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Dear Members,

The VFLR applications have reached 325 as of today's date.

Teddy
MEC President, AFA-CWA

------------------------

Dear Members,

Below represent an update to the Implementation Guide, April 4, 2005. This will replace the previous revisions.

In this update there are many new provisions of our contract that will be implemented in May. Please read carefully and if you have any questions, please call your local representatives. (This Guide is also available HERE for easy printing)

Teddy
MEC President, AFA-CWA

--------------------

Guide To Implementation of Provisions 
of the 2004 Flight Attendant Agreement
(Revised April 4, 2005)

Following is a summary of some of the contractual and procedural changes per the recently ratified 2004 AFA-US Airways Agreement.

Revisions to Pay Rates:

• Hourly Pay Rates - The new hourly pay rates as set forth in the 2004 Agreement were effective 1/10/05. As with any mid-month hourly rate change, the new rate of pay beginning 1/10/05 were reflected on the 2/15/05 (January clean-up) check. The January advance check, issued on 1/30/05, reflect 35.5 hours at the rate of pay in effect on 1/1/05. The hourly rate of pay changed to the following effective 1/10/05: 

Example 

• Flight attendant is in 7th year pay as 1/10/05
• Anniversary date for pay increase is April 10th

On 1/10/05, the flight attendant will be making $31.52 per flight hour. On his/her anniversary date of 4/10/05, he/she will progress to 8th year pay and be making $32.30 per flight hour. On his/her anniversary of 4/10/06, he/she will progress to 9th year pay and be making $33.35 per flight hour. On 1/1/07, he/she will receive a pay increase of 1% and will be at $33.68 per flight hour. On 4/10/07, he/she will progress to 10th year pay $34.75 per flight hour.

• Night Pay- Night pay eliminated effective 1/10/05. This will be reflected on your 2/15/05 time and pay report.
  
• Deadhead Pay - Effective 1/31/05, all originally scheduled deadhead time will be compensated at 50% pay, no credit. Your time and pay report will show originally scheduled deadhead time as it has in the past, however, when calculated using your hourly pay rate, your originally scheduled deadhead time will be paid at 50% of your hourly rate. Notwithstanding the previous sentence, deadhead pay for a flight attendant for a non-revenue flight leg on which those pilots who belong to the flight attendant's crew are paid as for a "live" leg (e.g., a ferry flight) will be compensated at 100% pay and 100% credit. Further, this 50% provision does not apply to a flight that was originally constructed as a working leg but in actual operations due to weather and/or mechanical, is rescheduled as a deadhead.
  
  In the CATs screen (Option #5) the originally scheduled deadhead will show as 50% pay no credit. Remember, you will see 100% credit on your time and pay report, however; the deadhead time will be paid at 50% of your hourly pay rate. 
  
  You will need to take this change into consideration when using the AIL to reach your flying obligation for February and March. Beginning with the April published pairings and lines of flying, the deadhead time will be printed in the "DHD" field and not credited to the "PAY" field. We are working on changes to the pairing & line packets that will enable us to print the pay no credit values to be reflected in the future. 

Revisions to Premium Pay Items:

Senior and Aft Lead Pay- Effective 1/31/05 and continuing through 12/31/11, Senior and Aft lead pay will be as follows:

1. Senior Pay Premiums will be amended to the following [3.C]:

2. Aft Lead Premiums will be amended to the following [3.C]:

• International Premium Pay- Effective 1/31/05, flight attendants will be paid $3.00 for each hour or fraction thereof flown prorated to the nearest minute on international transoceanic flights only. The international premium will no longer be paid on non-transoceanic international flights.
• Training Pay- Effective 1/31/05, training will be paid at a flat rate of $60.00 per day. Per diem remains unchanged.
• Jury Duty Claims- Effective 1/31/05, jury duty claims will be paid at 4:00 per day, not trips missed. 
• Bereavement Claims- Effective 1/31/05, bereavement claims will be paid at 4:00 per day, not trips missed. 
• Premiums for Paid Time Off- On a date not yet determined, all premiums (including senior, aft lead, "E" galley, LOD/O, and CRAF) paid for sick leave and vacation will be eliminated. 
• Effective 1/31/05, all premiums associated with settling, bereavement, and jury claims was eliminated. 
• Effective 1/31/05, international pay premium ($3.00) paid for sick leave and vacation was eliminated. 

Hours of Service:

• Restrict Weekend Trip Improvement- Effective 1/31/05, flight attendants using the AIL to trip improve off a weekend trip (containing Saturday and/or Sunday), must pick up a trip that contains the same weekend day(s), but such trip does not have to be for the same duration. Here are a few examples: 

1. 1. A flight attendant has a trip scheduled on Friday, Saturday, Sunday and Monday. He/she contacts crew scheduling the day prior to trip origination and requests that he/she not be required to fly on Friday. If crew scheduling has sufficient coverage, he/she will not have to originate a trip on Friday, but will be placed on the AIL for Saturday and would be required to originate a trip on Saturday. He/she can fly a one-day trip on Saturday, but would be placed on the AIL for Sunday and would be required to originate a trip on Sunday.
2. In the previous example, after the flight attendant was allowed to back-end trip improve off of Friday's trip, he/she could again contact crew scheduling on Friday and request that he/she not be required to fly on Saturday. If crew scheduling had sufficient coverage, he/she would not be required to originate a trip on Saturday, but would be placed on the AIL for Sunday and would be required to originate a trip on Sunday.
3. If a flight attendant has a scheduled on Friday, Saturday, and Sunday, he/she can go on the AIL and work a one-day trip on Friday, after such award crew scheduling would automatically place the flight attendant on the AIL list for Saturday to fulfill his/her requirement for touching both Saturday and Sunday. If he/she takes a one day trip on Saturday, he/she would be required to originate another trip on Sunday, therefore, he/she would automatically be placed on the AIL list for Sunday.
4. If a flight attendant has a trip scheduled on Friday, Saturday, and Sunday, he/she may go on the AIL and work a two day trip on Friday, after such award crew scheduling will automatically place the flight attendant on the AIL list for Sunday, to fulfill his/her requirement to touch Sunday.

