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Contract Proposal Information
Dear American Eagle Members,
The calls for more information were heard loud and clear at the past
Master Executive Council Meeting in Miami Florida. Members wanted to know more about what changes have been made in the tentative
agreements. We heard the message and below is an outline of what the tentative agreements are so far. However, please keep in mind
that these are tentative agreements and will not take place until the membership has had the opportunity to vote on it.
Section # 1 – Recognition
- · Labor Protection Provisions – Merger Protection
- · Management Flying – No Flight Attendant will be furloughed or subjected to an involuntary
domicile transfer as a direct and immediate result of any flying performed by management.
- · New Equipment – Company will meet and Discuss with Union, and decide whether contract changes are needed.
Section #2 – Definitions
Section #3 – Management Rights
Section 4 – Compensation
A) The following has been agreed to by both parties but not official until a Completed Section
TA is agreed and signed
Line Guarantee
- 96% line guarantee
- The Pilots have 100%, but they also accepted a Four (4) hour reassignment provision. The
Flight Attendants have a Two (2) hour reassignment provision.
- They also have a minimum 72 hour line guarantee. The Flight Attendants have a line
minimum guarantee of 75 hours.
- We can have a 100% line guarantee if we agree to accept the Pilot’s provisions
Deadhead Pay
- 75% of scheduled block – Same as Pilots
Junior Manning Pay
- As per “ ME TOO” with Pilots, currently 150%
IOE Pay
- Increased from $5.00 per scheduled or greater hour to $7.50
Value of the Day
- Increased from 3.30 hrs to 3.45 hrs
Holiday Pay
All Flight Attendants will be paid 150% of hourly wage if working on the following holidays.
Thanksgiving
Signing Bonus – Depending on years of Service
- 6 months to 4 Years of Service ----- $500.00
- 5 years to 12 years ---------------------$1000.00
- 13+ years of Service -------------------$1500.00
B) The following has not been agreed to by both parties
Wages
- Dates of Signing Raises are still being discussed. Raises in the Out Years will be in the percentages of 1%, 1%, 2%
- AFA Proposed and Company Proposed (Date of Signing Rates)
Years of Service Current Pay AFA Proposal Company Proposal
0 – 1 Years $17.67 $17.67 $17.67
1 – 2 Years $17.67 $19.61 $19.61
2 – 3 Years $17.67 $20.24 $20.24
3 – 4 Years $17.67 $21.03 $21.03
4 – 5 Years $19.12 $22.75 $22.75
5 – 6 Years $20.00 $23.80 $23.80
6 – 7 Years $20.86 $24.82 $24.82
7 – 8 Years $22.58 $27.41 $26.91
8 – 9 Years $23.43 $28.40 $27.91
9 – 10 Years $24.27 $29.41 $28.91
10 – 11 Years $25.13 $30.39 $29.90
11 – 12 Years $25.97 $30.75 $30.57
12 – 13 Years $27.68 $31.00 $31.00
13+ Years $27.68 $31.50 $31.50
Pay Top Out of Contract at end of Agreement would be $34.25
Section #5 – Expenses
Per Diem
· $1.55 at Date of Signing with a .05 cent increase every year with a max of $1.70.
· Day Room provided when sit time is scheduled or anticipated to exceed Five (5) hours.
Shared if Flight Attendants are of the same sex.
· Hotel Room in Domicile when overnight cancels or trip is split; only if rest is reduced to
minimum rest. If not below reduced rest than Flight Attendant may request room but will be accommodated at company’s discretion, Flight Attendant will receive room if Pilots of Crew are
accommodated.
Section #6 – Moving Expenses
- Company to pay moving expenses when Flight Attendant gets involuntarily displaced or has
been recalled from furlough to a different domicile and has exhausted option to bypass recall.
- New Rate: $1,500 for moves within 500 miles. $2,000 for moves of more than 500 miles.
