Questions about the specifics of the Tentative Agreement should be emailed to firstname.lastname@example.org. We will answer your questions directly and update this page with new questions we receive. The Q&A’s are organized by relevant sections:
- Compensation (Section 18)
- Reserve (Section 23 -New Section)
- Deadhead (Section 19)
- Scheduling (Section 5)
- Hours of Service (Section 6)
- Uniforms (Section 15)
- Insurance (Section 16)
- Traveling & Moving Expenses (Section 17)
- When Will the Tentative Agreement Take Effect?
Many economic improvements will go into effect on July 1, 2019, right after ratification.
- Pay increases
- Per diem increases
- Holiday pay
- Hotels in domicile
- Increase in sick leave accrual
For example, if the Tentative Agreement is ratified all Flight Attendants will receive DOS (Date of Signing) pay increases on July 1. Those Flight Attendants working on the 4th of July, holiday pay will apply. This is 150% of base pay, at the new higher DOS rate. 50% of the hours will go above guarantee.
Other items that require more computer programming or affect schedules such as Min Day, deadhead pay, and the optional $40 parking stipend will take effect in the bid months following ratification.
A full list of the contract improvements and the date they become effective may be found in the Implementation Letter of Agreement (LOA) at the end of the Tentative Agreement.
An implementation timeline for a TA is standard in the airline industry. Some items can be put into effect immediately while others require computer programming changes that only happen once the TA is ratified. And others require schedule changes that will take a few bid periods before they can take effect.
Compensation (Section 18)
- How does our pay compare in this Tentative Agreement?
If this Tentative Agreement is ratified we will have the highest pay among regional airlines. After the first year through year fifteen (where the majority of Flight Attendants will be progressing through the wage scale during the contract), our pay is approximately 10% higher than the next airline and as much as 30% higher than the lowest pay scales. This doesn’t include the per diem increases and other pay factors that make our overall compensation even higher than the difference in the wage scales. Even if the Tentative Agreement is ratified, AFA is not satisfied with this wage scale and will continue fighting on several other fronts to increase our pay. No matter the outcome of the vote we will keep fighting for more. This is a fight that’s taking place not just at Endeavor or just in the airline industry and we have to keep organizing to push back on the inequality in our country. Locking in these wages now improves our ability to continue that fight with more money in your pocket while we do so.
- What is DOS?
DOS stands for Date of Signing. This is the day the contract goes into effect. If ratified, this agreement Date of Signing is July 1, 2019.
- What is DOS+1/2/3?
This is the Date of Signing plus a number of years. For example, if the language states DOS+2, it means 2 years after DOS, or July 1, 2021.
- Can you please explain further about the pay scale DOS+1, DOS+2, 3-4, & amendable date? What is the difference of those dates (date of signing & amendable date)? And once the TA is approved, what pay rate will be my pay per hour? I currently have 1 year and 1 month to be exact.
Our contracts do not expire. They become amendable. The amendable date in this Tentative Agreement is 6/30/2024. The Negotiations for the next contract may begin 6 months prior to 6/30/2024. DOS means Date of Signing, the effective date of the new contract. That date is July 1, 2019. Your pay rate on July 1, 2019 would be $23.99, then increase to $25.61 on your year two anniversary date. You will get two raises a year if the Tentative Agreement is ratified.
- What is a weighted average?
A weighted average means that different steps received different percentage increases. These increases ranged from 4%-18% and when averaged out it came to 8.2%. The 8.2% average is the weighted average of all the step increases. Most steps saw an increase of between 7%-10% at Date of Signing (DOS).
- If the TA is turned down, will the next TA contain retro pay?
We would have to negotiate for retro pay. It is not guaranteed.
- Minimum day 3+ 2 yrs etc. Is that if employee has been in the company for 2 years etc?
The 3 hour minimum day credit for multi-day trips will go into effect on the first day of the September 2019 bid month. In two years, on the first day of the July 2021 bid month, that minimum day will increase to 3.5 hours. Two years after that, on the first day of the July 2023 bid month, it will increase, again, to 4 hours.
- If a Flight Attendant is not working or has day off on holiday, is she/he still getting holiday pay?
