJT Pay: 20% additional pay for On-the-Job Training (OJT) responsibilities.
5. Annual Increase: A guaranteed 3.5% annual pay increase moving forward.
6. Retention Bonuses: To ensure stability within the workforce, retention bonuses must be included in the agreement.
7. Health Insurance: Affordable health insurance options accessible to all members.
8. Sick Leave: Removal of any cap on accrued sick leave.
9. Banked Leave Program: Reinstatement of the banked leave program to provide employees with greater flexibility and protection for unforeseen circumstances.
These demands are grounded in the unique challenges faced by Federal Contract Towers (FCTs). FCTs consistently operate under worse conditions compared to their FAA counterparts. We endure outdated and substandard equipment, chronic understaffing, and insufficient resources, all while maintaining the same high standards of safety and professionalism. These conditions exacerbate workload stress and make fair compensation and improved benefits absolutely essential.
Meeting these demands will not only address the immediate concerns of current members but will also serve to bolster membership within the union and strengthen the Federal Contract Tower (FCT) program overall. Competitive pay, improved benefits, and better working conditions will attract and retain highly skilled controllers, ensuring long-term stability and reducing turnover. By addressing the unique challenges FCTs face, the union will demonstrate its commitment to representing the specific needs of its members, fostering trust and loyalty.
We trust in your leadership and commitment to represent our collective interests effectively during these negotiations.
Sincerely,
NATCA RVA Employees
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Reached 100 supporters
January 9, 2025
15 Comments
Good luck with this. Elections have consequences. The incoming administration will not be very employee friendly. DOGE and schedule F are there to reduce not increase your standard of living.
Specify that "affordable health care options" means "meaningfully below Marketplace rates."
CIC PAY is not mandatory in my opinion, it would lead to internal turmoil within the towers.
NATCA really needs to start accepting and acknowledging the difficulties of a contract controller and the barrier's that we are challenged with everyday. Pay and benefits will play a major role with retention. Local companies are almost exceeding the pay of contract Towers with no experience needed. How is the pay of a trainee the same as someone that has been working with the same company for over 24 years the same? Why doesn't NATCA do the same for contract controllers as it does for the FAA? My dues are the same. Time to do what needs to be done, and done right.
The OJT pay rate is what matters most to me. Training new people is a full time job on its own and we are basically doing it for free right now. About time we get compensated for the extra workload.
We need better representation
Strongly agree.
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Status: Closed — this petition is no longer accepting signatures.
Final supporters
Subject: Bottom Line Demands for Contract Negotiations
Dear Nick Daniels and Negotiations Team,
We, the undersigned members of NATCA, write to express our unified position regarding the current contract negotiations. The following demands represent the minimum terms we find acceptable for any agreement:
1. Base Pay: $60 per hour as the standard, adjusted for locality, before Health & Welfare contributions, implemented immediately.
2. Incentive Pay: 10% additional pay for towers with an average of over 100,000 operations annually over the last five years.
3. CIC Pay: 10% additional pay for Controller-in-Charge (CIC) duties.
4. OJT Pay: 20% additional pay for On-the-Job Training (OJT) responsibilities.
5. Annual Increase: A guaranteed 3.5% annual pay increase moving forward.
6. Retention Bonuses: To ensure stability within the workforce, retention bonuses must be included in the agreement.
7. Health Insurance: Affordable health insurance options accessible to all members.
8. Sick Leave: Removal of any cap on accrued sick leave.
9. Banked Leave Program: Reinstatement of the banked leave program to provide employees with greater flexibility and protection for unforeseen circumstances.
These demands are grounded in the unique challenges faced by Federal Contract Towers (FCTs). FCTs consistently operate under worse conditions compared to their FAA counterparts. We endure outdated and substandard equipment, chronic understaffing, and insufficient resources, all while maintaining the same high standards of safety and professionalism. These conditions exacerbate workload stress and make fair compensation and improved benefits absolutely essential.
Meeting these demands will not only address the immediate concerns of current members but will also serve to bolster membership within the union and strengthen the Federal Contract Tower (FCT) program overall. Competitive pay, improved benefits, and better working conditions will attract and retain highly skilled controllers, ensuring long-term stability and reducing turnover. By addressing the unique challenges FCTs face, the union will demonstrate its commitment to representing the specific needs of its members, fostering trust and loyalty.
We trust in your leadership and commitment to represent our collective interests effectively during these negotiations.
Sincerely,
NATCA RVA Employees
Updates
Reached 100 supporters
January 9, 2025
15 Comments
There is only one realistic way to alleviate the controller shortage in the FCT System, and that is an increase in pay/benefits. The FCT companies can either pay that money to controllers to alleviate the staffing shortages, or they can pay that money to plaintiffs as an exhausted and overworked controller workforce begins to make mistakes with increased frequency. Their choice.
Good luck with this. Elections have consequences. The incoming administration will not be very employee friendly. DOGE and schedule F are there to reduce not increase your standard of living.
Specify that "affordable health care options" means "meaningfully below Marketplace rates."
CIC PAY is not mandatory in my opinion, it would lead to internal turmoil within the towers.
NATCA really needs to start accepting and acknowledging the difficulties of a contract controller and the barrier's that we are challenged with everyday. Pay and benefits will play a major role with retention. Local companies are almost exceeding the pay of contract Towers with no experience needed. How is the pay of a trainee the same as someone that has been working with the same company for over 24 years the same? Why doesn't NATCA do the same for contract controllers as it does for the FAA? My dues are the same. Time to do what needs to be done, and done right.
The OJT pay rate is what matters most to me. Training new people is a full time job on its own and we are basically doing it for free right now. About time we get compensated for the extra workload.
We need better representation
Strongly agree.
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There is only one realistic way to alleviate the controller shortage in the FCT System, and that is an increase in pay/benefits. The FCT companies can either pay that money to controllers to alleviate the staffing shortages, or they can pay that money to plaintiffs as an exhausted and overworked controller workforce begins to make mistakes with increased frequency. Their choice.