When back-end trip improving a flight attendant is not released from his/her obligation of time and must fulfill his/her monthly flying obligation. Exception: when TWOP (Time Off Without Pay) is implemented and the request is granted, the flying obligation will be reduced by the value of the dropped trip. 

Note: This restriction only applies to trip improving via AIL. Therefore, it does not eliminate the flight attendant's ability to drop his/her weekend trips when participating in SAP, overprotection drops via Crew Scheduling, ETB activity or trip trades with other fight attendants. 

Request for a Personal Day Off (PDO) and a Restrict Weekend Trip is involved. 

Example 1: A flight attendant has a 4-day trip that spans Friday, Saturday, Sunday and Monday. He/she contacts crew scheduling to request a PDO because of an unexpected emergency. Crew scheduling grants the request and takes the flight attendant off the trip. His/her obligation to Saturday and Sunday was satisfied because the trip he/she was removed from "touched" both days. 

Note: The flight attendant is required to make a follow up call to his/her supervisor regarding the PDO. He/she is still responsible for his/her flying obligation and charged with one PDO.

Example 2: A flight attendant has a 4-day trip on February 11th. The trip spans Friday, Saturday, Sunday and Monday. He/she trip improves to a 3-day trip originating on Thursday, February 10th. The new trip spans Thursday, Friday and Saturday and is scheduled to checkout at 00:30 on Sunday the 13th. 

Subsequently, the flight attendant contacts crew scheduling to request a PDO because of an unexpected emergency. Crew scheduling grants the request and takes the flight attendant off the trip. His/her obligation to Saturday and Sunday was satisfied because the trip he/she was removed from "touched" both days. 

Note: The flight attendant is obligated to make a follow up call to his/her supervisor regarding the PDO. He/she is still responsible for his/her flying obligation and charged with one PDO.

Example 3: A flight attendant has a 4-day trip on February 11th. The trip spans Friday, Saturday, Sunday and Monday. He/she trip improves to a 3-day trip originating on Thursday February 10th. The new trip spans Thursday, Friday and Saturday with a checkout of 23:45. After the 3-day trip is awarded, crew scheduling automatically places the flight attendant on the AIL for Sunday the 13th because the obligation to "touch" Sunday has not been satisfied. 

Subsequently, the flight attendant contacts crew scheduling to request a PDO because of an unexpected emergency. Crew scheduling grants the request and takes the flight attendant off the trip. His/her obligation to "touch" Saturday was satisfied because the trip he/she was removed from "touched" that day. Conversely, the obligation to "touch" Sunday was not satisfied nor covered by the PDO. Remember, the crew scheduled automatically placed the flight attendant on the AIL for Sunday when he/she trip improved. The flight attendant could contact crew scheduling on Saturday and request that he/she not be required to fly on Sunday. If crew scheduling had sufficient coverage, he/she would be released from the obligation. If not released from the obligation, he/she would be expected to fly a trip that originates on Sunday at his/her seniority. 

Note: The flight attendant is obligated to make a follow up call to his/her Supervisor regarding the PDO. He/she is still responsible for his/her flying obligation and charged with one PDO.

Example 4: A flight attendant has three 1-day trips in sequential order. The 1-day trips are scheduled on Friday, Saturday, and Sunday. He/she trip improves to a red-eye originating on Friday returning on Sunday at 06:00. Subsequently, he/she contacts crew scheduling to request a PDO because of an unexpected emergency. Crew scheduling grants the request and takes the flight attendant off the trip. His/her obligation to Saturday and Sunday was satisfied because the trip he/she was removed from "touched" both days.

Note: The flight attendant is obligated to make a follow up call to his/her supervisor regarding the PDO. He/she is still responsible for his/her flying obligation. He/she is charged with one PDO. 

• Reserve Duty: If a reserve flight attendant has been awarded/assigned a trip all the aforementioned rules apply. If he/she does not have a trip and is AVL, a Personal Day Off is applied in the following manner. Example: A reserve still on duty at 12:00 (without a trip) asks for and is granted a PDO. At that time, the crew scheduler will coordinate with the reserve when he/she will be available again for a call from scheduling.

A Sick Call and a Restrict Weekend Trip Is Involved

Example 1: A flight attendant has a 4-day trip that spans Friday, Saturday, Sunday and Monday. He/she calls in sick for the trip. In this case, his/her obligation to Saturday and Sunday was satisfied because the trip he/she was removed from "touched" both days. The Flight Attendant is still responsible for meeting his/her monthly flying obligation as outlined in the contract. *

Example 2: A flight attendant has a 4-day trip on February 11th. The trip spans Friday, Saturday, Sunday and Monday. He/she trip improves and is awarded a 3-day trip originating on Thursday, February 10th. The new trip spans Thursday, Friday and Saturday and is scheduled to checkout at 00:30 on Sunday the 13th.

