AFA-CWA & CPA TENTATIVE AGREEMENT (T/A)

(T/A becomes a contract when the membership votes YES)

OVERVIEW

Our number one priority in this bargaining was increasing retirement security for USA based Cathay Pacific Cabin Crew. Because we are not covered by social security, we fought for company-provided retirement benefits. This Tentative Agreement includes:

  • Up to a 10% employer contribution (4% automatic and 6% match).
  • Wage increase of 8.79% over this 3 year agreement.
  • Elimination of Schedule C pay rates with crew progressing to Schedule B pay rates.
  • Holiday Pay of 1.5 times the applicable schedule rate for those working Thanksgiving Day, Christmas Day, New Years Day, or Independence Day.
  • $300 U.S. signing bonus for those on Schedule A or B prior to ratification.
  • One of the most important provision is legally binding grievance and arbitration system protecting against arbitrary discipline.

  

DETAILED SUMMARY[1]

401(k) CONTRIBUTIONS - Sec. 18.B.1 through 18.B.5

  • 4% Employer Contribution whether crew contributes or not.
  • All 2019 earnings will be matched at 4% whether you contribute to a 401(k) or not. 4% lump sum checks will be paid out to all crew for 2019 once the plan has been amended to accept the new 4% Employer contribution. (The rules do not permit retroactive contributions)
  • 6% Employer matching contribution: crew will receive an additional match when making personal contributions. The match begins at a 5% personal contribution and continues to a cap of 10%. So if you contribute 10% to your 401(k) you will receive the 4% Employer contribution plus the 6% Employer matching contribution for a total 20% contribution each year. 

1. 4% Employer contributions (no Employee matching contributions required) and,

2. Up to 6% Employer contributions when matched by Employee contributions

Employee Contribution

Employer Contribution

Total

0%

4%

4%

1%

4%

5%

2%

4%

6%

3%

4%

7%

4%

4%

8%

5%

5%

10%

6%

6%

12%

7%

7%

14%

8%

8%

16%

9%

9%

18%

10%

10%

20%

11%

10%

21%

12%

10%

22%

13%

10%

23%

14%

10%

24%

15%

10%

25%

16%

10%

26%

17%

10%

27%

18%

10%

28%

19%

10%

29%

20%

10%

30%

21% to 90%

10%

31% - 100%

*Subject to IRS limits which may change from time to time

 

COMPENSATION:

Wage IncreasesSection 18

  • 2.75% retroactive to January 1, 2019, T/A Section 18.A.1.i
  • 2.8% effective January 1, 2020, Section 18.A.1.ii
  • 3.0% effective January 1, 2021, Section 18.A.1.iii

Back-pay - Sec. 18.A.1.i

  • 2.75% in addition to all wages already earned during 2019. Once payroll can implement the new wage schedule back-pay will cease to accrue and will be paid out in the second payroll thereafter. 

Elimination of Schedule “C” - Sec. 18.A.2

  • Schedule “C” wage rates shall be terminated upon ratification of this T/A – all crew compensated pursuant to Schedule “C” shall be progressed to Schedule “B,” at which time schedule “C” will be terminated. 

$300 Signing Bonus - Sec. 18.A.3

  • Upon ratification of this Agreement all crew on Schedules “A” and “B” prior to ratification will receive, in the second payroll, a signing bonus of $300.00 U.S..

Ground Pay Rate Security - Sec. 18.A.4

  • Ground pay rates are now contractually guaranteed to be equal to the highest minimum wage in each base, crew will get the greater of either state, municipal, city, or port authority minimum wage. 

Holiday Pay at 1.5 times scheduled rateSec. 20

If a cabin crew operates a flight duty which reports on the following holidays, they will be compensated at 1.5 times for the relevant sector:

  • New Year’s Day
  • Independence Day (4th July)
  • Thanksgiving Day
  • Christmas Day

Base Closure/Severance Pay - Sec. 18.D

  • Upon a base closure all affected crew will receive four days of pay for every year of service up to a maximum of 10 years. 
  • Base Closure Transfer process. - Sec. 17.E

Missing, Internment & HostageSec. 5.A

  • If crew are interned they will receive salary, pension contributions and medical benefits throughout the internment for a maximum period of two years.

