A. Compensation

1. Base rates of pay

Freeze current rates of pay for duration of Agreement.

Reduce current rates of pay by TBD%.

No raises through duration of Agreement.

Raise of 3% effective one day after the amendable date.

Set pay rate reduction to achieve the overall target. 

2. Junior Assignment Pay

A premium of $8 per hour, prorated to the nearest minute, will be paid in the following situations:

- to a Lineholder who is junior assigned to an open trip, with the premium applying to all credited pay hours of such trip, including any applicable rigs;

- to a Lineholder or a Reserve whose scheduled trip is flown past midnight into a scheduled day off due to operational requirements, with the premium applying to those trip hours of the flight attendant’s trip extending into the day off, excluding any applicable rigs (e.g., if the flight attendant is scheduled in at 1400 and actually arrives at 0130 with release at 0145, the flight attendant would be paid the premium for 0000-0145);

- to a Lineholder or a Reserve who is rescheduled and whose rescheduled trip is flown past the scheduled arrival of his/her original trip, with the premium applying to those trip hours of the flight attendant’s trip extending beyond the scheduled arrival, excluding any applicable rigs (e.g., if the flight attendant was scheduled in at 1900 and his/her rescheduled trip actually arrives at 2130 with release at 2145, the flight attendant would be paid the premium for 1900-2145).

A flight attendant can not receive Junior Assignment Pay twice for the same trip (e.g., a Lineholder who is junior assigned to an open trip would receive premium pay for the whole trip, but would not receive double premium pay if he/she was subsequently rescheduled and arrived late or flown past midnight).

Note: Junior Assignment Pay is not paid in addition to Reserve Minimum Guarantee, Lineholder Minimum Guarantee, or Line Value Guarantee; instead, actual pay including Junior Assignment Pay is compared after end of month to applicable minimum guarantee pay, and flight attendant is paid the greater of the two.

Premium for junior assignment of Lineholder and Reserve, for rescheduled lineholder or reserve for hours flown after originally scheduled arrival of last leg, or for lineholder or reserve hours flown into scheduled day off due to operational requirement.

3. International Premium pay

Reduce from $3.00/hour to $1.50/hour

4. Night pay

Discuss elimination. ($0.35/hour)

5. Holiday pay

Retain current language.

 Note: A flight attendant who is junior assigned on a holiday would receive both Holiday pay and Jr. Assignment pay.

6. Longevity Pay

Scheduled to snapback in 2009. Eliminate.

7. Holding Pay

Increase from $7.00 to $10.00

8. Senior/Aft Lead Premium – Domestic and International

Discuss elimination

9. Galley Pay

Discuss elimination

10. Reserve Override

Eliminate reserve overrride scheduled to snapback on 1/1/06 

11. Premiums for Paid Time Off

Eliminate premiums paid for time not actually worked.

12. Understaffing Pay

Retain current language.

13. Drug Testing Pay

Retain current language.

14. Deadhead Pay

Discuss: Eliminate or reduce 50%, and/or converting to pay no credit.

15. Other Pay Items

Eliminate lump sum payments in 2007 and 2008. 

B. Minimum Pay Guarantees

1. Lineholder Minimum Guarantee

71 hours at base rate of pay, reduced pro-rata for days not available to fly during month, for use of PTO or UTO hours or for “Voluntary Reduction of Time” (see below for definition).

2. Reserve Minimum Guarantee

71 hours at base rate of pay, reduced pro-rata for days not available to fly during month, for use of PTO or UTO hours or for “Voluntary Reduction of Time” (see below for definition).

3. Line Value

 “Line Value” for a month is defined as follows:

• At start of month, Line Value is composed of the published value of trips and training, excluding known PTO or UTO hours, after SAP.  When preferential bidding implemented, Line Value is result of pref bid, excluding known PTO or UTO hours.
• During month, Line Value is adjusted up or down for the published value of trips added, dropped or traded, reduced for any PTO or UTO hours taken during the month and reduced for any Voluntary Loss of Time as defined herein.
• If a flight attendant in active status is paid less than [TBD: 50?] hours in a month, he/she may be placed into inactive status and all of his/her accruals and benefits shall cease until such flight attendant returns to active status.

Note:  Line Value is based on published trip value, and is not adjusted for actual events such as overfly or underfly.

Protects against flight attendant using unpaid leave and not flying to collect benefits and accrue seniority

4. Line Value Guarantee

Each Lineholder is paid the greater of actual time flown paid at base pay and any applicable premium pay, or “Line Value Guarantee” for a month, defined as the flight attendant’s Line Value plus PTO hours, paid at the flight attendant’s base rate of pay.

Assuming no voluntary loss of time, a lineholder will be guaranteed his/her line value at base rate of pay for the month.

5. Paid greater of scheduled or actual for each trip [10.B]

Eliminate – replaced by Line Value Guarantee language.

6. Involuntary Loss of Time

A reduction in a Lineholder’s Line Value is considered an “Involuntary Loss of Time” if caused by rescheduling, equipment substitution, company-assigned training, any other company-assigned flying, flag stop, diversion or cancellation, “no-fault” illegality (for example, a flight attendant’s inbound night trip is delayed due to weather, making such flight attendant illegal for scheduled morning originator) or month-to-month trip continuation resulting in a conflict.