Subsequently, he/she calls in sick for the trip. In this case, his /her obligation to Saturday and Sunday was satisfied because the trip he/she was removed from "touched" both days. The flight attendant is still responsible for meeting his/her monthly flying obligation as outlined in the contract.*

Example 3: A flight attendant has a 4-day trip on February 11th. The trip spans Friday, Saturday, Sunday and Monday. He/she trip improves to a 3-day trip originating on Thursday February 10th. The new trip spans Thursday, Friday and Saturday with a check out of 23:45. After the 3-day trip is awarded, crew scheduling automatically places the flight attendant on the AIL for Sunday the 13th because the obligation to "touch" Sunday has not been satisfied.

Subsequently, he/she calls in sick for the trip. In this case, his/her obligation to "touch" Saturday was satisfied because the trip he/she was removed from worked Saturday. Conversely, the obligation to "touch' Sunday was not satisfied. Remember, the crew scheduled automatically placed the flight attendant on the AIL for Sunday when he/she trip improved. The flight attendant could contact crew scheduling on Saturday and request that he/she not be required to fly on Sunday. If crew scheduling had sufficient coverage, he/she would be released from the obligation. If not released from the obligation, he/she would be expected to fly a trip that originates on Sunday at his/her seniority. The flight attendant is still responsible for meeting his/her monthly flying obligation as outlined in the contract. * 

Example 4: A flight attendant has three 1-day trips in sequential order. The 1-day trips are scheduled on Friday, Saturday, and Sunday. He/she trip improves and is awarded a red eye originating on Friday and returning on Sunday at 06:00. 

Subsequently, he/she calls in sick for the trip. In this case, his /her obligation to Saturday and Sunday was satisfied because the trip he/she was removed from "touched" both days. *

*Note: Please read the data published in the Guide To Implementation of Provisions of the 2004 Flight Attendant Agreement (Revised February 4, 2004) regarding when flying back time is allowed and when it is not (automation of sick charging goes into effect).

• Split trips - Effective 1/31/05 and prior to automation, VM will not be paid on any split duty period; however, any duty rig applicable to the split duty period will be paid prior to automation. With automation (date TBD), all split duty periods will pay the greater of scheduled/actual block time plus deadhead pay-no-credit ONLY.

Bid Sheet/AIL List Helpful Information: 

Now that deadheading pays 50% pay no credit do not assume that a pairing is worth a minimum of 5:00 for a day trip, 10:00 for a 2-day trip, 15:00 for a 3-day trip and 20:00 for a 4-day trip. To protect yourself, look up the actual pay and credit information via CATS for February and March ( April printed pairing sheets will eliminate deadhead time from the Pay and Credit totals). This will enable you to see if a pairing actually has a deadhead and if such deadhead works positively or negatively for you. After reviewing them, list in preferred order the pairing numbers you like before giving them to scheduler. Of course, you have the right to leave a list of parameters when trying to trip improve but be aware that a lot of things have changed. The following are some things you should know: 

Example 1: When working the bid sheet, schedulers see the total pay that is credited toward your flying obligation. They do not see the deadhead time like a deadhead for 2:00 which would result in 1:00 pay no credit (PNC). Therefore, when a trip is awarded the PNC is not known or taken into consideration by the scheduler when the request is for the highest time trip.

Example 2: When trying to trip improve if a flight attendant say to the scheduler "I want a 1-day back by 16:00. He/she could get a trip worth a lot less than a minimum day. However, if he/she says "I want 1-day trip back by 16:00, highest time but not less than 5:00. My second choice is a 1-day trip back by 16:00, highest time but not less than 4:30. And so on." The results would be completely different. 

Split Trip (after automation) Example: A three - Duty Period (DP) trip pays 4:00, 7:00, & 4:00 on DP1, DP2, & DP3 respectively. Flight attendant is split off on DP2. CATS would pay as follows: DP1 = 4:00 & DP2 = actual pay. The replacement flight attendant who splits onto the remainder of the trip would be paid as follows: DP2 = actual pay, & DP3=4:00.

• Open Time - Effective with Secondary Line construction for March 2005, there will be no restriction on the amount of open time positions at the start of the month. This will eliminate the current 10% floor; however, the minimum reserve coverage requirement still applies in each base. The minimum percent of reserve flight attendants required by domicile is determined by the Director of Crew Scheduling on a monthly basis.

Reserve Duty:

• Reserve Residence - Effective 1/10/05, a reserve flight attendant may reside in a location that allows him/her to report for his/her trip by surface transportation within one hour and thirty minutes (1:30) from the time he/she is awarded/assigned a trip by Crew Scheduling.
• A reserve flight attendant's day off will begin at 0001 domicile local time and end at 2400 domicile local time. A Reserve scheduled to be AVL at 0001 will be processed by Future beginning at 1500 on the day prior to becoming AVL. Such Reserve may elect to leave a list of trip choices, may elect to be available for phone contact for assignment or do neither and be passed to Daily. If passed to Daily, such Reserve will be available to Crew Scheduling beginning at 0001. A Reserve leaving a list of trip choices for the following day will be responsible for contacting Crew Scheduling/VRS by 1930 of the day prior to becoming AVL to verify such trip assignment. Effective 5/1/05
• LTO - Effective 5/1/05, the Company will group reserve flight attendants who are in the same five (5:00) hour range and such groupings will be sorted in seniority order. Reserves in each grouping will select a trip using his/her seniority.

