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Tentative Agreement Summary

Summary Booklet PDF

Compensation and Other Key Economic Improvements

Higher Hourly Wages

How to walk through the pay scale

For many years, our pay rates have been locked in place below industry average and stagnant for those reaching a top out at 15 years. With the new pay scale wages go up for all of Flight Attendants on the Date of Signing and there are additional pay steps up to year 21.

In this example, a 2nd year Flight Attendant with a hire date of September 1 is currently making $22.42 If the TA is ratified, she/he would move immediately on July 1, 2019, to $23.99.

On her longevity anniversary date (September 1, 2019), she would move to Step 3 and be paid $25.61.

On the following July 1, 2020, her pay would increase to $25.93 and on September 1, 2020 would be paid $27.69. This would continue each year of the Agreement.

At the end of the Agreement, her pay would be $33.14 which is 47.8% higher than her current rate.

Other Economic Improvements

  • Per diem matching the pilots and then exceeding the pilots on the amendable date
    • Date of Signing (DOS): $1.85/hour
    • 1/1/2021: $1.90/hour
    • 1/1/2023: $1.95/hour
    • 7/1/2024: $2.00/hour
  • Min day:
    • 3 hours Date of Signing (DOS)
    • 5 hours DOS + 2 years
    • 4 hours DOS + 4 years
  • 6 holidays paid at 150%, with 50% going above guarantee
  • Choice for all Flight Attendants between company provided parking in domicile or a $40 monthly parking stipend. This stipend is in addition to any currently offered and will be in effect for the life of the contract
  • 100% deadhead pay on DOS
  • Increased sick leave accrual

Reserve Improvements

  • Extra day off for reserves
  • Call out time for JFK/LGA increased to 2:30 in recognition of the substantial transportation issues related to extensive construction around the airports
  • A Home Reserve Flight Attendant cannot be given a report time earlier than their contactable time
  • Added an Assignment Preference for Airport Late Reserve
  • Airport Reserves cannot be assigned flying, including deadhead, that leaves after the Airport Reserve Duty Period ends
  • No more than 6 Airport Reserve assignments per month unless a preference is submitted for Airport Reserve
  • Wage increases through the life of the contract
  • New hires will see large increases over the course of the agreement.
    • Example: a second year Flight Attendant will receive an increase on Date of Signing (DOS) of 7%, with two raises per year – his/her step anniversary and at the DOS anniversary each Over the life of the contract his/her pay would go from $22.42 to $33.14, an increase of 47.8%.

Article 5 – Scheduling

  • Company will consider recommendations of the AFA MEC Scheduling Committee Chair
  • The company will provide PBS crew room support in each month during the open bid period
  • Incorporated LOA 11 detailing minimum days off depending on the length of the bid month
  • Reserve lines will contain a minimum of two consecutive days unless it is the last day of the month, then it can be a single standalone day
  • In PBS line construction duty periods will be limited to 13 hours
  • If line awards are delayed due to a technical error outside the Company’s control, the Company shall notify the MEC President and Scheduling Chair immediately. The mis-award timeframe will be adjusted to reflect the delay in line
  • Trip trades will open at 1700 Central Time on the date line awards are published, provided all lines have been published prior to that time.
  • Build up lines will honor the Flight Attendant preferences to the extent possible
  • Credit time max of 90 hours, except that 4 months per year the company may schedule a max of 100 hours
  • The company and AFA will meet twice a year minimum to discuss forecasted flying
  • Bidding will close on the 14th of each month
  • Increase to 3 golden days per year
  • If an FA is on Time Available status because of a cancellation before originally scheduled report time, reporting at to the airport will not be required unless there has been a reassignment by Crew Scheduling
  • If an extension to a trip is cancelled or removed full pay credit will still be given for the value of the new trip
  • No more than 6 junior assignments per calendar year
  • A log of all junior assigned/extended events will be kept by my the company and made available to AFA
  • Jetway trades increased from 4 per year to 12 per year
  • If rest is reduced below the contractual minimum because of an IROP delay that requires an FA to remain at the airport the rest will be readjusted to meet the minimum.
  • Pure trip adds of a whole trip from Open Time may be submitted up to 6 hours in advance of the report time of the trip

Section 6 – Hours of Service

  • Domicile rest of 11 hours and RON rest of 10 hours
  • Cancelation hotels in domicile for line-holders
  • Cancelation hotels in domicile for reserves who are scheduled or in actual operation go below 10 hours rest between duty periods
  • Flight Attendants on rest will not be contacted prior to 90 minutes before originally scheduled report time
  • Call in Honest policy is now in the contract giving it contractual language protection

Section 10 – Leave of Absence

  • Medical leave – A Flight Attendant will retain/accrue for 1 year (previously 30 days)
  • Maternity leave – A Flight Attendant will retain/accrue longevity for up to 1 year (previously 30 days)
  • Parental leave language added allowing a Flight Attendant to be granted parental leave of absence in accordance with company policy and/or applicable If a more favorable policy is offered to another workgroup it will also be offered to the Flight Attendants.
  • More flexible bereavement leave so that we will be able to take 3 days off within 90 days of a family member’s The 3 days no longer have to be consecutive.