A Flight Attendant who is on a trip during a contractual holiday will get holiday pay. If there are no flight hours worked on the holiday, she/he will get holiday pay based on the Min Day credit (3, 3.5 or 4, the Min Day increases during the agreement) on the holiday.
- Please help me understand the difference with 4 hours credit for IRT. Don’t we already get 4 hours credit for IRT?
The language in the Tentative Agreement is current practice that the company could change at any time. Our contract does not specify how many hours we are paid for IRT. The new language confirms the 4 hours in our contract, which would mean the company cannot change it without our approval.
- Why does the Min Day Get Implemented in Stages?
The Min Day was a significant fight at the bargaining table and there was no way we were reaching an agreement without obtaining this for Flight Attendants on both lineholder and reserve status. Management was absolutely opposed to this, but with your help and collective voices together we achieved movement at the table. We set a new standard among regionals because we made sure this applies to all Flight Attendants and the only way we could get it into the agreement was to set a timetable for implementation. Calendar Min Day is one of the most expensive items in negotiations. To stagger it over 4 years allowed us to put much needed money towards our wages, which has an impact on every other area of the agreement. Graduated implementation can also be a benefit to Flight Attendants as we get used to the look of the new schedules with Min Day applied. We will be able to gradually experience the change and if the Tentative Agreement is ratified we lock this provision in to start our next negotiations from a higher standard.
- About minimum days credit, for example, if you have been given a 2 day layover on YHZ or YOW, do you still get paid for those days even though you don’t have a flight scheduled on those days?
Yes. The Min Day applies. The day without a duty period is referred to as an “idle day,” which is credited with the Min Day value.
- How does Min Day apply to Reserves?
Having a Min Day will make it more likely that reserves will meet or exceed their guarantee. The current contract does not have a Min Day, but having a Min Day will cause crew scheduling and the optimizer to build more productive trips as they do not want to pay for flight hours not worked. This will cause trips to be worth a higher number of flight hours overall which in turn makes it more likely for reserves to meet or exceed guarantee. If the Tentative Agreement is ratified, this provision is the highest among regional airlines as it applies to all Flight Attendants and not just lineholders.
- I’m confused...what is the difference between a calendar Min Day and a Min Day based on duty?
There are several types of Min Days: 1) calendar, 2) duty based, 3) averaged, and 4) a calendar day based on start and end times. We negotiated the best of these four types – the calendar Min Day. This provides us with the most pay, credit, and schedule efficiency for Flight Attendants. A duty based Min Day only provides credit on the days that you are actually scheduled flight hours.
A calendar Min Day ensures that any time you are at work you are receiving pay for a minimum amount of hours each day - this includes days when you have a long layover such as YHZ where you may sit for 29 or 54 hours. On the day(s) when you are sitting in a hotel in our current contract you receive no pay. But if the Tentative Agreement is ratified, we would receive 3 hours for each day you are “idle,” increasing to 4 hours.
- Why would we include a definition for an Idle Day? How did this help us?
Including this definition is a protection for us because “Idle Days” have always existed, but we were never paid for them. If the Tentative Agreement is ratified, this definition works in tandem with our min day language. Our new min day language ensures that we are paid whenever we are at work, including on an Idle Day in a hotel.
- The pay scale does not appear to reflect any momentum for someone with my longevity (5 years). I studied a pairing that had no deadheads or Holidays and I really did not see any major changes in the take home pay.
The Tentative Agreement pay scale is higher than any other regional airline wage scale. A SkyWest Flight Attendant at 5 years makes $26.89 and in our tentative agreement, wages for a 5-year Flight Attendant are $29.69, a nearly two dollar an hour immediate increase and $2.80 an hour more than SkyWest. It is important to remember that if the Tentative Agreement is ratified, all Flight Attendants with 15 years or less will receive two wage increases a year, for each of the five years of the contract. A Flight Attendant with 5 years seniority will increase pay by 40% over the life of the agreement, based on the wage scale alone. It’s more than that with other pay factors. Higher wages, a calendar day min day, higher deadhead pay, as well as additional sick leave, and higher vacation credit are all part of a total compensation package that is the highest in the regional industry.
- Spirit and Frontier have higher wages. Why shouldn't we be paid the same because we do the same type of flying?