International:

• CLT/PHL transatlantic training began in January. A319/320/321 and A330 training is being scheduled as needed.
• Eliminate the separate International Transoceanic Domicile(s) (ITD) - Effective 5/1/05.

Options

• Eliminate all high and low options and commencement of Electronic Trade Board ("ETB"). ETB training to start April 2005. Director of scheduling to establish monthly maximum of 85, 90, or 95 hours, for any domicile with an average line construction target of 78, 83 and 88 hours, respectively, with the following exception: the Director of Crew Scheduling may increase the monthly maximum by up to five (5) hours for flight attendants in any domicile during the month to protect coverage during irregular operations. Time Off without Pay (TWOP) provision to be implemented. Effective 5/1/05

Vacation

• Vacation daily rates - The following vacation rates will be effective 1/31/05: Vacation periods bid in the annual vacation process in blocks of seven (7) or more consecutive calendar days will be paid at four hours (4:00) base pay and credit per day. Vacation periods bid in the annual vacation process in blocks of less than seven (7) consecutive calendar days will be paid at three hours and thirty minutes (3:30) base pay and credit per day.
• Effective 1/31/05 - A Reserve flight attendant, at his/her option, may slip any or all of his/her days off without pay to provide time off before or after vacation periods of seven (7) or more days, and may slip up to three (3) of his/her days off without pay to provide time off before or after vacation periods of less than seven (7) days. Additional days may be slipped with Company consent according to the needs of the service.
• No premiums for vacation pay- The effective date for the following provision is still to be determined, flight attendants will not be eligible for any premiums for their vacation claims. International premiums associated with vacation claims was eliminated effective 1/31/05.
  

Sick

• Eliminate SLV- Effective 1/1/05, the sick policy as set forth in the January 2003 Agreement.
• Sick pay at 70% hourly rate/100% credit went into effect on 1/1/05. Sick time used will be deducted from the flight attendant's sick bank at 100% and credited towards the flight attendant's flying obligation at 100%, but paid at 70% of the hourly rate. Prior to the automatic sick charging process (as stated below) the flight attendant will be allowed to fly on the days he/she called in sick, whereby he/she can fly back his/her sick time. It will be the flight attendant's option to claim sick time from his/her sick bank. The sick claiming process remains unchanged until automation.
• Automatic Sick Charging- On a date not yet determined, sick time will be automatically deducted from the flight attendant's sick bank at 100% and credited toward the flight attendant's flying obligation at 100%, but paid at 70% of the hourly rate. Further, a flight attendant will not be allowed to fly during the time his/her trip was scheduled to operate. Flight Attendants without adequate sick banks will be restricted from flying during the time his/her trip was scheduled to operate and be responsible for meeting his/her obligation as outlined in the contract.
• 21 day sick note requirement- Effective 1/31/05, flight attendants who are unable to report to work for twenty-one (21) calendar days following the origination of a sick call are required to notify their supervisory team. Sick calls lasting more than twenty-one (21) calendar days will require medical documentation. 
• No premiums for sick pay- On a date not yet determined, flight attendants who report sick will not be eligible for any premiums for their sick claims. International premiums associated with sick claims were eliminated effective 1/31/05.
• Dr's statement after 4 occurrences- Effective 1/31/05.
• Rapid Reaccrual - Eliminated effective January 2005.
• Sick Accrual Change - On a date not yet determined, sick accruals will be automated according to the sick bank balance table which may be found in the 2004 AFA-US Airways Agreement contract.

Expenses:

• Amend long layover requirements- This provision provides for long layover requirements to be increased from 14 hours to 16 hours in both places where such number of hours occurs. Flight attendants on the same pairing with pilots will stay at the same hotels with pilots on their crew. This change will be incorporated into crew pairings effective 4/1/05. Effective 1/10/05-individual/Extra flight attendant pairing layover requirements were eligible for modification.

Personal Days Policy: The modified Personal Days Policy was effective on 1/31/05. The two Personal Days in a calendar year as set forth in the Summer 2002 Restructuring Agreement will no longer be deducted from vacation accrual. 

Commuter Policy: The Commuter Policy as modified by the 2004 Agreement was effective on 1/31/05. The Commuter Policy now contains a modification that allows an unable to commute incident to fall under the Commuter Policy if the second flight departing from a station for which a designated commuter is listed is full. All other provisions set forth in the Commuter Policy must exist for the policy to apply. (Please reference CBS Bulletin dated 1/20/05)

Late Report: Effective 1/10/05, the first Late Check-In in a rolling twelve-month period will not count for disciplinary purposes. 

Working While On Furlough: Effective 1/10/05, the Company agrees that employees on voluntary furlough and involuntary furlough will be allowed to work other employment within the aviation industry.

Ready to receive passengers: Effective 1/31/05, on domestic departures on aircraft of 165 (currently A321, A330, B757, and B767) or more passenger seats, flight attendants are required to be on board the aircraft ready to receive passengers thirty-five (35) minutes prior to scheduled departure.

LTD Employee Contribution: Effective February all active flight attendants will be charged $18.00 per month. (First paycheck affected will be the 2/15/05 check). 

