Base Pay Rates
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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.
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The pay rate starts on May 31st for hours flown in the June bid month.
Benefits
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Continental/CMI/United all have retiree medical plans. During negotiations for the current JCBA the company and the union came to an agreement to Sunset (end) these plans in 15 years which would be 2031. We were able to extend that to 2032.
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If you retire before the end of the sunset clause, you remain eligible for life for retiree medical for Sub-UA. Sub CO & CMI will be able to utilize bridge medical (which ends at age 65) until the sunset date expires.
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No. When the increase in the 401(k) match was negotiated, an outside healthcare actuary firm was utilized for anything related to benefits negotiations. Detailed calculations were performed to ensure the 401(k) increase was applied appropriately and equitably, so the same value went to those on the separate CO and CMI plan.
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Yes. Unpaid leaves reduce the 480-hour obligation on a prorated basis. Paid credit hours count toward meeting the threshold, while unpaid leave, including unpaid FMLA, lowers the required total proportionally.
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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.
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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.
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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)
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They cannot do that. That's not the language in the proposed TA, so they can't arbitrarily change it. And it's not a policy it's Contract.
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Special COLAs will qualify towards the 480 as a proration of 40 hours/month.
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Occupational leave counts toward the 480-hour requirement. Hours paid from sick bank apply directly toward the threshold. Any unpaid portion reduces the obligation through the 40-hour proration.
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The 480 language includes Medical and dental.
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No, it does not count as paid activity or proration toward the 480.
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The agreement includes a 1% increase to the 401(k) match. However, combined with the higher wages, that 1% translates to 45% more actual pay going into each person's 401(k).
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Yes, it is considered “Paid Activity,” which counts toward the 480.
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Yes, it is considered “Paid Activity,” which counts toward the 480.
Boarding Pay
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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.
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Boarding pay starts at the date of signing.
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Boarding pay is paid to the crew Members who actually work the departing flight.
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Boarding pay is paid for the scheduled boarding times, regardless of the actual time it takes to board customers. After the scheduled departure time, in the suggested scenario, the rules of Holding pay take effect
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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)
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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)
Commuter Program
Electronic Notification
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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
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“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”.
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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
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Same as 6.R.1.e.(2), December 2027 per LOA 9 Appendix B
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During negotiations the Company’s IT department was involved to ensure that the things that were being negotiated could be implemented. While the parties are certain that things can be implemented, some changes require other things to happen first, a good example of this is the elimination of the Qualified Sub-base prior to implementation of RAPs. The JIT will meet within 90 days of ratification to further solidify the timeline.
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The programming complexity is significant. The joint implementation team must assess what is needed before committing to dates.
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There is a rumour going around that if the TA passes Flight Attendants who were hired after 2023 would somehow be subject to furlough. That is FALSE and appears to be intentionally misleading. In fact, the exact opposite is true. This Tentative Agreement contains a no Furlough Clause in Letter of Agreement 18 which, if the TA is passed, will protect new hire Flight Attendants from furloughs.
LOA 18 provides that: “Prior to the amendable date of this collective bargaining agreement between the Company and AFA, the Company shall not furlough any employee who appears on the United Flight Attendant System Seniority List(s) with a Flight Attendant seniority bid date of March 24, 2026 or earlier.” The only exceptions are the standard force majeure clause, which includes events beyond the company's control.
Letter of Agreement 18
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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.
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The full ten weeks.
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Parental leave pay is effective at date of signing. Flight Attendants who are on a Maternity Leave as of Date of Signing (DoS) are eligible for the 10 weeks pay benefit.
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The requirement for 480 hours doesn’t take effect until 2028 (with accrual being calculated beginning in October 2026). The requirement for 480 hours only applies for eligibility of subsidized healthcare.
Maternity Leave
RAPs
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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.”
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NO, Raps are an on-call period, not duty time.
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Yes.
Reserve
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Yes
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There was no change to the process for Reserves to pick up on days off.
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There was no change to the process for Reserves to pick up on days off.
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On off days, reserves can pick up OPEN TIME once per month. Unlimited pick up for White and Purple flag.
Retro Pay
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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.
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Yes
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Yes it is binding if the TA is approved.
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No. You have to be active with the company on the day that the retro is being paid out.
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Yes. TA1 had $595 million. TA2 has $741 million, which is close to a 25% increase.
Scheduling
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Yes. Under the JCBA, If the operation permits as determined by Scheduling open time trades may be considered inside twelve hours under the 12-hour rule. This has remained in TA2.
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There are only 2 working segments total regardless of check-in time if there is a Red-Eye involved. There could potentially be a non-convertable DH. If the Red-eye duty day is scheduled to 14 hours, then there can strictly be only two flight segments.
Scope
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The language provides that we are covered by the pilot scope language as amended, so we would capture any future changes to scope. That is no different than under the current Contract, as the Pilot agreement is where all the limitations on United Express and other flying are found. The pilots take scope negotiations very seriously and, as they have explained, have been successful in limiting United Express flying over the last two decades.
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The Company currently could choose to introduce smaller aircraft under the current contract, but choose to do that under the United Express flying. TA2 provides if the Pilots operate a flight, then we operate that flight. In the unlikely event the company chose to staff 50 seaters with United Pilots then that would be our work. But it would be an expansion of flying and would be bid upon like any other line. The idea that any current Flight Attendant would be forced to fly a 50 seater is unlikely, speculative and remote.
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The provisions on ownership of a wholly owned carrier are narrowly crafted to only include a United Express Carrier and would not apply to the JetBlue merger. We retained all of our existing language in LOA 16 regarding company ownership. Our language would help in future mergers because by linking our flying to the Pilots it would help prevent the company from stalling any future merged contract negotiations.
Sit Pay
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Sit pay applies when your scheduled or rescheduled sit time exceeds 2 hours and 30 minutes. "Rescheduled" in this case means reassignment, modification or drafting. It does not include operational delays or early arrivals.
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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.
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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.
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Yes. The Duty Rig (6.A.) has been in place for a long time and remains unchanged. The Duty Rig provides one hour of pay for every two hours on duty, calculated across the pairing, and is in addition to both Sit Pay and Boarding Pay.
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Sit pay takes effect January of 2027.
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That is the expectation. When the same provision was added to the pilots' contract, there was an almost immediate reduction in sit time built into pairings.
Special Qualification Flight Attendants
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To be implemented by the Joint Implementation Team (JIT), per LOA 9 - Implementation, Appendix B
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That is correct - International Purser lines will be awarded in seniority order per 7.B.5.b
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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.
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Yes, the increase for International Purser Applies to all those eligible for the pay rate. Once the Sub-bases have been eliminated, those Reserves, who have the Qualification will receive the Override when they work the International Purser position. Likewise is true for the reduced rate for those who are not International Purser Qualified.
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Yes. Once the sub-bases are eliminated, they can pick up anything out of open time that they are qualified for.
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There won't be language reserves with the elimination of sub bases going forward. A reserve may get skipped over if the company sees that there may be a trip that requires their language qualification.
Voting
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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.