Good question! We believe all Flight Attendants should have the same pay and benefits for doing the work of aviation's first responders. Here's the reality of what we have to fight to make that happen. Spirit and Frontier are not regional airlines and they are not "competitors." At the negotiating table across the industry, management (and the National Mediation Board) compares Flight Attendant costs based on the type of flying and direct competitors – and major airlines can force low costs for regionals because there is so much competition for our flying. This Wall Street-driven structure is not one we'll beat in just one negotiation. We pushed Endeavor to pay more than any other regional in this Tentative Agreement so we could get money in our pockets and better schedules as soon as possible. Locking this in allows us to take a step up, start the clock toward the next negotiations, and immediately continue the fight for more money on a legislative front from a better position.
- Did the negotiating committee get all the money out of the company that it could?
There is no doubt we got every penny out of management we could in this Tentative Agreement. We would not have brought this to you for consideration if we believed anything was left on the table.
Reserve (Section 23 -New Section)
- How does holiday pay affect reserves?
Reserves that work a trip over a holiday will receive holiday pay in the same way a lineholder will. All flight hours worked on the holiday will be paid at 150% of your hourly rate, with 50% of the hours going above guarantee. If a reserve is assigned to airport reserve but does not fly, she/he will receive the X hours at 150% with 50% of the hours going above the 75 hour monthly guarantee.
- Why do reserves only get cancelation hotels in base if they drop below 10 hours? Won’t this mean they’ll never get hotels with 10 hours rest now being law?
This is a significant improvement for all Flight Attendants. The company would not agree to the exact same provisions for lineholders and reserves, however. Typically reserves will get reassigned or released, but in the event they do not, they now have contractual language that ensures they will receive a hotel. When this language was negotiated the rest rule had not been passed, and to date has not been implemented. Until it does this allows contractual protection for reserves. Once the 10 hour rule is implemented, we have the ability to approach the company to adjust this to reflect the new rule. Without this in the contract we would not have the same standing to be able to do this.
Why was Reserve call out increased for LGA/JFK but not other bases?
Call-out times were increased in the NYC bases due to the extensive construction in and around both airports. Management originally wanted to reduce call-out times in other bases in return for the increased call-out time in NYC but we refused. NYC-based Flight Attendants desperately need this relief and other bases should not have to pay for that.
Deadhead (Section 19)
- Why is deadhead pay 100%, but deadhead credit 75%?
This is a significant improvement for us. Our current contract provides 50% pay and 50% schedule credit for deadheading. If the Tentative Agreement is ratified we will have the same language as the pilots which is 100% pay credit and 75% schedule credit. This ensures that Flight Attendants will be paid 100% for our time.
Scheduling (Section 5)
- What is the credit push?
The credit push did not change in this Tentative Agreement. It occurs when flying is “forced” on a line of flying up to a maximum of 100 hours because all flying must be covered.
- How will Min Day help with the credit push?
The Min Day will require the company to build more efficient trips for Flight Attendants. This will reduce the number of days off impacted in the event of a credit push.
- Why is there CDO language in the Tentative Agreement if we no longer have CDOs? Is this new language?
This is not new language. We did not remove it because it continues to protect this flying if it returns to our schedules. This means the contractual language and protection regarding pay and scheduling for CDOs.
Hours of Service (Section 6)
- Why is there a 90 hour credit max?
In the negotiation survey we had an overwhelming response from Flight Attendants who were exhausted from flying up to 100 hours a month with a minimum amount of days off (typically 11 due to the credit push). In addition to the comments in our survey we received emails from Flight Attendants from very senior to the most junior asking if it were possible to limit the hours management had discretion to put in our schedules. Also, our Min Day and higher deadhead credit will produce more efficiencies for Flight Attendants by way of more productive pairings that will help to eliminate the credit push. Putting all of these provisions together will significantly shift management control of our schedules to greater control and flexibility for Flight Attendants.
- If the 90 hour cap doesn’t work, is there anything that can be done?