Early Retirement Incentive (eligibility): Flight attendants (1) who are active as of December 1, 2004; (2) with at least 20 years of service as a flight attendant; (3) who are of at least 55 years of age on the date he/she retires; and (4) who notify the Company of their intention to retire prior to March 1, 2005, with the effective date of retirement not earlier than January 2, 2005 and not later than December 31, 2005, shall receive, in addition to any other compensation paid to retiring flight attendants, a payment of $300 per month, commencing January 1, 2006 and for each month thereafter, until the flight attendant reaches age 65.

Ability (Optional) to Exceed 35 Hard Hours in 7 Days via the AIL, Trip Trades and Reserve Awards: This provision is strictly optional and will become available to all flight attendants effective March 2nd with pairings that depart on that day. 

Procedurally, the schedulers will assume that any flight attendant that leaves a list of trips or requests highest time trip, starting March 2nd, will be accepting said pairing even if it exceeds 35 hard hours in 7 days. Example: Flight attendant has a block trip on March 5, 6, 7, & 8 worth 24 hard hours. It has a duty break of 26 hours on the night of 5th. He/she goes on the AIL for March 2nd asking for the highest time trip 3-day trip. He/she is awarded a 3-day trip worth 16 hard hours making his/her total in 40 hard hours in 7 days. He/she will be expected to fly out this combination and can not later get split off for exceeding 35-7. 

If you do not want to exceed 35 in 7 you must advise the scheduler to enter in the Remarks Section of your bid: Do Not Exceed 35-7. Ensure that the scheduler has understood your request and made the entry. Further, record the time of the call and schedulers name for your own protection. 

Note: As an exception until mid March the Schedulers will initiate a discussion regarding the new 35/7 provision with each flight attendant utilizing the AIL or a Reserve leaving a list just to ensure that everyone is getting the aforementioned information. 

Future Transitions/ month to month: Procedurally, the schedulers will assume that all flight attendant bidding and awarded a combination of trips at transition time that exceed 35 in 7 want the combination unless otherwise advised. Therefore, if you want to be removed from a combination that exceeds 30 in 7 or 35 in 7 you have that Contractual right but you must advised Scheduling. Examples Exceeds 30 in 7/35 in 7 Combination: Ex.1) A flight attendant has a scheduled trip on April 1, 2, & 3 for 16 hard hours and via AIL for March 29th, he/she is awarded a 3 day trip worth 15 hard hours. The trip combination equals 31 hard hours in 6 calendar days. Scheduling will keep the flight attendant on the combination of trips unless notified otherwise. Therefore if the flight attendant does not want the combination he/she MUST advise Scheduling to remove them from the trip originating on April 1 because of exceeding 30 in 7. Then ensure that you have been removed and record all appropriate data. Ex.2) Another flight attendant has a scheduled 2 day Caribbean trip on April 2 &, 3 for 18+30 hard hours. Via AIL for March 30th, he/she bids and is awarded a 2 day Caribbean trip worth 18+30 hard hours. The trip combination equals 37 hard hours in 5 calendar days. The flight attendant will be kept on the combination unless he/she advises Scheduling otherwise. In this example, the flight attendant wants the combination so she/he does nothing but sign in properly. 

Ability (Optional) to Exceed 35 Hard Hours in 7 Days via SAP and the Electronic Trip Trade Board. This provision is strictly optional and will become available to all flight attendants effective with the Bid Month of May. 

This provision will not be available until after the Secondary Lines for April are awarded then you will be able to exceed 35-7 at your option by augmenting before the month begins. This can be accomplished by calling scheduling, on a first come first serve basis, and adding additional trips to your awarded line before the AIL is open for the first day of affected month.

Secondary Line Augmentation:

The new Secondary Line Augmentation began on March 13th at 1800. 

Q. Who can participate in the Secondary Line Augmentation process? 

A. Any flight attendant awarded a secondary line for the bid month or any flight attendant who could have held a primary or secondary line, but due to his/her unavailable status (at the time of primary or secondary line bid closing) was NOT awarded a primary or secondary line. Primary lineholders and reserve flight attendants are NOT eligible for this process. 

Q. Where is the "open time" posted? 

A. The "open time" is available for viewing in CATCREW on Option 11. 

Q. What is the maximum time that can be obtained during the augmentation process? 

A. For the bid month of April a flight attendant may pickup "open time" up to his/her option maximum. Effective with the month of May a flight attendant will be able to pickup "open time" up to the monthly maximum. Effective May 2005 the monthly maximum will be set by the Director of Crew Scheduling. 

Q. When does the process open and close? 

A. A flight attendant may contact scheduling at 1800 on the day after the closing of the secondary lines. The closing date of the Augmentation Process is the last day of the contract month at 1200. 

Q. How are trips awarded? 

A. Crew Scheduling will be responsible for the awarding of all request via telephone. Trips will be awarded on a first come, first served basis. This process is for picking up additional trips only. 

Q. Does the flight attendant own the position associated with the trip awarded via the Secondary Augmentation process? 

A. No. Position determination for SAP, Secondary Lineholders and Augmented Secondary Line holders is based on seniority among the flight attendants originating the trip. 

A flight attendant that is overprojected can't participate in augmentation until his/her overprojection is corrected. There is no swapping or exchanging trips or dates via augmentation. Augmentation is a manual "add" only process.

