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VARIABLE
MINIMUM OF FIVE HOURS WITH NO FLOOR AND NO CEILING -
This comes to us as a result of our "me-too" with the pilots.
What this rig change means is that a four day trip will still have to
pay no less than 20+00 hours. However, once this rig changes the Company
will not have to pay you a minimum on any particular day of a trip. In
other words, if day 1 of a four-day trip is scheduled for only 2+15
hours that may be all you get paid. In this example, day 2 could pay
7+59, day three could pay 3+00 and day 4 would have to be worth no less
than 6+46. If you were on a two-day and day 1 only pays 3+00, day 2
would have to be worth no less than 7+00. This will allow the Company to
create trips that are very unproductive on some days and extremely
productive on other days. EFFECTIVE MARCH 2003
CHANGE TO DAY AND NIGHT RIGS -
These changes are duty changes, and also come to us as a result of our
"me-too" with the pilots. The reduced rig of 1 for 2.25
applies to the hours of 0600-2159 and the reduced rig of 1 for 2 applies
to the hours of 2200-0559. EFFECTIVE MARCH 2003
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CLAIMING
SICK LEAVE -
For blockholders who are sick for ½ or less of their post-SAP,
post-over-projection adjustments, or, when implemented, their
preferential bid award, the total sick claim cannot be more than would
bring them to that line value less five hours. For example, if a
blockholder has a line value of 80+00 and calls in sick for a trip,
he/she could not claim an amount that would put them over 75+00 hours.
If that same blockholder was sick in excess of 40+00 hours of their
80+00 hour line value, he/she could claim an amount that would bring
them up to their line value. If that same flight attendant used SAP or
the pref bid system to create a line worth 90+00 hours, that flight
attendant would be able to use the higher value and claim to 85+00 if
sick for 45+00 hours or less or up to 90+00 if sick for 45+01 or more
during the month.
90/95 and 100/105 hour option flight attendants can claim up to 90 and
100 hours.
Reserve flight attendants will not be able to claim in excess of their
monthly minimum guarantee of 71+00 hours unless on the 90/95 or 100/105
hour options. If a reserve flight attendant on non-option (80/85) calls
in sick for a ten hour trip and flies 60+00 hours during the month,
he/she could claim 10+00 hours. If that same reserve calls in sick for a
20+00 trip and flies 60+00 hours during the month, the maximum he/she
could claim would be limited to 11+00 hours. Any reserve flight
attendant on the 90/95 or 100/105 hour option would be entitled to claim
up to 90 and 100 hours respectively.
NOTE: The Company has advised that there will be a rebid
of options to allow flight attendants to elect a higher option.
CHANGES TO RESERVE SYSTEM -
Reserves will continue to bid for days off and such bid will take place
after lines of time are awarded. Reserves will have eight (8) inviolable
days off. Trips will be awarded based on which reserve has the least
amount of time. Vacation and/or training count towards projected hours.
When contacted by scheduling, a flight attendant will not be allowed to
pass except for off days. A reserve will be able to continue to split a
trip for off days. If required to fly a trip into non-inviolable off
days, such days will be restored to the flight attendant. A reserve may
fly into his/her off days, at his/her option, however, such off days
will not be restored. If multiple trips are available at the time of
contact, the reserve will be allowed to select from trips available.
High option reserve flight attendants (90/95 and 100/105) will be
allowed to pick up trips on off days, but are not required to do so.
High option reserve flight attendants do not have to give up off days in
order to attempt to reach 90/95 or 100/105. Reserve flight attendants
will be released upon trip assignment except in cases of extreme
irregular operations. EFFECTIVE NO LATER THAN JUNE 2004
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PREFERENTIAL
BID SYSTEM -
Primary lines, SAP, and secondary lines will be replaced with a
preferential bid system. The simplest way to explain a pref bid system
would be to compare it to SAP. In SAP, you go in and make adjustments to
your line awarded in the primary line bid process. Well, in a
preferential bid, you will receive published pairings and use a system
similar to SAP to build your own line. If there is a 757 trip on the
5th, a 737-300 trip on the 17th, and A319/320 trip on the 22nd and
another 757 trip on the 27th that you want to fly, you can bid for those
trips just as you now do in SAP. Based on your seniority, you will be
awarded what you can hold. You will be able to bid specific trip
pairings or use parameters, i.e., 3-day trip on the 5th. The complete
details of the system that will be implemented are not known at this
time since a vendor has not yet been selected. The Company and AFA must
mutually agree on a vendor. The way the system will manipulate bids and
any changes to that must also be agreed upon. This is important. If, for
example, flight attendant Jones who is number one on the seniority list
bids for any 3 day on the 5th and is awarded trip number 12345. Then
flight attendant Smith who is number 3000 on the seniority list actually
bids trip number 12345, the system would be able to go back up and give
flight attendant Smith a different 3 day trip since Smith did not
specify that actual trip and Jones specifically asked for that trip.