 

ROSTERING:

  • Increase PG Days from one (1) to three (3). 19.B.3
  • CPA's Approved Flight Time Limitations Scheme (AFTLS) approved through Hong Kong Civil Aviation Department (CAD) controls rostering legalities and is laid out herein.

 

GRIEVANCE & SYSTEM BOARD PROCEDURE:

  • Just Cause requirement for discipline or discharge. 11.B.1.a
  • Crew have the absolute right to union representation. 11.B.1.b. et.seq.
  • This is legal job protection! It means crew are NO LONGER “at-will” employees.
  • Grievance Procedure – there is now a contractual dispute resolution system for discipline cases and for contractual interpretation cases. When the T/A passes AFA can represent you in a formal grievance process. 11.B.,C.,D., & E.
  • System Board of Adjustment – When the T/A passes all crew will have the right to have disputes heard in front of a neutral arbitrator in the System Board of Adjustment; this is a special dispute resolution forum designed specifically for airline crew. 12
  • The Company and the Union will split the costs equally for dispute resolution. 12

 

TRAINING:

  • Training procedures are now contractual, including: dates of training ( 14.B), travel (Sec. 14.C), compensation (Sec. 14.D & 14.J), 9 hour time limitations (Sec. 14.E), retest rights in cases of failure (Sec. 14.F), and single occupancy hotel rooms (Sec. 14.K.).

 

UNION BUSINESS: 

  • AFA-CWA is your exclusive bargaining representative. 1.A
  • Once ratified your contract is binding upon successors if CPA were sold or merged into another carrier. 1.C
  • Union officers and representatives can now be rostered off so they can represent crew in every capacity. 16
  • Merger Protection: your date of joining/seniority is protected. 2.A

 

GENERAL:

  • Right to notice anytime unfavorable material is placed in crew file. 17.B.2
  • Crew may provide written comments to material is placed in crew file. 17.B.2
  • Disciplinary letters and derogatory information will not be considered after 24 months from date of issuance if no similar discipline has issued. 17.B.4

 

ANNUAL LEAVE: Sec. 20

  • Annual leave accrual is now protected by contract as follows:

Category

Days per Year

Inflight Service Manager (ISM)

35

Senior Purser (SP)

28

Flight Purser (FP)

28

Bar & Cabin Flight Attendant (BC) > 3 years

28

Bar & Cabin Flight Attendant (BC) < 3 years

21

MEDICAL EXAMINATIONS: - Sec. 21

  • There is now an objective medical examination process whereby crew can seek the opinion of their own doctor if they dispute the findings of the Company doctor. 21.G.

 

 LEAVES OF ABSENCE – Sec.22

Once ratified the contract will provide:

  • Personal Leave – 22.A
  • Medical Leave – 22.B
  • Maternity Leave -22.C
  • Paternity/Adoption Leave – 22.D
  • Family and Medical Leave – 22.E
  • Jury Duty Leave – 22.F
  • Military Leave – 22.G
  • Company Unpaid Leave – 22.H
  • Worker's Compensation Leave – 22.I
  • Bereavement Leave – 22.J
  • Union Leave of Absence – 22.K
  • General Leave Provisions – 22.L
  • Voting Leave – 22.M
  • State Law Leave Provisions – 22.N

 

SICK LEAVE: Sec. 23

  • Sick Leave accrual of 12 days per year accrued at one day per month is now contractual.
  • Sick Leave accumulation to a maximum of 120 days is now contractual.

 

INSURANCE: Sec. 24

  • Medical, Dental, Life, AD&D, Short Term and Long Term Disability are now all contractual.

 

 

[1] July 2, 2019 Summary

Share this: