• COMPANY INITIATIVES AND PLANNED PICKETING
• RECIPROCAL CABIN SEAT/JUMPSEAT ADVOCACY CAMPAIGN
• ID CARDS
• EMPLOYEE TRAVEL LINE
• MERGER TRAINING MYTH
• MAY 1, 2007
• NEW MANUAL INFORMATION
• FIDELITY 401(k)

COMPANY INITIATIVES AND PLANNED PICKETING

Last week US Airways announced a profit (excluding special items) of $34 million. The Company also announced new customer service initiatives designed to keep our existing customers and win back those customers who have become disenchanted with US Airways. Profits, money spent on airplanes and onboard products-yet still no value offered to employees through contract talks.

Management continues to use the cost savings, derived through bankruptcy, to drive new customer service initiatives, enhance shareholder value, management bonuses and performance plans. The Company refuses to return any employee investments to those that made any of the above possible. I believe the Company has reluctantly begun to realize their customers are at the breaking point. It is my job to point out that our Flight Attendants are at their breaking point-and everyone needs to know it.

After last week's Eline, "The Company that couldn't shoot straight" I received an email from Art Pushkin, a 7 year Chairman's Preferred Customer and Co Chair of FFOCUS (Frequent Fliers Organized and Committed to US Airways' Success). Mr. Pushkin wrote the following to me and wanted me to share it with all of you:

"I wanted to let you know that your customers support you and your flight attendants, and that many of them are the only reason some of us still fly US."

Furthermore he told me in the email he had relayed the following comment to management, "It is sad that the management of this company appears to be on the fast track to destroying it. In my position with FFOCUS, I have met with senior management on more than one occasion, and have gotten excellent lip service, assurances of improvement, and none come. While we have issues with the product, reliability, and customer service (for complaints, not on board), our main point to Tempe is ALWAYS that in order to have customer satisfaction you must have employee satisfaction. I am afraid that is a message they still don't get."

I have been a Flight Attendant for 25 years and I realized from day one, the airline business is not a transportation business- it is a customer service business.

The new Company initiatives may improve the Company/Preferred Customer relationship, but it won't succeed if frontline employees feel there is nothing in it for them. Frontline employees are beaten down. Promises to customers without promises to employees will never insure the success of US Airways.

We have been in contract negotiations for over a year-with no end in sight. The committee has been working day and night to negotiate a contract that ends the inequities extracted through bankruptcy negotiations. Human nature will eventually take its toll. Flight Attendants at US Airways will not be able to continue to provide the service necessary to fulfill the needs of our customers and the needs of the Company. While we will continue to provide the safety aspects of our jobs, our onboard service will soon erode to that of Aeroflot. The new customer service initiatives, designed to appease the discord caused to our customers, will not be successful if the Company's internal customer-the employee does not have the drive or spirit to deliver them.

It appears the Company may indeed be listening to the customer outcry for a better product and has responded with an initiative to improve that product.

It does not appear the Company is listening to the outcry from the people they entrust to provide the services they how are promising to our customers. The reconfiguration of the Airbus fleet has caused a tremendous uproar from our customers. Management gets emails and can respond on their own time. We have to respond to our customers in "real time". The drive to add seats and revenue to the Airbus fleet flies in the face of both the Company and industry mantra that a reduction in capacity increases revenue by driving a higher ticket prices. Management can take their time crafting a nifty "corporate-speak" response to complaining passengers. Flight Attendants do not have that luxury. We are on the spot and have to craft an immediate response. The Flight Attendants' only response to the complaints is, "sorry that is the way it is".

