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January 15, 2005 |
THE
NEW AGREEMENT-EFFECTIVE DATES
The
Tentative agreement between the Association of Flight Attendants and US Airways
was approved by the United States Bankruptcy Court on Monday January 10, 2005.
Since that date the Implementation Committee and the Company have been working
to finalize effective dates for the various changes this agreement provides for.
Some of
these changes involve number crunching and computer programming on the part of
the Company. Some are simply a matter of implementation and others require
discussion between the Union and the Company. As is often the case it is
sometimes easier to have the "bad things" implemented right away while
the "good things" take some time. Please understand that we are making
every effort to insure that the "good things" are implemented as soon
as possible. We have no interest in letting the Company decide they can't
implement something that benefits the membership until a latter date unless
there is a credible reason it can't be accomplished sooner. We negotiated this
agreement in good faith and expect the implementation of it to be held to the
same standard.
The
following items and/or sections have been implemented to date:
-
RATES
OF PAY-the new pay rates reflected in the 8.4-9.0% reduction from pre-
bankruptcy pay rates are effective 01/10/05. The 1113e 21% pay cut ended on
1/09/05. The first pay check to reflect the new rates will be the 2/15/05
paycheck. That check will be a "clean up" for the time flown from
01/10/05 to 01/30/05 and the 1/30/05 advance check.
-
SICK-
(1)70% pay/100% charge to bank and credit is retroactive to 01/01/05. Prior
to automation the claim will not be automatically charged and you will have
the ability to fly the time back and not claim sick time. Once the sick
process is automated the claim will be automatically deducted from a flight
attendants sick bank. (2) The Sick Leave Value (SLV) policy was eliminated
on 1/01/05. (3) 21 day sick note requirement (4) Dr's note required after 4
occurrences. (5) Rapid re-accrual eliminated.
-
NIGHT
PAY-eliminated 01/10/05
-
RESERVE
RESIDENCE REQUIREMENT (a reserve may live within one hour and thirty minutes
by surface transportation from the airport)-effective 01/10/05.
-
LATE
REPORT-effective 01/10/05, the first Late Check-In in a rolling twelve month
period will not count for DCP purposes.
The
following items and/or sections have a firm implementation date of 01/31/05
-
AIL
WEEKEND TRIP RESTRICTION-for the month of February ONLY crew scheduling will
allow "front-end" trip improving if adequate coverage exists.
Beginning in March the AIL weekend trip restriction will be in effect.
-
DEAD
HEAD-50% pay/ no credit. Blocks and trips already built and bid (February
and March) do not reflect the change therefore no F/A will be disciplined
for "Low Block" if flying trips in his/her line that contain a D/H
or D/Hs.
-
REVISION
TO INTERNATIONAL PAY-rate change and elimination of International Pay for
Non-Transoceanic segments. The 90 minute report for trips that originate
with an International segment will still apply.
-
JURY
DUTY PAY
-
BEREAVEMENT
CLAIM
-
SPLIT
TRIPS-no VM will be paid on all split trips including Company initiated
splits.
-
VACATION
PAY RATES
-
RESERVE
SLIDING OFF DAYS FROM VACATION
The
following items and/ or section have a specified "TARGET DATE":
-
REVISIONS
TO PREMIUM PAY (Senior and Aft Lead Pay)-targeted to be effective on
01/31/05
-
TRAINING
PAY-targeted to go into effect on 01/31/05
-
PREMIUM
FOR PAID TIME OFF-targeted to be effective 01/31/05. All premium pay (lead,
international, etc. paid for claiming sick, vacation, bereavement, jury and
settling days will no longer be applicable.
-
ELIMINATION
OF THE ITD FENCE-targeted for 05/01/05.
-
LONG
LAYOVER REQUIREMENTS-incorporated into crew pairing effective 04/01/05.
Individual requirements may be modified effective 01/10/05. It is my guess
that means if the Company can make a hotel change sooner they will.
-
MODIFIED
PERSONAL DAY POLICY-targeted to be effective 01/31/05.
-
MODIFIED
COMMUTER POLICY-targeted to be effective 01/31/05.
-
LTD
CONTRIBUTION-first deduction from the 02/15/05 paycheck. Flight Attendants
will be required to make an $18.00 per month contribution to the LTD plan
The
following items and/or sections do not have an effective "Target"
date:
-
ELECTRONIC
TRADE BOARD/ELIMINATION OF OPTIONS-the options will remain until one month
after the establishment of the ETB (manual or electronic)
-
RESERVE
DUTY PERIOD CHANGE TO 0001-2400-until further notice the on duty period of
1500-1500 for domestic and 1700-1700 for ITD remains in effect.
-
5
HOUR LTO GROUPINGS FOR SENIORITY TRIP AWARDS-per the agreement this will
occur on the date the options are eliminated. LTO will also then be based on
hours/minutes rather than expressed as a percentage.
-
VFLR
-
BASE
MONTHLY FLYING MAXIMUM/MONTHLY OBLIGATION
This
list is as comprehensive as I can present to you at this time. Additional
information can be found on theHub and the AFA website at www.afausairways.org.
The
Company and the Union will meet next week to continue the implementation of this
agreement and finalize unresolved issues.
ATSB
AND GE AGREEMENTS
US
Airways reached agreements with both the ATSB and GE this week and the
agreements were approved by the U.S. Bankruptcy Court. Both agreements
stipulated that US Airways achieve labor cost savings of $800 million prior to
January 14, 2004. The agreement with the ATSB will allow US Airways to continue
using cash from the Federal Loan Guarantee through June 30 while the
restructuring continues. A formal plan of reorganization must be tendered by US
Airways by mid February. US Airways must still maintain certain cash
positions and meet other requirements for the agreement to remain in effect. The
agreement with GE will provide interim financing and also allow for the
resumption of RJ deliveries. Both agreements require that US Airways demonstrate
a plan to exit bankruptcy with further equity investment by June 30. The
agreements provide for the near term survival of the Company while a
reorganization plan and investor equity are developed. It is my hope that the
Company will also spend an equal amount of time and effort repairing employee
morale and customer perception. The process can not just be about money and
financial obligations. It must also be about people.
Thank
You,
Mike
Flores
LEC President CLT
AFA-CWA AFL-CIO
704-527-0325 OFFICE
704-576-3174 CELL
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