Vote Closes February 28th at Noon Eastern
With less than 24 hours to vote, we believe the following three points are the most important reasons to cast your vote FOR the 2013 Tentative Agreement.
The TA Provides Immediate Economic Improvements.
Ratification means over $45 million per year in immediate improvements (an average of $7000 per Flight Attendant). The economic benefits of the agreement, including higher pay rates and 100% sick and deadhead, go into effect on March 2. That means while we negotiate at the New American Airlines we will be earning more rather than letting management pocket our money. It also means our bargaining position is improved. (more…)
|“I want this TA to ratify so that we can continue to make improvements through the merger. I’ve seen the provisions of the American bankruptcy contract and am confident that this TA provides more for us. Without this TA, others will be deciding what is best for us, using the American bankruptcy contract as the model. This TA raises the bar across the board and gives us a voice and a platform from which to improve.”Carletta Farley – CLT Based FA (more…)|
With just 1 day remaining, be sure to cast your vote for the 2013 Tentative Agreement.
If you have not received your voting information or Activation Code please call, AFA International Membership Services at: 1(800)424-2401, press 1 then ext. 706. They are available from 9:30am – 5:30pm EST. If you reach the recording, leave a message and they will return your call.
Don’t Delay, Vote Today!!
February 21, 2013
The Truth about MOU Discussions:
I have heard that, regardless of this TA being ratified, the Company is legally obligated to have US Airways Flight Attendants at the bargaining table to develop a MOU. Is that true?
No. The Company is legally obligated to honor our existing collective bargaining agreements until there is a single agreement negotiated at the merged carrier. As long as they continue to honor our contracts, they have no specific obligation to negotiate a MOU or transition agreement. (more…)
Dear Flying Partners:
Included here are common questions or misconceptions we encounter. We have eight days left to register a strong vote for our future. Voting for this agreement is more than the $45 million in annual improvements for US Airways Flight Attendants as a standalone agreement. Voting FOR this agreement means that you want and expect more. It gives us the seat at the table for merger discussions and a means to further improve our contract. The alternative does not include our voice or our vote. (more…)
Dear Flying Partners:
We will be holding a live online Webcast this Thursday, February 14th at 12pm EST on www.ourafa.org.
You are welcome to submit Questions on the OurAFA site either prior to or live during the Webcast. Below are some questions that we have received recently. We appreciate all the questions everyone has been sending in, please continue to submit your questions. (more…)
On January 24th, 2013, we secured our right to vote for immediate improvements, as well as negotiations for additional gains as a result of the pending merger.
Dear Flying Partners
Full text of the 2013 Flight Attendant Tentative Agreement has been posted on OurAFA.org. Printed copies will be made available in the bases as soon as possible.
We now have the right to vote for immediate improvements and secure our seat at the table for the next merger negotiations. The National Mediation Board used the January 22/23 Status Conference to bring AFA and the Company together in one final attempt to achieve a single agreement for US Airways Flight Attendants. The framework for that discussion was narrow. The result was improved economics for US as well as clear details on our involvement in Memorandum of Understanding (MOU) discussions related to the merger. Here is the framework of the agreement: (more…)
Dear Flying Partners:
We have secured your right to vote for immediate improvements, as well as negotiations for additional gains as a result of the pending merger. The National Mediation Board used the Status Conference to bring AFA and the company together in one final attempt to achieve a single agreement for US Airways Flight Attendants. The framework for that discussion was narrow. The result was improved economics for US Airways Flight Attendants as well as clear details on our involvement in MOU discussions related to the merger. Here is the framework of the agreement: (more…)
October 9, 2012
Dear Flying Partners:
We are meeting with our International Officers and professional advisors in Washington DC today to review possible options before us. We appreciated hearing from you over the past week as we began this process through conference call. During the voting period there was a unified message throughout the system:
We are wasting no time in taking the necessary steps for a methodical review and strategic planning. As we noted last week, public discussion may diminish our ability to exercise certain options. (more…)
September 28, 2012
Dear Flying Partners:
During the ratification process we had the opportunity to speak directly with most AFA members. Regardless of how votes were cast, we heard a consistent message that every Flight Attendant expects and needs improvements. Every Flight Attendant wants job protections. Improving conditions for all US Airways Flight Attendants and ensuring protections are in place in the event of any merger remains our collective goal.
