Base Pay Rates
-
That is not how airline Contracts are negotiated. Not only would management not agree to extend pay beyond the term of the agreement, but it would add to the overall cost of the agreement, impacting pay, retro etc.
Benefits
-
If you retire before the end of the sunset clause you remain eligible for life for retiree medical for Sub-UA. Sub CO will be able to utilize bridge medical (which ends at age 65) until the sunset date expires.
-
While we would not rule this out, it is too early for discussion. We would have to research to see if that is a possibility.
-
Currently we pay 20% and United pays 80% of the premiums for our health insurance (medical and dental). If someone falls below the minimum paid activity requirement during the accrual year (October-September), they would be responsible for 100% of the premiums during the subsequent benefit year.
-
Paid FMLA goes toward the 480 as paid activity for hours paid from the sick bank. Unpaid FMLA would count as a proration of the 480, reducing it by 40 hours per month (or portion thereof) of unpaid FMLA. (See TA2 Section 29.A.2.g)
Boarding Pay
-
4.S.1. Boarding Pay Flight Attendants shall be paid fifty percent (50%) of the pay rates provided for in Paragraph 4-A ( BASE PAY RATES), for boarding a flight based on the standard customer boarding time established by the company for the aircraft on which their flight is operating.
-
Does a screenshot of their loads from an internal employee count?
It will be the responsibility of the Flight Attendant to provide the necessary documentation to show the available capacity. (Details to be determined by JIT)
-
It will be the responsibility of the Flight Attendant to provide the necessary documentation to show the available capacity. (Details to be determined by JIT)
-
In all cases, we would say “as much proof as possible”, but this will all be determined at implementation.
Commuter Program
Electronic Notification
-
Management has said they will develop an App that will send a global push to our links if there is a loss of flight time or a change in our pairing such as a delay. Management has assured us that it will be prominent across the front of our screen. The Jit will work with management to ensure it is something we can work with and that messages can not be missed inadvertently. There is no longer the requirement to check CCS after each flight, only if there is a push notification.
Hotels
-
“Tenantable” is in the current book and is continuing in TA2. No definition other than past practice and a mutual understanding. Also, adding back in previously omitted language, “Business class hotel” and “clean and quiet”.
-
Discussions at the table made it clear that Woking does not satisfy “downtown”. And yes, the RFP process along with the new language requiring that expedited arbitration take place at the hotel in question is anticipated to help with contract compliance where hotels are concerned.
Implementation Timeline
-
Same as 6.R.1.e.(2), December 2027 per LOA 9 Appendix B
-
Any flight attendant who starts Maternity Leave on or after the Date of Signing (DOS) will be eligible for the 10 weeks’ pay; Any flight attendant who is on Maternity Leave on the DOS (started at some point prior to DOS, but is still on leave), will be eligible for the 10 weeks’ pay; Any flight attendant who completed Maternity Leave prior to DOS will not be eligible for the 10 week’s pay.
-
The full ten weeks.
Maternity Leave
RAPs
-
No one will be assigned to 24 hr unless they specifically request it.
8.G.7. ‘If a Ready Reserve cannot be assigned to any scheduled fourteen hours (14:00) RAPs during Reserve Preferencing due to legal rest, they will be assigned to go on call at the nearest half hour following the completion of legal rest, or at a time assigned by Scheduling, and will remain on call for up to fourteen hours (14:00).”
8.G.8. “In the event a Flight Attendant is assigned to a RAP during Reserve Preferencing and is subsequently unable to go on call at the designated start of the RAP due to operational delays in their previous assignment, their RAP will be adjusted to start at the nearest half hour following the completion of legal rest and they will remain on call for up to fourteen (14:00) hours.”
Retro Pay
-
Retro Pay is paid as a lump sum, with a 22% IRS withholding rate, which is lower than the withholding rate typically applied to regular paychecks.
The company calls it a “Signing Bonus” for their own tax implications
*The tax rate does not change if Retro Pay is called a one time payment.
-
Yes
-
Yes it is binding if the TA is approved.
Sit Pay
-
Sit Pay and Boarding pay do not interfere with each other at all. Both can happen at the same time as they are calculated independently.
-
We get compensated for all SCHEDULED sit time in excess of 2:30 from scheduled arrival to scheduled departure.
Sit pay is pay protected, unless you receive a reassignment, and then you are pay protected for the pairing you’re assigned.
Scheduling
-
Because management is concerned about reserve coverage as it relates to RAPS, the ability to trade with Open Time within 12 hours was removed. They explained when they had more coverage with all reserves on call 24 hours allowed for the ability to allow those under 12 hour trades.
Special Qualification Flight Attendants
-
To be implemented by the Joint Implementation Team (JIT), per LOA 9 - Implementation, Appendix B
-
That is correct - International Purser lines will be awarded in seniority order per 7.B.5.b
-
Per 4.H.2, “Flight Attendants who voluntarily complete Domestic Purser training CBT shall be entitled to the 'Trained' rates designated below:” (See table in the TA section). CBT is solely for the purposes of getting the higher pay rate.
Voting
-
The last new hire class eligible to vote on TA2 is class 2543 with a seniority date of 11-24-25.
The first class not eligible to vote has a seniority date of 12-1-25.