7. Voluntary Loss of Time

A reduction in a Lineholder’s Line Value is considered a “Voluntary Loss of Time” for all events not defined as an “Involuntary Loss of Time”, including flight attendant requesting training change, any trip added, dropped or traded that in actual operation results in illegality (including illegality created in a trip that was not added, dropped or traded), leaves of absence, failure to qualify for training, losing currency, or use of PTO or UTO hours during the month.

8. Minimum Pay for Single Duty Period Pairing

Flight attendants awarded or assigned a published pairing during the normal monthly bid process consisting of a single duty period scheduled with less than four hours of flying (including deadhead) will receive a look-back adjustment to a minimum of four hours pay and credit after the pairing has been completed (i.e., if actual time exceeds four hours, the minimum pay shall not apply).  This provision does not apply to flight attendants who pick up or are assigned reconstructed single duty period trips during the month of flying or who are rescheduled during the month of flying or to flight attendants on reserve duty.

Flight attendant has protection against construction of low-value one-day trips.

C.  Hours of Service

1. Monthly Maximums [10.C]

Eliminate high- and low-time options.   Lineholders and Reserves will be subject to a pay cap of 85 to 105 hours [DISCUSS], to be established monthly by domicile.

2. Monthly Minimums

A flight attendant can not adjust his/her projection, including PTO hours, below his/her minimum guarantee prior to a month of flying.

3. Minimum Days Off [10.F Lineholder; 11.A.1 Reserve]

Discuss:  current book is 11 days off, 10 days off may be required to allow for f/a’s to retain W-2 earnings.

4. Overprojection [9.E]

A flight attendant can not split trips to adjust projection without Company consent.  A flight attendant must remain legal for the trips in his/her line (in the case of a Reserve, must be legal to fly on his/her days of availability for the month), including the last trip of the month, and comply with all FARs.

5. Last Trip Protection [9.F.5]

Eliminate (replaced  by Line Value Guarantee)

6. Report No-Fly and Release after 3 hour Delay [10.N and 10.O]

Eliminate (replaced by Line Value Guarantee)

7. Reserve Days Off [11.A]

All Reserve Days Off, currently Immovable or Movable, become “Reserve Days Off”.  The Company will not schedule a Reserve into a Reserve Day Off; however, if the operation requires a Reserve to fly into a Reserve Day Off, then Junior Assignment pay premium applies to those hours flown past midnight into the Reserve Day Off (see above).  A Reserve who is flown more than one hour past midnight into a Reserve Day Off will remain available for that day and will have his/her Reserve Day Off reinstated at the end of the current Reserve Day Off period or a subsequent Reserve Day Off period.  A Reserve can not move Reserve Days Off unless with Company consent.  Reserve Days Off may be traded by flight attendants without Company consent subject to a process and parameters (e.g., maintaining legality) to be mutually agreed by the Company and the Association prior to its implementation.

A Reserve flown into a day off due to operational requirement is paid Jr. Assignment pay.

8. Duty Periods [10.D]

Retain current language, with one exception:  define “Back-of-the-Clock” as 0100-0459 instead of 0100-0500

Allows 0600 departure with report time at 0500 to avoid “back of the clock” pay

9. Trip Rig [10.J]

Open

Subject to valuation

10. Duty Rig

Open

Subject to valuation

11. VM Rig [10.K]

Open

Subject valuation, may have significant impact on operational and pay-related issues

12. Split Trips [10.Q]

Paid actual time regardless of reason for split (i.e., no Duty, Trip or VM Rig applies, and the published VM Rig shall not be recalculated for days prior to or after the split), including Company-initiated splits. 

13. Combined Trips [10.R]

The Company will include combined trips in the assignment of open time process, time permitting.

14. Maximum Hours per Week

30:7 / 35:7

D.  Scheduling

1. Scheduling Committees [9.A]

Retain current language.

2. Line Construction Parameters [9.B]

Lines will be constructed with a minimum of [10 or 11] calendar days off in each bid period at the flight attendant’s crew base.  Lines will normally be constructed with a target average of approximately five hours less than the applicable pay cap, subject to staffing requirements.

3. Monthly Bid and Line Award Process [9.C]

Retain current process until pref bid implementation

4. SAP line value [9.C.3]

A flight attendant using SAP to add time can not exceed the applicable pay cap of credited hours for a month.

5. SAP Floor [9.C.3]

The SAP floor for a bidding cycle will be established at 80:00 hours.

6. Open Time at Start of Month [9.B.4]

No restriction on the amount of open time at the start of the month (eliminates the current 10% floor).