The Tentative Agreement was the product of a unified effort by all of the leadership of AFA and it was based on the priorities defined by you. In order to produce that agreement for your consideration we had to get the National Mediation Board to schedule mediation sessions. We were able to do that within this framework:
The Tentative Agreement is not ratified. The vote was 2,704 in favor and 2,801 against, with 85% of Flight Attendants participating.
The Joint Negotiating Committee (JNC) and the Master Executive Councils (MECs) both East and West will meet to review our options.
Contract negotiations will remain under the jurisdiction and control of the National Mediation Board. Existing collective bargaining agreements (East and West) remain in place.
We encourage all Flight Attendants, whether you voted for or against the Tentative Agreement, to support each other and remain informed through ourafa.org. We may retain two separate contracts, but we must speak as one.
Dear US Airways Flight Attendant,
This Thursday, September 27 marks the end of voting for the Tentative Agreement between AFA and US Airways. This Tentative Agreement contains much needed economic improvements for Flight Attendants on the date of signing. With the airline industry consolidating, locking in the improvements and protections contained in this TA is imperative.
Over the past month we have answered hundreds of questions and provided many different electronic and in-person presentations to ensure you have the full information when making this important decision. All of that information may be accessed at www.ourafa.org. Voting ends this Thursday, September 27 at Noon Eastern Time. If you need replacement voting credentials, please call 1-800-424-2401, press 1 and then extension 706. If you leave a message, include your name, airline, employee #, telephone number and email. Calls are being returned quickly.
After reviewing all of the information provided by your Union, make sure your voice is heard. Vote.
Representing pre-merger US Airways:
Roger Holmin, MEC President/JNC
Mark Gentile, MEC Vice President
Glenda Talley, MEC Secretary-Treasurer
Terry Graf, LEC President PHL
Dianne Britton, LEC President DCA
Cathy Campbell, LEC President CLT
Audra West, JNC
Rick Knuth, JNC
Representing pre-merger America West:
Deborah Volpe, MEC President/JNC
Brian Clark, MEC Secretary-Treasurer
David Hone, JNC
Eva DeCastro, JNC
1. Flight Attendants still working over age 65 will not receive health care. FALSE.
The company must offer health insurance to active employees who are age 65 or older under the Medicare Secondary Payer Act. Additionally, the Summary Plan Description of US Airways, Inc. Health Benefit Plan states: “If you or your covered Dependent(s) are enrolled in Medicare while you are actively employed, participation in this Plan will continue as long as you are an active employee and remain enrolled. This Plan will be the primary carrier and Medicare will be the Secondary carrier.” The TA states in 26.C 4 that age 65 and post-65 Flight Attendant retirees are not eligible for medical and dental coverage. (more…)
Clarification on OPR
In our last Q and A we answered a question about OPR and have received some feedback that there is still confusion on the issue. So here is some further clarification:
Your OPR duty day always will start at the commencement of your OPR shift. The combination of your OPR duty and an assigned pairing cannot exceed 13:15 (the maximum scheduled duty day under the Hours of Service chart.) So that means if you sat OPR for three hours, the maximum duty length of an assigned pairing would be 10:15. Depending on when a pairing is assigned to you, your maximum duty day could be even shorter. For example, pairings assigned between 6 and 7 am have a shorter duty period maximum (12:15 hours.)