Guide to Implementation - April 4, 2005 Revision #1

Highlights Included in Revision #1

• Vacation Swaps/Monthly Rebid 
• Reserve Transition from LTO by Percentages to LTO in Five-Hour Groups (Effective May)
• Reserve Duty Day Change from 1500 to 0001 (Effective May)
• Identifying Deadheads within Line of Flying
• LODO Information (SAP,AIL, ETB) (Effective May)
• SAP Min & Max Window vs Primary Line Obligation
• TWOP (Time OFF without Pay) (Effective May)
• Pay and Credit
• Elimination of "blue boxing" (Effective May)

Vacation Swaps/Monthly Rebid

A flight attendant who swaps or monthly rebids a vacation period may not reduce his/her vacation period(s) to less than four (4) days unless the cancellation, shift or swap involved the single period of two (2) or three (3) days and the flight attendant doesn't already have a single period of two (2) or three (3) days. No one (1) day vacation period may be created through a swap or monthly rebid. Swaps and monthly rebids for single periods of one (1) , two (2), or three (3) days will be permitted for an equal number of days.

Reserve Transition from LTO by Percentage to LTO in Five-Hour Groups

AFA and the Company have discussed and agreed on the following method to transition Reserve Flight Attendants from the current system of Least Time Order (LTO) Using Percentages to the New LTO Five-Hour Groupings. Beginning on May 1, Reserve Flight Attendants will be grouped in five-hour groupings (0 to 5+00, 5+01 to 10+00, 10+01 to15+00, 15+01 to 20+00, etc.) in LTO order. Within each five hour grouping, Reserve Flight Attendants will be ranked in system seniority order and when being processed by Crew Scheduling, will be able to select trips using their system seniority within each five hour grouping.

On April 30, when Future Scheduling is processing Reserve Flight Attendants for coverage of trips on May 1, the LTO percentages will still be in effect. The reason is that Daily Scheduling will also be processing Reserve Flight Attendants on April 30 for trips originating on April 30. Since trips originating on April 30 must be offered under the LTO Percentage system, the changeover cannot occur until 0001 on May 1. This will not negatively impact those being processed by Future Scheduling for May 1 because they will have zero percentages for May 1. Those Reserve Flight Attendants being contacted by Daily Scheduling on April 30 will be offered trips based on the LTO Percentage system that was used for the entire month of April.

When Future Scheduling begins processing trips that originate on May 2, ALL Reserve Flight Attendants will be shown in CATCREW with the new five-hour groupings, and within in each five-hour grouping, those Reserve Flight Attendants will be ranked in System Seniority order. Additionally, Daily Scheduling will also use the new five-hour groupings when contacting Reserve Flight Attendants on May 1 for trips departing on that date. 

This transition procedure was necessary as both Daily and Future Crew Scheduling use the same system to assign trips. There was no way possible for Future Crew Scheduling to have a list of Reserve Flight Attendants in 5 Hour grouping order and on the same date have Daily Crew Scheduling processing a list in LTO Percentage order. Therefore, the above transition procedure was required.

Should you require further information or if you have any questions, please feel free to contact your Inflight Supervisor or your Local AFA Representative.

Reserve Duty Day Change from 1500 to 0001

Effective May 1, 2005 a Reserve Flight Attendant's day off will begin at 0001 domicile local time and end at 2400 domicile local time. Therefore, a Reserve scheduled to be AVL at 0001 will be processed by Future Crew Scheduling beginning at 1500 on the day prior to becoming AVL. Such Reserve may elect to have a list of trip choices, may elect to be available for phone contact for assignment or do neither and be passed to Daily Scheduling. If passed to Daily, such Reserve can be called by Crew Scheduling beginning at 0001. A Reserve leaving a list of trip choices for the following day will be responsible for contacting Crew Scheduling/VRS by 1930 of the day prior to becoming AVL to verify such trip assignment.

As often is the case, a transition procedure that gets us from an old system (1500-1500) to a new system (0001-2400) is required. AFA and the Company agreed on the following transition procedure. 

In Examples 1 (Last AVL Period in April Carryovers into May), a Reserve who has his/her last "AVL" period starting at 1500 in April will go "OFF" duty at the end of such period at 1500 even in the month of May. Then his/her first group of AVL days contained within the May month will start at 0001. The net result of this transition procedure is he/she will gain an extra nine hours off. Note: Carryover vacations would be handled in the same manner. 

Example 1 Comments 
APR 27 OFF On @ 1500 
APR 28 AVL 
APR 29 AVL 
APR 30 AVL 
MAY 1 AVL 
MAY 2 AVL 
MAY 3 AVL 
MAY 4 AVL Off @ 1500 
MAY 5 OFF 
MAY 6 OFF 
MAY 7 INV 
MAY 8 INV 
MAY 9 AVL On @ 0001

In Examples 2 (Last AVL Period in End on April 30th) a Reserve who has his/her last April "AVL" period ending on April 30th will go "OFF" duty at the end of such period at 1500. Then his/her first group of AVL days contained within the May month will start at 0001. The net result of this transition procedure is he/she will gain an extra nine hours off. Note: Carryover vacations would be handled in the same manner. 

Example 2 Comments
APR 27 OFF On @ 1500
APR 28 AVL 
APR 29 AVL 
APR 30 AVL Off @ 1500
MAY 1 OFF 
MAY 2 OFF 
MAY 3 OFF 
MAY 4 AVL On @ 0001
MAY 5 AVL 

In Example 3, the Reserve's first AVL day is May 1st. As such he/she will go on duty at 1500 on April 30th and end such period at 1500 on his/her last day. Then his/her next AVL period will begin at 0001. The net result of this transition procedure is he/she will gain an extra nine hours off. Note: If you had vacation on 28th thru the 30th it would be handled in the same manner.