Shortsighted decisions lead to failure. The Company can't expect Flight Attendants to explain Company "revenue projections and corporate philosophy" (cram as many people on a plane as the weight of the plane will allow) to a First Class customer who has no place to stow his/her computer bag. When the bag has to be checked, the customer has no way to do the work he/she may need to accomplish. In the end the Flight Attendant is left "holding the bag" and an adversarial relationship between the employee and the customer begins. Ivory tower, white paper decisions are not reflective of the real world. Management is losing the trust of their customers and employees. Management can't continue to say, "We want the best employees in the industry" and not back that up with compensation packages and labor agreements that maintain and attract quality employees. Substandard agreements and wages lead to substandard employees. Think about it, how many times you have been screwed at the drive through at a fast food outlet. That is what is happening here.

This is not a game, nor, is it Union rhetoric. The Company needs to recognize the sacrifices made to keep both America West and US Airways alive. The Company needs to revaluate aircraft configurations decisions driven by bean counters. Remember folks, this is a customer service business. Management has lost the confidence of many frequent flyers and almost all of the frontline employees.

How can this be fixed? It is clear from this week customer service initiatives that management is listening to their customers and making some changes.

After this weeks negotiating session it is clear that management is not listening to the negotiating committee or the members. If money can be allocated to the customers money must also be allocated to the employees. To be clear, negotiations are not being stalled, but they are at a stalemate. I don't want to spend the rest of my natural life in negotiations- but I will if I have to. The AFA will do what it takes to make sure our members get what they deserve for providing the services management wants to provide to our customers. We will be at the bargaining table-but will not agree to substandard proposals or terms. We will also take this fight outside of the negotiations arena.

US Airways Labor Coalition Picket and Protest

US Airways' Doug Parker will be a panelist and join other CEO's and senior executives of American, Spirit, Hawaiian, Virgin Atlantic, STAR Alliance, British Airways, JetBlue, Boeing and Airbus for the 16th Annual Phoenix Sky Harbor Airport Aviation Symposium's "Aviation 2007 - In Search of New Strategies for Success", May 8-10, 2007, held at the Biltmore Resort in Phoenix.

US Airways Flight Attendants, represented by the Association of Flight Attendants-CWA, and Pilots, represented by the Air Line Pilots Association, as well as other labor groups will join in solidarity and protest what employees have dubbed the "US Airways Strategy for Disaster- Continued Failure to Deal with Labor Concerns". The protest will be held in conjunction with the aviation symposium event.

Mark your calendars for May 8 from 11:00 am to 12:30 pm and join your fellow brothers and sisters at ALPA, AFA-CWA, and other groups as labor unites for "Frustration and Fury II"- A Labor Coalition Picket and Protest.

We are requesting you wear white shirts with blue pants/jeans. We have arranged bus transportation for all participants from the staging area at Harkins Arcadia Movie Theatre, 40th Street and Thomas Roads. The first bus will depart the parking lot to our picket location at 10:50am.

We will be planning more informational picketing on the East Coast.


RECIPROCAL CABIN SEAT/JUMPSEAT ADVOCACY CAMPAIGN

Last week both the AFA East and West MEC launched an advocacy campaign to bring to the Company's attention the need for reciprocal cabin seat and reciprocal cabin jumpseat agreements with other carriers. Several other carriers such as Southwest, JetBlue, AirTran and Frontier have such agreements in place in one form or another. The campaign was successful, as over 700 members sent over 2000 emails to Company managers as a sign of solidarity in our quest to secure reciprocal agreements with as many carriers as possible. The Company heard the message and has begun the process of securing such agreements. I do not have a timetable of when we may see the agreements come to fruition but I know the Company is actively pursing the need. Thank you for supporting our effort and demonstrating our ability to work together as a Union to bring this important matter to the Company's attention. The Union also made it very clear to the Company that our exclusivity language in the East contract will not be traded away in exchange for these agreements. Our position is that cabin jumpseats are for the exclusive use of Flight Attendants.

