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Dear Members,
After numerous discussions with members of Senior Management regarding our ratified language which pertains to the company providing Medical coverage for only 90 days at an employee "active rate for all medical leaves, the Company agreed to change/enhance the provision in our 2004 Ratified Agreement under "Leave of Absence" from 90 days active rate, increased to 180 days of "active rate" for all unpaid Medical Leaves including Maternity, LTD, and OIJ. After 180 days on any Medical Leave, the company will offer COBRA. The Company moved on this with no exchange for something else. The MEC supported this change and agreed to the LOA below. This new provision has been signed by both parties and will go into effect on June 1, 2005. Please note: Those who are currently on an unpaid medical leave are
"grandfathered" to the old language of 1-year "active rate".
Please read the new language which will be reflected in our contract once it is printed.
Teddy
MEC President, AFA-CWA
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May 12, 2005
Ms. Teddy Xidas
MEC President
Association of Flight Attendants-CWA
200 Marshall Drive
Coraopolis, PA 15108
Re: Benefits for Medical and Maternity Leaves of Absence Flight Attendants
Dear Teddy,
The 2004 AFA-US Airways Agreement contains the following "Leaves of Absence" provision:
"Modify Section 20 to provide for retention, but not accrual, of longevity (pay and vacation step increases) and pension service credits. No accrual of vacation and sick credits. Medical, dental, life, disability and all related Company paid benefits will be suspended upon commencement of a leave with the exception of medical and maternity leaves of absence which will carry benefits for the first 60 days of the leave, or for any greater period required by applicable law. Such flight attendants will be eligible for COBRA and their benefits will recommence upon return from leave. Non-revenue travel benefits will be according to corporate policy, and corporate policy is subject to change at Company discretion. Benefits while on military leave covered by the Uniformed Services Employment and Reemployment Rights Act, 38 U.S.C. § 4301, et seq., ("USERRA") will be provided in accordance with USERRA. Flight attendants on military leave will be treated no less favorably than as provided in Corporate Policy for other employees."
Subsequent to the ratification of the above-referenced language, the Company decided to increase the period of time for which all flight attendants on medical and maternity leaves of absence would carry medical and dental benefits from 60 days to 90 days.
In recent discussions between the Company and AFA, AFA requested that the period of time for which flight attendants receive medical and dental benefits while on medical and maternity leaves of absence be extended further than 90 days. As a result of those discussions, the Company has agreed that for flight attendants going on unpaid medical or maternity leaves of absence, such flight attendants will be extended medical and dental benefits at the active employee contribution rate for the first 180 days of such leave, after which he/she will be eligible for COBRA coverage under applicable law. Any other related Company paid benefits for medical and maternity leaves of absence will extend for the first 60 days of the leave. As a result of this change, the language in the 2004 AFA-US Airways Agreement will be modified to reflect the following:
"Modify Section 20 to provide for retention, but not accrual, of longevity (pay and vacation step increases) and pension service credits. No accrual of vacation and sick credits. Medical, dental, life, disability and all related Company paid benefits will be suspended upon commencement of a leave with the exception of medical and maternity leaves of absence. Medical and maternity leaves of absence will carry medical and dental benefits for the first 180 days of the leave. Any other related Company paid benefits for medical and maternity leaves of absence will carry for the first 60 days of the leave. Flight attendants on leaves of absence will be eligible for COBRA and their benefits will recommence upon return from leave. Non-revenue travel benefits will be according to corporate policy, and corporate policy is subject to change at Company discretion. Benefits while on military leave covered by the Uniformed Services Employment and Reemployment Rights Act, 38 U.S.C. § 4301, et seq., ("USERRA") will be provided in accordance with USERRA. Flight attendants on military leave will be treated no less favorably than as provided in Corporate Policy for other employees."
The above provisions will be implemented for unpaid medical or maternity leaves of absence beginning on or after June 1, 2005.
Please indicate your concurrence with the above by signing below and returning this document to me.
Sincerely,
Agreed
E. Allen Hemenway
Vice President
Labor Relations
Teddy Xidas
MEC President
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