Section 11 – Heath, Safety and Security

  • Moved fatigue from Sick Leave Section and strengthened fatigue policy language
  • Pay protection for accepted fatigue claims
  • No disciplinary action for an accepted fatigue claim
  • Ability to use sick time for a rejected fatigue claim

Section 12 – Training

  • 4 hours pay credit only for each training day at IRT or new aircraft training
  • 4 hours pay and schedule credit for any required customer service training such as the Experience
  • Flight Attendants who have to travel from their domicile OR permanent address on file with the company will receive deadhead transportation. The 100% deadhead pay will be in addition to the training pay
  • Flight Attendants whose domicile is in a training location such as MSP will now receive per diem for all time spent in training
  • If a Flight Attendant is domiciled in a training location but lives more than 50 miles from the training center will be granted a hotel room for training, upon request

Section 13 – Sick Time

  • Increases for full time FAs:
  • DOS (July 1, 2019): 3.5 hours/month
  • DOS+1 (July 1, 2020): 4 hours/month
  • January 1, 2020: part time FAs will begin receiving 5 hours/month
  • Flight Attendants will have the option to advise crew scheduling that they are calling in sick for the entire set of reserve days or only specific consecutive days
  • Sick leave fly back option – a Flight Attendant can replenish his/her sick leave account by designating trips as sick leave fly-back. This allows us to bring our sick leave balance back to what it was prior to the last sick occurrence (same program as the pilots)
  • If the company requires a doctor’s note it will be required to reimburse the cost of the co-pay

Section 14 – Vacation

Effective January 1, 2021

  • New vacation buy-back program. The company may, at certain times of the year offer a buy back for either annual vacation or monthly vacation.
  • New vacation bidding timeline:
    • Bidding opens on October 5th at 5pm Central Time
    • Bidding closes on October 25th at 5pm Central Time
    • Awards posted no later than 5pm November 5th

Section 15 – Uniforms

  • Yearly allowance increased to match DL
    • $300 full-time FAs
    • $200 part-time FAs
  • $450 cap on uniform account balance
    • First year exception – will be allowed up to $600 for the first calendar year (2020) following ratification
  • Change to the definition of complete uniform that allows more flexibility when choosing uniform pieces

Section 16 – Insurance

  • Updated language to reflect current rates
  • Kept the OAP plan in the contract with no increase in the cap(s) on Flight Attendant contribution rates

Section 17 – Travel and Moving Expenses

  • Changes to TDY language
    • Hotel rooms will be provided on nights the FA is actually in base, not on nights the FA has an assignment or goes home
  • If the FA elects to go home on days off the room will not be held. FAs are not required to do this however, we can elect to stay and use the hotel room on our days off
  • FAs may be required to change hotels during the TDY assignment period
  • If no restaurant at the hotel or no restaurant within walking distance, company will reimburse FAs for a rideshare/taxi to a restaurant within 5 miles
  • Secure storage at hotels for belongings
  • $100 reimbursement plus uniform and required item replacement if belongings are stolen from secure storage
  • Two round trip positive space tickets to home domicile or home address per TDY month
  • Choice for all FAs between parking in domicile at no cost or a $40/month stipend (in addition to any other company offered stipends)

Section 23 (New Section) – Reserve

  • Call out time for JFK/LGA increased to 2:30 in recognition of the substantial transportation issues related to extensive construction around the airports
  • A Home Reserve Flight Attendant cannot be given a report time earlier than their contactable time
  • Added an Assignment Preference for Airport Late Reserve
  • Airport Reserves cannot be assigned flying, including deadhead, that leaves after the Airport Reserve Duty Period ends
  • No more than 6 Airport Reserve assignments per month unless a preference is submitted for Airport Reserve
  • Extra day off for reserves
  • Time Balancing/Order of Assignment
    • The company advised AFA that some fixes for giving credit are possible
  • Airport Reserve will be given a credit value – Sabre estimates this will take 6-9 months to implement
  • Due to the length of time Sabre takes to develop and implement the needed technological fixes (anywhere from 6 months – 2 years) AFA and the company agreed to an LOA stipulating the following:
  • At least one meeting per month between AFA and the company to discuss reserve/time balancing/order of assignment/other related items
  • The company will pay for flight pay loss for two AFA representatives
  • The company will listen to AFA’s concerns/ ideas/etc. and address those with Sabre or the appropriate vendor
  • The company will share information from Sabre/other vendors with AFA to try and find solutions to the reserve issues
  • The company and AFA will continue to meet monthly until a solution is reached

 

 

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