André Coetzee
I read with interest the article by Mr Christopher Jonsson regarding his proposal for the establishment of a South African helicopter pilots’ union. Inasmuch as he clearly sympathises with a certain cohort of local freelance helicopter pilots, I argue that his assumptions and citing of non-factual beliefs are mostly unfounded and incorrect. I furthermore regard his proposal careless and counter-productive in furthering sound operator-pilot relations. Moreover, the article was seemingly drafted by Artificial Intelligence software when considering the Americanisms, spelling and layout.
From the outset I wish to disclose my utter dislike of any trade union or even the mere thought of a unionised mindset. The late Maragret Thatcher made a significant statement in the 1980s by introducing anti-union laws, which ultimately served to grow the UK economy and stabilise labour relations. Similarly, the late former Prime Minister of Singapore, Lee Kuan Yew, expressed his unqualified displeasure of the SIA pilot strike and handled the matter with firm aplomb.1 In both the cited cases the key considerations pivoted on clear and fair communication between the parties, rather than an aggressive approach to ameliorate an inevitable outcome.
In furthering my concern with the article, I elect to divulge my involvement in various facets of the South African helicopter industry and similarly having to wear many different hats. First and foremost, I’m a commercial helicopter pilot and instructor who sympathises with the rigorous demands placed on all pilots. Obtaining a commercial pilot qualification nowadays requires immense perseverance and access to a multitude of resources, inter alia, monetary. I am also intimately involved with a large Johannesburg-based helicopter operation, which employs circa 35 permanent helicopter pilots and have to deal with employment matters on a daily basis. A further ten freelance pilots are retained within a regular utilisation pool.
Mr Jonsson’s assertion anent freelance pilots’ “never ending season loop” and being stuck in “a 12-month period per annum flying cycle [sic]” are certainly notions I have personally never encountered, whether as a commercial pilot or as an operator. In fact, the Regulations (SACARs) are clear on an operator’s obligations insofar training and managing freelancers as deemed fulltime crew, regardless of the employment contract type. Any crew member is entitled to defined rest periods between active Flight Duty Periods (FDP) and obliged to disclose any form of accrued flying hours in compliance with the stipulations of CAR 91.02.03.2 The comment regarding “further outside work… to enhance their income” is thus already catered for and incapsulated by the relevant Regulation(s).
The sweeping statement regarding South African Helicopter Pilots [sic] requiring time to mentally and physically switch off, is in essence a vagary without any scientific or statistical substance. It would perhaps be more realistic to authenticate such a proclamation by disclosing the research methodology employed, hypotheses, sample size and outcomes of the study. This holds particularly true when Mr Jonsson’s very next posit is the formation of a helicopter pilot’s union that proposes “…[an] opportunity to prevent pilot exploitation and can offer numerous benefits to the aviation industry.’ I opine that this is a careless suggestion and certainly devoid of any material essence considering the bulk of South African helicopter operators’ positive approach to their fulltime and freelance crews.
The points noted in the article as favourable contributing factors are already included in all operators’ Safety Management Systems (SMS) and Quality Assurance programmes and should essentially be better communicated and employed on a continuous basis. These programmes by definition include striving for enhanced safety standards, elevated training curricula, better reporting systems and operational efficiencies.
At this juncture it is fair to comment that not all helicopter pilots nor helicopter operators are created equal. A healthy and mutually beneficial relationship between operators and all its staff is undoubtedly a key factor in bridging any salary and working condition discussion, albeit not in a collective bargaining fashion. My own experience has proved that civilised and productive discourse on an individual basis always achieves a common goal when compared to a hostile approach. This unquestionably includes salary negotiations, career mapping, working conditions, rest periods and leave discussions.
I fully concur with Mr Jonsson’s opinion on focused support for any staff member that encounters a crisis and can confirm that this is a well-developed social crutch at the operator that I am involved with. In this instance the support team is accessible to anyone, at any time and is open to assist with any personal or professional issue that may be detrimental to the individual’s wellness and wellbeing. Interestingly, the SACAA has recently adopted new Technical Standards that specifically address the wellbeing of aviation personnel (SACATS Part 67 Schedules 48 & 49).3
In closing I stand critical of the establishment of a helicopter pilots’ union and proffer that the creation thereof, within a South African context and to the exclusive benefit of freelance pilots, will in all probability do more harm than good. I similarly remain a vocal proponent of induvial dialogue and frank discussions with all staff members. My personal estimation guides me to embrace rather than engage.
Sincerely,
André Coetzee
1 See: https://www.youtube.com/watch?v=kGDqLeRuyCA
2 See https://caa.mylexisnexis.co.za/
3 See 2 above