ID CARDS

The Company issued the following clarification to an earlier CBS message regarding the exchange of expired ID cards:

From: CARPENTER.R

Subject: EXPIRING COMPANY IDS

PLEASE LET ME APOLOGIZE FOR ANY CONFUSION THE CBS ON EXCHANGING EXPIRED IDS MAY HAVE CAUSED. WHAT IS IMPORTANT TO REMEMBER IS TO BE COGNIZANT OF THE EXPIRATION DATE ON YOUR CURRENT ID. THOUGH THE MAJORITY OF IDS EXPIRE DURING YOUR BIRTHDAY MONTH, THERE ARE A NUMBER OF IDS THAT EXPIRE AT TIMES OTHER THAN YOUR BIRTHDAY MONTH. PLEASE VERIFY THAT YOUR ID IS IN THE BASE TO BE PICKED UP AT LEAST SEVEN (7) DAYS PRIOR TO THE EXPIRATION DATE. THANK YOU IN ADVANCE FOR YOUR ATTENTION TO THIS VERY IMPORTANT MATTER.

The earlier CBS message implied that it was necessary to pick up your new ID seven days in advance of the expiration date. This message clarifies that you are simply required to contact Inflight Services in your base to verify that your ID has been sent to the base. In some cases ID cards have not been in the base on the day the ID card expires.

EMPLOYEE TRAVEL LINE

The Employee Travel Line (ETL) is now available for non revenue fee waived travel listings. After the Reservation cutover the ETL was not able to allow for flight listing. The ETL has now been updated to allow employees, retirees and eligible dependants to list for flights without having to use the Employee Travel Center (ETC) on the hub. Complete information is posted on our website at www.afausairways.org or by clicking on the following link: http://www.afausairways.org/Eline/apr27_07.htm.

The Union is still moving forward with our grievance regarding the Company decision to ignore clear contract language specifying pass travel is based on date of hire rather than year of hire. The Company and the Union met last week to hear the grievance. If the Company denies the grievance we will proceed to arbitration.

MERGER TRAINING MYTH

During some sessions of the merger training there was some confusion regarding the procedure for who remains onboard with customers during through flights. The former East policy will remain the standard for East Crews. Seniority will determine the Flight Attendant(s) who must remain onboard. Unless otherwise agreed to by the crew, the most junior Flight Attendant(s) will remain onboard the aircraft with through passengers.

MAY 1, 2007

The new procedures outlined in the merger integration training will take effect on May 1, 2007. The following message was sent by the Company in an effort to make the new procedures easier to remember and comply with:

From: BENSON.S
Subject: Crew Room Initiative

Now that you've successfully completed Merger Integration Training and are
getting ready to implement procedural changes contained in the May 1 Original
Issue of the InFlight Emergency Manual (IEM), members of the InFlight Training
and Systems Team, along with crew base representatives will be in the crew
rooms starting Friday, April 27 and running through the month of May to help
you transition to the changes. The instructors, Policies and Procedures
staff, Company, AFA Safety Representatives and base representatives will be in
the crew rooms with quick reference guides, pamphlets and, overall, just
general support for you.

We look forward to seeing you over the next month.

Feedback Venues
askinflight@usairways.com
Ask Inflight Feedback Form - theHub, InFlight Services Home Page
InFlight Systems

NEW MANUAL INFORMATION

Please be aware that there is a complete manual revision available in the crew rooms. The following CBS was sent out last week to all Flight Attendants:

From: BENSON.S
Subject: InFlight Emergency Manual/FAIM

The InFlight Emergency Manual Original Issue (IEM) and F/A International
Manual will be arriving at your base shortly for pick-up at your earliest
Opportunity.

IEM
-- The IEM Original Issue is a complete reissue and replaces the FAEM. It is
the last in a series of five merger-related revisions.

-- Insert the IEM prior to your first flight on or after the May 1st effective
date following the Revision Instructions inside the shrink-wrap.
NOTE: The B767 EOW Water Card should be LT. BLUE, not orange.

-- Read the IEM Revision Highlights located inside the shrink-wrapped package
and become familiar with the changes.

-- Discard all FAEM Alert Bulletins.


