Trinidad & Tobago - CAL's Injunction Extended to November Amidst Pilot Dispute

 Ensuring Stability Amidst Ongoing Conflict

An injunction originally granted to Caribbean Airlines Ltd (CAL) by the Industrial Court in response to a pilot sickout that occurred from August 18-20 has been extended to November. This development comes as CAL and the Trinidad and Tobago Pilots Association (TTALPA) remain in a dispute over pilots' compensation packages and work conditions.

Initially, on August 21, 2023, at 1 am, CAL secured an injunction from the Industrial Court, instructing the pilot’s union, TTALPA, to direct workers and employees to immediately return to duty, a move aimed at curbing the inconvenience faced by the airline due to the sickout. This initial injunction was to remain in force until September 28, 2023.

The extension of the injunction until November 10, 2023, follows the involvement of the Attorney General’s office in the matter, signaling the seriousness and complexity of the ongoing dispute.

Dionne Ligoure, Head of Communications at CAL, clarified that the extension of the injunction was not initiated by the airline itself.

During the sickout period from August 18-20, a total of 93 pilots at CAL reported sick, resulting in the cancellation of 60 flights and an estimated loss of $15 million for the company. The pilots' union, however, has consistently maintained that no industrial action took place.

Amidst these developments, TTALPA has sought guidance from Francis Regis, the Director General of the Trinidad and Tobago Civil Aviation Authority (CAA), on how to manage pilots who call in sick, especially now that the court has deemed the sickout as industrial action. The union expressed its deep concern about the potential impact on the safety of CAL's operations and aims to ensure there is no confusion among pilots.

At a press conference held previously, CAL's Chief Executive, Garvin Medera, emphasized the airline's commitment to achieving profitability after navigating survival mode during the COVID-19 pandemic. However, the sickout action inflicted significant financial losses and harmed the company's reputation.

The ongoing dispute stems from differences between CAL and TTALPA regarding pilots' new compensation packages. TTALPA represents the majority of CAL's pilots, with 200 out of 217 under its membership.

The airline has offered a 7.5 percent pay increase, structured as 0 percent, 2.5 percent, 2.5 percent, 2.5 percent, and 0 percent, spanning from 2015 to 2020. This proposal also includes a shift from a monthly salary system to an hourly payment structure.

In contrast, TTALPA's counterproposal advocates for a 10 percent increase, comprising 0 percent, 3 percent, 3 percent, 3 percent, and 1 percent for the same period, 2015 to 2020.

Additionally, CAL has proposed transitioning pilots to an hourly rate payment structure across all fleets, along with a reduction in the minimum work guarantee from 75 to 60 hours, with overtime rates applied after 75 hours.

TTALPA has countered this proposal with a reduced offer of 0 percent, 3 percent, 3 percent, 3 percent, and 1 percent.

The extension of the injunction until November reflects the ongoing complexity of the dispute and its potential implications for both CAL and its pilots. Negotiations are expected to continue as both parties seek a resolution to their differences.

As a seasoned negotiator for over 40 years, I recognize that resolving the ongoing dispute between Caribbean Airlines Ltd (CAL) and the Trinidad and Tobago Pilots Association (TTALPA) over pilots' compensation packages requires creativity and flexibility. Based on my limited understanding of the agreements and policies that exist between CAL and the pilots, I would now want to recommend some alternative ideas for resolution and improved relations the parties may take into consideration:

Performance-Based Bonuses: Instead of focusing solely on fixed pay increases, CAL and TTALPA could explore a performance-based bonus system. Pilots could receive bonuses based on factors like flight hours, safety records, or customer satisfaction. This approach would incentivize pilots to excel and contribute to the airline's success.

Profit-Sharing Arrangement: Implement a profit-sharing arrangement where pilots receive a share of the company's profits based on predetermined criteria. This aligns pilot compensation with the airline's financial performance, fostering a sense of shared success.

Hybrid Compensation Model: Create a hybrid compensation model that combines elements of both CAL's and TTALPA's proposals. For instance, consider a compromise on the percentage of pay increase or the duration of the compensation package. The differences between the two parties are not wide. A compromise between the two positions would be reasonable. 

Employee Stock Ownership: Offer pilots the opportunity to become shareholders in CAL. This can be achieved by granting them stock options or shares, providing a long-term incentive tied to the airline's performance and profitability.

Employee Wellness Initiatives: Invest in initiatives that promote the well-being and job satisfaction of pilots. This can include mental health support, work-life balance programs, and health and wellness benefits.

Transparency and Communication: Foster open and transparent communication channels between CAL's management and pilots. Regular updates and feedback mechanisms can build trust and understanding.

Contingency Plans: Develop contingency plans to address potential future disputes and strikes, ensuring minimal disruption to airline operations and passenger travel.

By exploring these alternative solutions and maintaining a willingness to negotiate, CAL and TTALPA can work toward a resolution that benefits both pilots and the airline, fostering a more collaborative and productive working relationship.