Yes. When a contract is negotiated the impacts of any language changes/additions are discussed at length so that both sides can be prepared for how it will work in the real-time operation. However, once the new language goes into effect if it is not working as intended management and AFA will meet to address the issue. Often times this results in a Letter of Agreement (LOA) or Memorandum or Understanding (MOU) that changes or clarifies the language to solve the problem. Your AFA leadership is committed to continually monitoring all new provisions in the TA to ensure they are benefitting all Flight Attendants as intended.
Why is bidding closing a day earlier?
This was negotiated as an advantage for Flight Attendants. When the current language for the bidding timeline was negotiated technology was not as advanced as it is today. We now have the ability to bid on our SkyPro and shortening the bid period allows for a longer time frame for Flight Attendants to file for a misaward (an extra 24 hours), and it also allows us to get our schedules and start trading a day earlier which allows us to plan our schedule for the following month sooner.
- Why did we add a 13 hour duty day to the contract?
Federal regulation maximum for scheduled duty day is 14 hours, or more if the crew is augmented. While we have a practice of scheduling up to a maximum of 13 hours within PBS already, this protection was not in our contract. It was important to lock this in with contract language so management doesn’t have the discretion to change it up to the federal maximum.
- What does the 14 hour duty day refer to then?
The 14 hour duty day is a limit outside of PBS line construction and it limits any rescheduling to 14 hours, also better than federal regulation.
- Why do we have 16 hour duty days in the operation?
The federal regulations have no limit to duty days in the actual operation, so it’s important to lock in a maximum in our contract. The 16 hour language in Section 6.F.3. was not added as part of this negotiations. It was a grievance settlement we gained in April 2018 and here’s that communication. The language of the settlement is then incorporated into the next contract printing and that’s why it looks like new language. This is a contractual protection that’s better than federal regulation and it puts limits on the company about how this can be done. Further, if flown in excess due to conditions beyond the company’s control, the Flight Attendant is guaranteed a minimum of 10 hours rest free from duty and a consecutive maximum duty day of no more than 12 hours. It also ensures the order of assignment and pay protections of Section 18.G.4. are applied.
“In circumstances where delays would require a Flight Attendant to fly to the FAR limitations, the Company will minimize these occurrences through the use of reserves consistent with the needs of the operation. If a Flight Attendant is extended beyond fourteen (14) hours, he/she will be paid for all time flown in excess of fourteen (14) hours at one hundred percent 150% of his/her hourly rate of pay. If a Flight Attendant either agrees to, or in actual operation is required to, remain on duty in excess of fifteen (15) hours in a duty period, he/she shall receive two-hundred percent (200%) of his/her applicable rate of pay for all time flown in excess of fourteen (14) hours.’
- How the improved hotel language for rooms in base work?
Section 6.E.4 of the Tentative Agreement addresses hotels when there is a reschedule. While this will apply to cancellations (which is why they’re often called cancellation hotels) the language we negotiated will apply whenever a Flight Attendant is scheduled to overnight in an out station, but is rescheduled to spend the night in his/her domicile. It does not require a flight cancellation.
Lineholders will be given a hotel any time they are rescheduled during a trip to spend the night in domicile. Reserves will be given a hotel any time they are rescheduled from an outstation to a night in base and have less than 10 hours rest. Once the 10 hour rest provision of the new FAA bill takes effect we will meet with management to address updating the contract language to ensure reserves are still given hotels for reschedules in domicile.
- It is written FA except for resv upon request be given hotel accommodations in accordance with Section 17.A. at company expense. A resv same as above expect a hotel in the airport vicinity if rest period is sched for or actually results in less than 10 hrs of rest between duty period. My question and concern is it doesn’t say in airport vicinity for a line holder. Is this left open to any location that is in accordance with Section 17., meaning 30 mins or longer away?
The guarantee for a hotel in the airport vicinity for Reserves was added in recognition of the short rest period required to trigger the hotel. There may be instances where a lineholder has a much longer rest period between flights and this gives her/him the possibility of going to a non-airport hotel rather than being stuck at an airport hotel on a long layover. The AFA Hotel Committee will work with management upon ratification to ensure lineholders are not being sent to distant locations when they should be closer to the airport.
Sick Leave (Section 13)
- How does the sick leave fly back program work?