-- Enter your name and base on the Record of Revision and check the LEP
against your IEM to ensure it is up-to-date.

-- Discard the IEM Revision Instructions and Revision Highlights after use.

F/A International Manual (FAIM)
-- After inserting the IEM Original Issue, follow the FAIM Revision
Instructions to insert FAIM behind the IEM Index and FAIM light green tab.

-- Discard the FAIM Revision Instructions and Revision Highlights after use.

Feedback Venues
askinflight@usairways.com
Ask Inflight Feedback Form - theHub, InFlight Services Home Page
InFlight Systems Hotline: 1-800-327-0117 prompts 1, 5, 5

Fidelity 401(k)

The Company is in the process of evaluating other 401(k) vendors in an effort to perform due diligence (their words). This is something that has not been at either US Airways or America West. The Company claims that it is a necessary measure needed to insure that all employees receive the best return, with the lowest fees possible for our investment dollar. I, along with West MEC President Gary Richardson and East MEC Benefits Chairperson Paul Frishkorn attended a meeting last week with Thomas Antonielli, Director of Retirement Plans and Employee Benefits.

We explained to Mr. Antonielli that there are a great number of employees who are distrustful of the Company's motives in possibly changing vendors at this time. Mr. Antonielli acknowledged that concern but maintained the due diligence was necessary and long overdue. He went on to say that any change would be for the benefit of the employee, not the Company. As we have no contractual right to select a vendor our job is to monitor the Company process and express our members concerns. Fidelity has provided a high level of service and familiarity for our employees for many years and a switch would only be acceptable if we received greater enhancements than are currently being provided.

In addition as a result of the bankruptcy the Company replaced the former Defined Benefit Retirement plan with a Flight Attendant Defined Contribution (DC) plan with an Employer Contribution equal to 3% of a Flight Attendants eligible compensation as defined in the Company's 401(k) plan. It is important to note the DC plan is not a 401(k) match but a straight contribution to all Flight Attendants regardless of participation in the 401(k) plan. A plan vendor and investment options will have to be analyzed and selected. We are working with the Company to put the plan in place.

Mr. Antonielli has provided the following summary of the Company's reasons and process for conducting the due diligence for a possible switch to the 401(k) vendor:

Background:

Fidelity Investments has been providing recordkeeping, investment and trustee services for our plans for over 13 years. As a critical component of our fiduciary responsibility US Airways decided to undertake the following:

• Fulfill the company's fiduciary responsibility.
• Evaluate fees and expenses to ensure they are reasonable, proper and transparent.
• Monitor and analyze investment options.
• Document a process of evaluating providers to confirm that the services and features being delivered will continue to meet the requirements of plan participants to better address their needs.
• Confirm that new technologies, services, and plan design features are evaluated to determine whether their implementation would be in the best interest of plan participants.

A vendor search was conducted, with the assistance of Employee Benefit Solutions (EBS) that addressed administrative, trust and investment management services of the considered providers. The RFP was released to 16 leading retirement services vendors. Our initial review on February 6 eliminated six (6) vendors from consideration. Furthermore, the results of our second meeting identified the following four (4) vendors as finalists:

• The 401(k) Company
• CitiStreet
• JP Morgan
• Fidelity

The Union will continue to monitor the Company throughout the process. A decision is expected by mid May.

Thank you,

Mike Flores, President
The US Airways Master Executive Council
AFA-CWA

~~~~~~~~~~~~~~~~~

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AFA Local Numbers

Council 40 PIT 724-695-3329
Council 41 DCA 703-212-8090
Council 69 BOS 781-289-8454
Council 70 PHL 215-492-0840
Council 82 LGA 315-736-3483
Council 89 CLT 704-527-0325

New Hotline Number Toll Free: 866-USA-AFA2
US AIRWAYS Benefits Information 800-872-4780

Reply to Inflight: askinflight@usairways.com

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