Example 3 Comments
APR 27 AVL Off @ 1500 
APR 28 OFF 
APR 29 OFF 
APR 30 OFF On @ 1500
MAY 1 AVL 
MAY 2 AVL 
MAY 3 AVL Off @ 1500 
MAY 5 OFF 
MAY 6 OFF 
MAY 7 OFF 
MAY 8 AVL On @ 0001

In Example 4, the Reserve's last OFF/INV period is in April and his/her first "AVL" day is on May 2nd (or later). In these example please observe that his/her AVL will start at 0001 on such date. The net result of this transition procedure is a gain of an extra nine hours off.

Example 4 Comments 
APR 27 AVL Off @ 1500 
APR 28 OFF 
APR 29 OFF 
APR 30 OFF 
MAY 1 OFF 
MAY 2 AVL On @ 0001 
MAY 3 AVL 
MAY 4 AVL 
MAY 5 AVL 

In Example 5, the Reserve's VAC period is in April and his/her first "AVL" day is on May 2nd (or later). In these example please observe that his/her AVL will start at 0001 on such date. The net result of this transition procedure is a gain of an extra nine hours off. 

Example 5 Comments 
APR 27 AVL Off @ 1500
APR 28 VAC 
APR 29 VAC 
APR 30 VAC 
MAY 1 VAC 
MAY 2 AVL On @ 0001 
MAY 3 AVL 
MAY 4 AVL 
MAY 5 AVL 

Identifying Deadheads within Line of Flying

Primary Lines of Flying Which Include Deadhead Time: Flight attendants have asked if there is a quick way to tell if a line of flying includes trips with deadheads. The answer is no because the totals at the bottom which are P+C, NIT, DAY, BLK, LND, DPS or DAY do not in any way reflect deadhead time or PNC. At this time, in order to know which lines include trips that have deadheads (50% pay no credit) you must look up the pairings, high light the ones you do not want then bid accordingly. Bottom-line, at this time there is no easy way. 

LODO Information (SAP,AIL, ETB)

LODO'S & SAP: LODO's can only adjust the trips in their primary lines of flying by ADDING or DROPPING LODO trips, in his/her language, via SAP. A LODO can not pick up non-LODO time via SAP. Further, a non-LODO can not pick up a LODO trip in SAP. Note: With the removal of the ITD fence, Spanish LODO's can bid either IT or NTI trips in their language. 

LODO'S & AIL: LODO's can pick-up non-LODO trips on days off via the AIL up to the amount declared by the Director of Crew Scheduling. For the month of May that amount is 90 hours, unless grandfathered on the new 100/105 hour option. Example: IT line has 4 ½ FRA trip worth 78+30. At his/her option, a LODO can utilize the AIL for additional time (domestic, NTI or IT) up to 90:00.

If restricted by the company to hold for a trip in their language the following pay protection applies. (Per the Agreement Section 13-4 line 9 which did not change) A LODO flight attendant whose seniority would qualify him/her for selecting a non-LODO trip from the AIL shall never be financially disadvantage when being restricted to fly a LODO trip. 

LODO's & ETB: LODO's can only DROP or TRADE a LODO trip with another LODO (who speaks the same language) via the ETB. However, when pickup additional trips on days off via ETB LODO's can pickup any trip they are qualified to fly. Renee has 5 trips to CDG each worth 16 hours for a total of 80 hours. On the ETB, she posts two trips (CDG14th & CDG 17tht) that she wants to DROP. Immediately, the trip on the 17th is picked up and she is downward projected to 64 hours. She is responsible for the trip on the 14th until another LODO picks it up. In this case, the trip on the 14th is picked up by another LODO and she is downward projected to 48 hours. Renee is still required to come in with at least 50 hours for the month of May. Therefore, she must pick up the additional time to meet or exceed 50 hours. 

As an exception to the normal ETB processing, a flight attendant that is below the 50-hour floor may use either ETB or A/IL as a means of reaching his/her obligation of 50 hours.

TWOP (Time OFF without Pay)

Dropping time via TWOP (Time Off Without Pay) will decrease your flying obligation in a given month. Consistent with drops via the ETB (Electronic Trade Board), you must still finish the month with no less than 50 credited hours. In order to provide greater flexibility with respect to dropping trips via ETB or TWOP, you will be allowed to drop a trip that takes you below 50 hours but in no case less than 40 hours. Once projected below 50 hours you will no longer be permitted to drop any more time via TWOP or ETB. It is still your obligation to pick up time to get your credited hours back to at least 50 hours. A flight attendant may pick-up the time below the 50-hour floor by picking up ETB or Company time to meet his/her flying obligation when fulfilling the requirement below 50 hours. As an example, if you start the month with projected time of 80 hours (4- 20 hour trips) and subsequently drop one of your 20 hour trips via the ETB, you would now be projected to 60 hours. You could subsequently drop a second 20 hour trip via TWOP (subject to Crew Scheduling consent). Your projection would now be 40 hours. You would then be required to pick up at least 10 more hours in order to get yourself back to 50 hours. In this example the drop via TWOP would reduce your obligation by 10 hours (not 20 hours) since there is in essence a 50-hour floor. As an exception to the normal processing, a flight attendant that is below the 50-hour floor may use either ETB or A/IL as a means of reaching his/her obligation of 50 hours.