This is a provision that is totally at the option of the Flight Attendant. It is a new program the committee negotiated to have the option to replenish our sick bank when we have to use sick time. In the month following a sick occurrence you can pick up from company open time and designate the trip as “Sick Leave Fly-back.” The hours from the Fly-back trip will be used to replenish the hours used in the month prior. So, if you use 10 hours of sick time in January and pick up a 15 hour trip in February and designate it as Fly-back, 10 of the 15 hours will go back into your sick bank. This can be a lifeline for some people who experience intermittent health issues. It allows people to ensure they have the sick bank available when they are sick and they are able to work when well so the hours are available for pay when they are not able to fly for health reasons.
Uniforms (Section 15)
- Why did the uniform bank cap get lowered from $600 to $450?
The uniform allowance was increased for all Flight Attendants and management is responsible for covering the cost of a complete uniform when a new uniform is issued. We also changed the definition of a complete uniform to increase flexibility for us. We made sure that for this next uniform rollout all of us will be able to keep the uniform bank we’ve accumulated because the reduction in the uniform bank cap will not go into effect until 2021 if the TA is ratified. At that point management has indicated that unlike the current situation, a full complement of uniform pieces will be readily available for purchase year-round, which will reduce the need for the $600 cap on the uniform bank. If this changes for any reason your AFA leadership will meet with management to discuss a delay in the implementation of the cap.
- Why did the uniform definition change?
This is an improvement. It provides more flexibility for Flight Attendants. Currently there is a set definition of uniform pieces, but it doesn’t take into account Flight Attendants’ different preferences (some like pants more than skirts, or dresses more than pants, etc.) By expanding the language it will give Flight Attendants the flexibility to pick the items that best work for each person.
Insurance (Section 16)
- Did the insurance premiums go up? It looks like they increased dramatically.
No. The Tentative Agreement maintained our current insurance and put a cap on how much the company can increase the cost of it. The OAP premiums are just the updated monthly premiums for the calendar year 2019. The old rates listed in the contract are from 2013. We successfully locked in no increase to the Flight Attendant contribution percentage rates.
Traveling & Moving Expenses (Section 17)
- About the parking stipend of $40, did all Flight Attendants get this additional stipend pay of $40 or only those Flight Attendants using the parking?
The parking stipend is for all Flight Attendants who do not have company-paid parking. It will go into effect with the September 2019 bid month.
- Why did we agree to a 5 year deal?
Management wanted a 7 year deal, and pilots have a 6 year deal. We held them to 5 years and added a 6 month early opener to begin negotiations after 4 and a half years. We were able to lock in additional improvements at the 5 year mark that puts our per diem higher than the pilots and adds a 2.5% wage increase. Those two items have a value of several million dollars and are well worth the extra 6 months. This also puts us in a better position as we start the next round of negotiations.
What is the dollar value of the contract?
This Tentative Agreement provides an additional $50 million to Flight Attendants over 5 years.
- Why wasn't the Call-In Honest policy improved?
This policy is currently not in our contract. We spent a lot of time on this issue. Management was adamantly against adding any Call-In Honest language to the contract. They did not want to take a company policy that can be changed or rescinded at any time to be put in a binding contract. However, we knew that without the contractual protection the policy was out of our hands with no means of enforcement. We argued hard and detailed the many issues commuters face. Finally management relented and agreed to add the policy, as is, to the Tentative Agreement. If ratified, management cannot change it in any way without direct negotiations with AFA and we have a basis for negotiating improvements in the future. And if the policy is not followed we now have a means of correcting those instances through the grievance process, something not available to us as long as it remains a company policy.
- Are we getting profit sharing?
Not at this time. Profit sharing comes from Delta and Endeavor management does not have the authority to extend profit sharing to us. While we all know this is unfair because we contribute to Delta's success, but Endeavor management was not given authorization from Delta to negotiate this. Remember that without a contract for Flight Attendants at Delta, management can change or take away their profit sharing at any time and they want to keep that control. We encourage everyone to write to Delta management and express their feelings on this issue.
- If a RSV Flight Attendant will get an additional 1 day off per month, is the Lineholder also getting an additional day off?
No. Lineholder days off didn’t change in the Tentative Agreement. However, the Min Day will produce more efficient schedules and this is expected to help increase the number of days off in line awards.