The trip pairing we will use in the preferential bid will be the same
pairings as the pilots. This will allow flight attendants to bid with
pilots if they so desire.
The preferential bid system will continue to create lines of time until
it can no longer create a line with at least 70+00 hours. The
preferential bid system should be able to create as many lines as we
currently have with primary and secondary lines. We are still tied to
the pilots in each base as far as time flown by the pilots. EFFECTIVE
NO LATER THAN JUNE 2004
AIL/BID SHEET-
The bid sheet will still be in effect with no changes. In other words,
you will still be able to go on the bid sheet the day prior to your line
awarded trip and trip improve for more or less time. Weekends are not
treated differently than they are today. The changes that the pilots
agreed to in relation to the bid sheet do not apply to the flight
attendants. In addition, the bid sheet will be automated so that you can
go on the bid sheet either by phone or computer.
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MID-ATLANTIC
AIRLINE -
Mid-Atlantic (MDA) will be operated as a division of mainline. Wages,
benefits, and work rules will match American Eagle flight attendant
agreement in place as of December 20, 2002. A US Airways flight
attendant who is furloughed will be able to fly for MDA and will use
their US Airways longevity for pay purposes. In other words, if a 7-year
flight attendant is furloughed an elects to fly for MDA, he/she would be
paid at the 7-year rate for an MDA flight attendant. A flight attendant
may elect to accept involuntary furlough in lieu of flying for MDA. Such
flight attendant would receive furlough pay but would not be able to
return until recalled to mainline.
HEALTH & WELFARE CHANGES - MEDICAL PLAN
Monthly contribution will be higher than was published in the 2002
Restructuring Agreement. In 2003, an employee only under the 80/60 plan
will pay $16.00/month, or $2.00 more. Employee and spouse will pay
$32.00/month, or $5.00 more. Employee and child will pay $31.00/month,
or $8.00 more.
In 2003, an employee selecting the 90/70 plan will pay $35.00/month, or
$8.00 more. Employee and spouse will pay $70.00/month, or $15.00 more.
Employee and child will pay $66.00/month, or $14.00 more. Employee and
family will pay $116.00, or $26.00 more.
In 2003, an employee selecting the 100/80 plan will pay $52.00/month, or
$16.00 more. An employee and spouse will pay $103.00/month, or $31.00
more. An employee and child will pay $98.00/month, or $30.00 more. And
employee and family will pay $170.00, or $52.00 more.
The monthly contribution will increase as outlined in the summary
booklet through 2008. Copays, deductibles, and out-of-pocket maximums
are fixed through 2005.
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RETIREE
LIFE INSURANCE -
The basic life insurance may be continued by the pre-65 retiree but the
Company will no longer pay the subsidy. The dependent life insurance may
also be continued by the pre-65 retiree but the Company will no longer
pay the subsidy.
POST-65 RETIREE DEATH BENEFIT -
This benefit will be eliminated for all post-65 retirees.
LONG-TERM DISABILITY -
Will continue to be paid by the Company. The benefit percentage will be
reduced to 50% from the current 60%. The monthly maximum benefit will
increase from $2,350 to $7,500, although no flight attendant will ever
get that maximum since he/she would have to earn $15,000/month to
qualify. The 90-day waiting period will be increased to 120 days.
WORKER'S COMPENSATION - SALARY CONTINUANCE -
Only six month of salary continuance will be offered, down from a
current 15 months. An employee can use his/her sick bank once salary
continuance has ended.
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