Please keep in mind that if you are projected to 40 hours, you must make up a minimum of 10 hours. Crew Scheduling will not split a trip to fulfill this 10 hour obligation.

SAP Min & Max Window vs Primary Line Obligation

SAP Min & Max Window VS Primary Line Obligation: The SAP window for May is a maximum of 90 with a minimum of 60, unless the flight attendant is grandfathered on the new 100/105 high option. The intent of the SAP window is to assist a flight attendant in rearranging his/her primary line within certain boundaries. However, the Schedule Adjustment Period does NOT allow dropping trips to the minimum of, in this case, 60 without a potential consequence. The credited time a flight attendant owes the Company each month is either the value (pay and credit) of his/her primary line, or post SAP line whichever is greater but in no case an amount greater than the monthly maximum as declared by the Director of Crew Scheduling. 

One BIG misconception is that time dropped via SAP does not have to be made-up. Therefore, review example (1) that reflects when dropped time must be made-up. Example (1): Karen receives primary line 6201 for May worth pay and credit of 80 hours. She is NOT over-projected and decides to participate in SAP. Her only successful (awarded) unit dropped a trip worth 15 hours and resulted in a post SAP line value of 65 hours. Does Karen have the ability to drop such a trip and exit SAP with only 65 hours? Absolutely! However, with such flexibility comes the obligation to increase the 65 hours back to at least 80 hours of credited Company time. Why? Because the new Agreement requires Karen to come-in with the value of her primary line (pay and credit) or her post SAP value whichever is greater. Further, the 15 hours Karen owes the Company can NOT be made-up via ETB. 

Over-projection due to vacation and/or carry-over time is a reason dropped time may not result in having to be made up. Therefore, review example (2): John receives primary line 2901 for May worth 80 hours. It consists of all 4 days trips each worth 20 hours. The trips originate on the 8th, 15th, 21st and 28th. Additionally, he has vacation from the 1st through the 7th for 28 hours of credited time. John decides to participate in SAP. It shows his projection for the month at 108+00. In unit #1, he drops the trip on the 8th. John knows the drop is legal and it would bring him to 88 hours. Unit #2 consists of a DROP on the 15th of 20 hours and an ADD on 18th of trips all worth 15 hours. In this example, both units are awarded and his post SAP line value is 83+00 credited hours (80 + 28 vac = 108 -20 drop = 88 - 20 drop = 68 + 15 add = 83). Per the Agreement, John's obligation for May is the greater of his line value or his post SAP value. Therefore, John's obligation is 83 hours. Note: If unit #2 had NOT been successful the Post SAP value would have been 88+00 credited hours (80 +28 vac = 108 -20 drop = 88). Therefore, he would have an obligation of 88 credited hours. 

Note: The aforementioned examples are absent any ETB activity in order to illustrate the prevailing monthly obligations before the ETB is utilized. Now, let's say that after SAP, in example (2), John posts the trip on the 28th (worth 20 hours) on the ETB to be dropped. In this case, it is picked-up by Karen, from example (1). John's post SAP value of 83 hours is reduced to 63 and that is all he has to come-in with for May. On the other hand, Karen from example (1) who picked up the 20 hours is at 85hours BUT still owes the Company for the time is she dropped via SAP. In other words, the 20 hours from the ETB did not pay back the 15 hours she previously owed the Company. 

Pay and Credit

P+C or Pay and Credit: When you receive a line of flying your obligation at the time of award is whatever amount is on the P+C line. P+C is the BLK time (pure flight time) plus any variable minimum, trip rig or duty rig in your line of flying. Deadhead time does not show in the P+C total. Deadhead, which is 50% pay and no credit does not figure into to your flying obligation. 

Example: Lynn has a line worth P+C of 83+58. One of her trips has a scheduled deadhead of 9+15 to Venice that results in 4+38 of pay no credit. When she looked Option 5 (pay summary) it showed 83+58 and 4+38 of Pay No Credit for a Total Pay + Pay No Credit of 88+36. The P+C of 83+58 is her flying obligation. The 88+36 has nothing to do with her flying obligation. Her paycheck will yield a minimum of 88+36 if she worked the block as published. 

Elimination of "blue boxing" (Lineholder Obligation for Trips) 

Effective with the May contract month a lineholding Flight Attendant will be obligated and legal for every trip included in his/her line within a month. This does not preclude a flight attendant's use of vacation, sick leave, SAP, the A/IL, TWOP, or the ETB system, but once any trip has been added, dropped, traded or other credited time has been used, the flight attendant is obligated to be available to fly each trip and cannot create an illegality through the A/IL or ETB either in the current or the subsequent month of flying. (NOTE: This eliminates the practices known as "blue boxing".)

As example, in today's environment a flight attendant may pick up a four-day trip that would make himself/herself illegal his/her scheduled block trip. Crew Scheduling would allow the flight attendant to pick up the AIL trip and, Scheduling would subsequently "blue box" the flight attendant by placing him/her on the AIL to touch his/her scheduled block trip. "Blue boxing" will be eliminated on May 1, 2005. A flight attendant will not be awarded a trip through A/IL or ETB that creates an illegality.

05MAY AIL 92007/1
06MAY 92007/2
07MAY 92007/3
08MAY 92007/4
09MAY 2001/1 (scheduled block trip) AIL (Blue Boxing)
10MAY 2001/2
11MAY 2001/3
12MAY 2001/4

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