- Why is the contract not retroactive to January 1, 2019? What would the actual beginning and ending dates of the contract be? I understand DOS; but what is DOS+1.
The implementation dates for specific provisions which don’t begin upon ratification of the contract are spelled out in the implementation sideletter. Our contract only became amendable four months ago (because negotiations for this TA began early) and that is why there isn’t retro pay. Please see Compensation, questions 2, 3, 4 and 7 for answers to the DOS question.
- Who was at the negotiating table for AFA?
The negotiating committee (four Flight Attendants who work under our contract) and professional negotiator were present at all sessions. At certain sessions, especially those focused on economics, the AFA-CWA Director of Collective Bargaining (also an attorney and widely-respected labor historian) and Int’l Economist/Research expert also joined. There were also sessions where other senior negotiators joined the committee to lend their expertise on the industry and specific contractual provisions.
- Did AFA use a staff negotiator?
Yes. Our professional staff negotiator is also an attorney. Before he began his legal career he also worked as a Flight Attendant, which provides an additional advantage for us because he understands the unique challenges of our careers.
Why is it important that we reached a Tentative Agreement so soon after the amendable date?
Airlines have often saved millions of dollars by delaying the negotiations process and avoiding paying for any negotiated improvements for years. In recent years average contract negotiations throughout the entire industry have reached 5 years in length. Flight Attendants are hurting now and the MEC was adamant about pushing for a process that could produce an agreement as soon as possible to lock in improvements while we continue the fight on several other fronts. Especially as Flight Attendants have struggled with degrading schedules we pressed forward to lock in economic improvements and minimum day credits to stave off the harm that was causing many to have to consider a different career. It is proven that people who get advancements and some relief are far more likely to keep up the fight for what they truly want and deserve. That is the purpose of the tentative agreement and the opportunity to vote on improvements while we continue our fight for more.
There were errors in the Tentative Agreement that was posted - why wasn’t this proofread?
The document was reviewed and proofread several times and our interest was in getting it to you for viewing as soon as possible. Just like any document with hundreds of pages there are bound to be typos found even after multiple rounds of proofreading and editing. Any identified issues have been corrected and we appreciate those who identified what they found. We will continue to review the document and make any necessary proofreading corrections until a ratified agreement results in contract printing.
Vote Questions and Answers
1. When can I cast my vote?
Voting opens Thursday, June 6, 2019 at Noon ET
Voting closes Thursday, June 27, 2019 at Noon ET
2. How do I cast a vote?
Voting is done electronically by phone or internet. Balloting is conducted electronically through VoteNet Solutions, the leading provider of secure on-demand voting and balloting software and telephone voting for unions, membership, trade and other organizations. The member voting credentials are provided directly to the printer used by VoteNet and do not pass through AFA. Duplicate instructions are also only provided by the VoteNet system. A link to the VoteNet secure site is accessible through OurContract.org once balloting opens. Simple voting instructions are included on the back cover of this booklet.
3. Once I cast a vote, can I access the system again if I change my mind?
Once a ballot is cast, it cannot be changed.
4. What should I do if my voting instructions don’t arrive or I lose them?
Call the AFA Ballot Help Line Monday-Friday from 9:30 am to 5 pm ET at 800-424-2401, press 1, and extension 706. Outside of office hours, leave a message. Your message will be returned the following business day.
5. Who Votes on a Tentative Agreement?
Eligibility to vote will be determined prior to the ballot mailing. The Tentative Agreement (TA) summary and balloting instructions will be provided to all members eligible to vote, including members who have the opportunity to become eligible during the voting process.
All active AFA Members in good standing (dues current, active AFA member) are eligible to vote. Members ineligible due to non-payment of dues will be notified when attempting to vote and will be directed to the AFA Membership Department to become current in order to vote.
Inactive Members (Leaves of Absence of more than 3 months, etc.) may choose to “leave and remain active” to continue payment of dues during the leave in order to be eligible to vote. Contact the AFA Ballot Help Line at 800-424-2401, press 1 and extension 706, to complete the process to “leave and remain active.”
New Flight Attendants who are scheduled to become a dues paying member (four months of flying) before the ballot closes will be able to vote during the entire period the ballot is open.