- Reimbursement for moving two cars or one car overwater (to/from SJU)
- Up to Five (5) Unpaid days for moving
- $750.00 interest free advance
- Per Diem and two consecutive nights’ lodging while finding a new home
Section#7 – Hours of Service
· 100 Block Hour Hard Cap (doesn’t include Deadhead). Flight Attendant may voluntarily
exceed through trip trades and Open Time. Flight Attendant with a carry over trip that causes
to exceed Cap may elect to fly trip or have trips (turns) removed to bring within Cap. The Trip (turns) to be removed will be at discretion of Crew Scheduling.
· Minimum Days of per month – Increased from 10 days to 11 days for all Flight Attendants
· Duty Day – No Change from Current Book – 14 hours scheduled and 16 hours maximum
Section #8 – Scheduling
- Bid Line Construction – 91 Hours scheduled, 50% for Deadheads
- In Domicile Rest – 10 Hours rest at base. Flight Attendant must notify and request 10 Hours if
not given immediately upon release. Can’t be denied.
- Scheduled Rest for Overnights – Same as Pilots, minimum scheduled rest is 8.5 hours. Can be
reduced to 8. If scheduled below 8.5,
- If overnight is scheduled for under Nine (9) hours, the following day can’t be scheduled for no
more than 12 hours of duty.
- Critical Coverage – The Company at any time can declare Critical Coverage day at an
individual base. When declaring so, any flight attendant that picks up Open Time at that base will be paid Junior Mann Premium of 150%. Days effected will only be those declared as
Critical Coverage Days.
- A Flight Attendant can’t be Junior Manned more than Three (3) times on one bid period.
- Trip Trades with Open Time.
- Three (3) Trades per month until system can be automated and then will be Unlimited Trades
- During Open Time window, trips can be picked apart anywhere during sequence. Once 72 Hour
Window has closed, the trip can only be picked up in the beginning or the end of the sequence.
- 72 Hour Window can be reduced to 48 Hours with notification to the MEC President.
- Reserve may trade with a Line Holder.
- Reserve may pick up a trip from a Line Holder on days off
Section #9 – Reserve
- 15 Hour Raps in all Domiciles including SJU
- Airport Standby Reserve lines are eliminated.
- Reserves will be able to pick up Open Time on days off and will be paid above guarantee
- Reserves will be able to proffer for trips or standby reserve
- Flying will be “Time Balanced” – Flight Attendant with least time flown will be first assigned trips not proffered
- Flight Attendant will be able to slide their reserve block if no effect on staffing coverage
Section #10 – Vacation
- · No Change to Vacation Accruals
- May Bid up to 5 Consecutive Blocks
- Vacation Pay: 17.5 Hours/week or the value of the trips missed.
- PO (Personal Other) ---- Open Issue, See Both Proposals
AFA Proposed
- 24 Hour Notification
- PE (Personal Emergency) – As Company proposed. Discuss Criteria; may not be denied if meet criteria
PO’s
- # per day will be granted per domicile: no less than number equal to 2% of the Flight
Attendants at each domicile, rounded up to (e.g., if 150 Flight Attendants, than 3 per day) Local President (or designee) may obtain verification from the company that the appropriate
number has been granted.
- Additional PO’s will be processed until
1. Junior Manning, cancellations or delays ( all due to flight attendant staffing) and or
2. Verifiable insufficient reserves coverage
- Probationary Flight Attendants may not take PO’s
- PO is an Attendance Occurrence unless converted to a PVD
- Can be converted to a PVD (annual maximum of 6 includes any converted PE’s)
- 1 PO = 1 Day and 1 Occurrence if multiple days
Company Proposed
- 24 Hour advance notice
- # per day will be granted per domicile: no less than the number equal to 1% of the Flight
Attendants, rounded up to based on 2 decimal points (e.g. if 440 flight attendants then 4 per day) but no less than 2. Local President (or designee) may obtain verification from the
company that appropriate number has been granted.
- Additional PO’s will be processed until
- Junior Manning, cancellations or delays ( all due to flight attendant staffing) and or
- verifiable insufficient reserves to cover daily operational needs
- Probationary Flight Attendants may not take a PO
- PO is an Attendance Occurrence
- PO cannot be converted to a PVD (Personal Vacation Day)
- 1 PO = 1 Day
- PE (Personal Emergency) – Flight Attendant may take a PE for a verifiable unexpected
personal emergency occurring less than 24 hours or less before a trip. A PE will not be an attendance occurrence and may be converted to a PVD at Flight Attendants option (up to 6 per
year total PVD). List of events qualifying as PE will be developed by IBB process (Interest Based Bargaining). Other events (not on the list) may be approved as a PE at company
discretion.