Example: You are an OPR that has a 5-9 am shift. Crew Scheduling tries to assign you a pairing that departs at 9 am and has duty for 10 hours. You look at the Hours of Service chart and see that the maximum duty period for a pairing that departs at the time of day is 13:15. However, since you went on duty at 5 am (commencement of your OPR) you will not be legal for that pairing because the combination of OPR duty and the pairing duty day would be 14 hours. In this example, Crew Scheduling would have to give you a pairing with a duty period of 9:15 or less. (more…)
1. Can you explain why East and West flight attendants will be paid differently in the new TA? According to the TA, East flight attendants will get their 5:00 hour minimum duty day, while West flight attendants will continue to work low credit trips until PBS implementation. Therefore, East flight attendants will make more money than West flight attendants working the same number of trips and the same number days per month. Why did the JNC feel that this huge inequity in income was acceptable?
If one simply applied the 5:00 per day variable minimum to the West route structure, West Flight Attendants would see 60% or more four-day trips. That is because when there is a variable minimum the pairing generator tries to fly the rig off. With the combined pairing solution that will go into effect with PBS implementation, the TA includes language limiting the pairing solution to 30% four-day trips in a given domicile. By not applying the variable minimum at this time, West Flight Attendants can retain a mixture of pairings. (more…)
1. “In the T/A, why did my vacation days only increase two days from the bankruptcy contract (16yrs), when prior to bankruptcy I would have had 33 days”? “Why would the union agree to negotiate a “cost-neutral” (bankruptcy equivalent) contract when we are out of bankruptcy, making more money than ever, cost of living has dramatically increased (and will continue to), our pay increase being topped out is only $1.91 over the 54 month length of contract, and management is reaping all the profits with their bonuses, stock options and golden parachutes? Why is this acceptable?”
First, it is absolutely false that the TA is cost-neutral. As has been widely reported – including by the Company – the TA increases the Company’s FA labor costs by over $40 million. Second, although we agree that we deserve more, the fact is that the over $40M is all that this management group is willing to do. Moreover, the TA positions us better for further improvements. Third, it is the sad reality that the Railway Labor Act operates to place us at a strategic disadvantage in negotiations. Though it is far from perfect, this TA is a clear improvement over the existing agreements – we are missing out on hundreds of dollars every month that goes by without the raises offered in the TA. (more…)
1. We didn’t seem to get anything for giving up our separation from the pilots, which to me was a huge work change. Plus we got nothing for preferential bidding. I do not see much difference in 1 T/A and 2 T/A. What are the differences between the two?
First, and on the contrary, we received full value for separating from the pilots as well as for instituting PBS. AFA employed two labor economists to review the Company financial data and we are confident we have received full value for the changes to the agreement. This value was costed out and applied to the wage increases. In addition, there are a number of disadvantages to continuing to co-pair with the pilots, and many advantages to PBS that have been addressed in separate Q and A responses. Lastly, there are numerous differences between TA1 and TA2. We have posted summaries of those differences under the TA Info tab, Resource Files. (more…)
Fellow Flight Attendants,
AFA is pleased to provide you with an opportunity to purchase Short-Term Disability (STD) insurance on a voluntary basis. This voluntary STD plan is in addition to any US Airways sponsored STD plan benefits that Phoenix Based Flight Attendants remain eligible for.
The attached flyer is the first in a series of upcoming information regarding the voluntary STD plan. AFA is still working with our vendor partner to finalize this program. More information will be provided in the near future.
1. My question is pertaining to T/A retirement benefits? Under the new T/A what are the retirement flight benefits for spouses and children (up to what age?)? What are the medical benefits, in retirement, for ourselves, spouses and dependent children? Also, what are the medical benefits for a surviving spouse after the death of the employee?
To understand the retirement benefits, please read the provisions of 26.C of the Tentative Agreement. Generally speaking, retiree medical benefits were modified during the East bankruptcy process and there has not been a change to those benefits in this Tentative Agreement.
Retiree pass travel benefits for spouses are provided for in 26.G of the TA. The surviving spouse and minor children of an employee who has died prior to retirement with less than ten (10) years of service, are eligible for unlimited online reduced rate and pass travel for a period of one (1) year after the employee’s death provided for in the Employee Travel Guide. The surviving spouse and minor children of an employee who has died prior to retirement with ten (10) or more years of service are eligible to receive unlimited on-line reduced rate and pass travel provided for in the Employee Travel Guide. (more…)