Section #11 – Sick Leave
- “Me Too” with Pilots on sick leave accrual
- When a Medical Note is requested; Flight Attendant will have the option of using personal
physician at his/her expense or if available, at no cost use of an AMR facility. Flight Attendant will also have the Call-a-Nurse option.
Section#12 - Uniforms
- Flight Attendants based in MIA,SJU,LAX or DFW may wear Summer Uniform Year Round
- Flight Attendants will receive 16 points per year for first two year of agreement, increased to
18 after two years and 20 after four years.
- Uniform Points can be carried over to following year but can’t exceed total for two year.
- Uniform Cleaning Allowance $10.00 a month for all Flight Attendants
- Company will loan maternity uniform for pregnant Flight Attendants
Section #13 – Probation
- · Probation extended by length of Unpaid leave of absence of 17 or more days
Probationary Flight Attendants may file a contractual grievance.
Section #14 – Seniority
- Supervisors will retain and accrue seniority only for length of time they were Flight Attendants.
Afterwards, Supervisor continues to retain (Applies only to Flight Attendants who become Supervisor after date of Signing)
- Flight Attendants who transfer to a position not directly related to Flight Attendant duties will
retain and accrue seniority for one year and then will be removed from the seniority list.
Section #15 – Filling of Vacancies
- Flight Attendants will be removed from any part of a trip falling within three days of the
beginning of bid period in a new domicile. Flight Attendant will be pay protected when the move is involuntary.
- New Hire will be assigned to domicile only after permanent vacancy posted and not filled by a
more senior flight attendant.
- Flight Attendant on TDY will bid in the Temporary Domicile (TDY of a month or more)
- Positive Space passes to and from TDY domicile at beginning and end.
- Flight Attendant will receive per diem for entire period even if he/she flies home on pass.
Section #16 – Time Off Without Pay (TOWOP)
- Flight Attendants on TOWOP will continue to receive all Company Benefits.
Section #17 – Furlough, Displacements and Recall
- Voluntary Leaves (minimum 90 days) to be offered prior to Furlough
- Benefits will continue during voluntary leave
- Recall from Furlough rights increased to five years
- · Non-Probationary Flight Attendants may bypass recall when recalled to different domicile,
provided there are more Junior Flight Attendants subject to recall.
Section #18 – Leaves of Absence
- Bereavement Leave – Five (5) days off for immediate family. Will be paid for Three (3). Three
(3) Unpaid days for other relatives and friends
- Medical Leaves are increased from Two (2) to Four (4) Years. Flight Attendants currently out
on MLOA will be extended if still out on Date of Signing.
Section #19 – Training
- Training Dates and Flight Attendants that need to attend Recurrent will be published in the Bid
Packet 2 months in advance. Flight Attendants will be able to bid for their recurrent classes. Bids will be awarded by seniority.
- Flight Attendant may drop trip if day before recurrent, however will be Unpaid
- Per Diem will be paid for In-Domicile Training
- Flight Attendant may attend training in non-flying month of a Part Time line.
- Rest after training scheduled for 10 hours, may be reduced to 9 hours
Section #20 – Retirement and Insurance
- Company Pay’s 70% and Employee Pay’s 30% which is the current practice
- “Me Too” Agreement that if any other American Eagle Labor Group (Pilots, Mechanics or Ramp)
improves on Health Benefits Coverage. Flight Attendants will receive the same improvements
- New 401K Match – Depends on Years of Service
- Years 1 – 9 - 54% of 6% for a maximum of 3.25%
- Years 10+ -- 61% of 7% for a maximum of 4.25%
Section #21 – Grievance Section
Section #22 – System Board of Adjustment
- New Language on Grievance Mediation
Section #23 – Union Security and Dues Check off
- AFA Initiation Fee may be payroll deducted in Ten (10) installments at New-Hire Flight Attendants Option
Section #24 – Conduct of Union Business
- Paper bid if on Flight Pay Lose for entire bid period
- New Hire Orientation – One and half hours (1.30)
- Company will provide seniority list with names and addresses twice a year
- Flight Pay Lose Override increased from 17% to 24%
Section #25 – No Strikes or Lockouts
Section #26 – Safety, Health and Security
- Antiseptic hand wipes on all aircraft
- Adequate bottled water on board
- Flight Attendant will have at least 15 minutes ground time to use restroom facilities after each
segment if aircraft lavatory is inoperative.
- AFA to be involved with new aircraft, class or service and seat configuration.
- Extensive CIRP procedure
- Extensive EAP procedure
- Company will recognize AFA Professional Standards\
- Fatigue: Letter from Company to AFA --- A Flight Attendant will be able to call scheduling and
be removed from their trip due to fatigue. Flight Attendant will be removed with a “UA” code. Flight Attendant will be given a provisional attendance occurrence. The Flight Attendant must
then follow up with their Inflight Manager to explain the situation. On a quarterly basis, the Regional Managing Director or designee with meet with AFA Eagle’s Grievance Chairperson to
review fatigue calls and the circumstances surrounding them. It will be at the Regional Manager’s Discretion to remove the provisional attendance occurrence fro, the Flight
Attendant’s record. Each case will be handled on a case by case basis. If the Regional Manager
or designee determines that the provisional attendance occurrence shouldn’t be removed it will be coming a permanent attendance occurrence. No attendance advisory can be issued until
determination is met by the Regional Manager after meeting with the AFA Eagle Grievance Chairperson.
Section #27 – General
- Company must state precise charges against Flight Attendants when disciplining him/her
- Flight Attendant will not be disciplined solely on a complaint letter, without corroboration
- Flight Attendant may inform crew scheduling that he/she needs a meal break; request will be honored if reasonable
- Company will pay for required passports, visas and vaccines
Section #28 – Physical Examinations
- In proper circumstances, Company may require a physical or mental examination
- Flight Attendant who successfully challenges an adverse medical examination will be
compensated for all time during which he/she was removed from flying status
Section #29 – Discipline
Section #30 – Benefits
Section #31 – EAP (Employee Assistance Program)
- Incorporated into Section #26 – Safety, Health and Security
Section #32 – Flow Through
Section #33 – Co-Domiciles
- Company will have the right to establish co-domiciles that may serve two (2) or more airports
within the same Metropolitan Airport Area.
- Company agrees to meet with the Union at least 60 days prior to the establishment of any new co-domiciles.
Section #34 – International (New Section)
- International Flying is all flying to and from an International City excluding cities in México,
Canada, the Bahamas and the US Virgin Islands.
- Flight Attendants on an International Overnight will receive in addition to all other Compensation $5.00.
- FAR domestic RAPS for all Reserve Flight Attendants regardless of Domicile or type of flying
- Puerto Rico Christmas Bonus – Current Book
- Puerto Rico Early Vacation Pay – Current Book
- Worker’s Comp – A Flight Attendant who is eligible for El Fondo benefits may use accrued sick
leave to make up the difference between El Fondo benefits and two-thirds(2/3) of the Flight Attendants average weekly wages.
- If Flight Attendant is required to call the Company from an International Overnight or long sit.
The Company will reimburse the Flight Attendant.
Section #35 – Duration
AFA Proposed – 4 Years with a 6 month Re-Opener
Company Proposed - 4 Years with no Re-Opener
The Negotiations Team will be conducting Crew Room Sits so that the Membership will be able to get
answers to any questions. Once a schedule is produced, your Local President will post it on your Local Bulletin Board. Emails and Mailings of the Schedule will also be made available.
The Strike Vote has been determined to be done electronically. This means you will be able to vote
via the Internet or by Telephone. Instructions will be mailed to your homes. If you require any help
with “How to enter your Vote” there will be various reps that can help you as well as the Membership Department at AFA Headquarters.
End of Contract Proposal
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