Provides more predictability for reserves and creates more lineholders

7. Future and Daily Processes [9.D]

1. The Company will make an assessment of coverage.
2. The Company will group flight attendants in highest-to-lowest priority order as Lineholders on Reserve status, Lineholders seeking to pick up time, Reserves on a Reserve Day of Availability, Reserves on a Reserve Day Off, Lineholders on a day off, Management Flight attendants (each, a “Category”).
3. The Company will offer trips to flight attendants that are legal to originate and to complete the trip.  If no flight attendants are legal or available to complete an open trip, the trip shall be split to avoid the conflict in accordance with the splitting rules, Section 10.Q and Section 9I.
4. The Company will offer flight attendants who are legal to originate and to complete a trip, such trip(s) in [a manner to be determined:  lowest time, FIFO, or seniority, to be discussed].  Notwithstanding the above, flight attendants who are being junior assigned will be assigned in inverse seniority order, not by lowest time.
5. A flight attendant who did not receive an open trip during the Future Scheduling process that matched his/her days of availability may be held over into the Daily process.
6. In Future Scheduling, trips may be awarded out of Category to avoid splitting a trip.  However, a trip may be split or extended into days off to avoid a Lineholder junior assignment .
7. The Priority of Trip Assignment process will be used to assign open trips into or on days off.

Company is flexible with regard to specifics, but is seeking to avoid unnecessary trip splits and to balance time.

8. Reserve Report Time[11.J]

Retain current language (90 minute report).

9. Reserve System

Retain current language.  Note: Unscheduled PTOs shall not be credited or applied to a reserve flight attendant’s projections for purposes of calling out of time until the completion of the month (same concept as today).  However, Reserves can not call out of time until completing 100:00 credited hours.

10. Rescheduling [Replaces 9.G]

The Company may reschedule a flight attendant (a “Rescheduled Flight Attendant”) to maintain schedule or substitute another crew on part of his/her trip to maintain scheduled operations in accordance with published timetables at any time during his/her trip.  Such flight attendant will be advised of his/her new duty assignment within three hours of being notified that he/she has been rescheduled.

11. Rescheduling Pay [9.G]

Eliminate (replaced by Line Value Guarantee)

12. Return to Domicile [Replaces  9.G.4]

The Company may not schedule a Rescheduled Lineholder into a scheduled day off (i.e., crossing midnight).  If operational requirements necessitate a flight attendant flying into a scheduled day off, such flight attendant shall be paid Junior Assignment premium pay for hours flown into such day off.  If a rescheduling assignment penetrates a Reserve’s Reserve Day Off by one hour or more, the Reserve will have such day off restored at the end of the next or a subsequent series of days off.   Rescheduled Lineholders, Lineholders on a Reserve Day or Reserves assigned scheduled flying beyond the termination time of their original pairing will receive Junior Assignment pay for those flight time hours worked outside of their originally scheduled arrival time.

Rescheduled flight attendants get junior assignment pay if flown past originally scheduled arrival and/or into day off.

13. Definition of Rescheduling, [9.G]

Eliminate (not needed given other provisions)

14. Lineholder with Reserve Day

A Lineholder who has an Involuntary Loss of Time will be given the option of being released after the three hour window described in item 11 above, or remaining available for the same number of days as his/her original trip.  

A flight attendant who elects release shall have the published value of the original trip subtracted from his/her Line Value Guarantee as a Voluntary Loss of Time. 

In the event the flight attendant elects to remain available, he/she will be assigned Reserve status over his/her original trip days.  Such flight attendant will retain the published value of the original trip in his/her Line Value Guarantee. 

A Rescheduled Lineholder acting as a Reserve shall be provided hotel room accommodations paid by the Company if required.  Notwithstanding the above, if the Company is experiencing a severe irregular operation, a flight attendant who elects not to remain available may be assigned to remain available for up to 24 hours to avoid canceling trips.

Lineholder who is not immediately scheduled has option to remain available in “highest priority Reserve” status for another trip, or to go home.  If goes home, he/she waives the guarantee value of the trip.

In a severe irregular operation, the Company may keep the flight attendant up to 24 hours to assign to another trip.

15. Original Trip Leg(s) Still Operating

If the original leg(s) of a scheduled trip continue to operate, Company is not obligated to put a Rescheduled Flight attendant back onto original trip. 

16. Equipment Substitution [9.G]

Eliminate current provisions (not applicable under new Rescheduling language)

17. TDY [11.L]

Review

18. Downline Report[10.P]

Discuss modifying current 1:00 to 0:45 for domestic trips only

19. Availability/Improvement List

A flight attendant using the Availability/Improvement List may not reduce time unless through a trip trade, i.e., the flight attendant may trade a high-time trip for a low-time trip with another flight attendant (would require modifications to the Availability/Improvement List).  A flight attendant may pick up time by trading for a higher-time trip or by picking up time made available through PTO/UTO use by another flight attendant.  Prior to the modifications required to allow trip trading via the Availability/Improvement List, a flight attendant using the Availability/Improvement list may not drop a trip touching Saturday or Sunday without picking up a trip covering the same weekend day(s).

Provides more predictability for reserve staffing, reduces Reserves and increases Lineholders,.  The current system creates a cascading amount of open time as the weekend approaches, resulting in unpredictability that drives higher weekend Reserve staffing, lower pay for Reserves, and increases the chances of flying into a day off and/or POTA for lineholders.

20. Lead-in, Lead-Out [9.H.1-3]

A flight attendant will be responsible to fly the continuation of a trip from the current month into the subsequent month.

WITHOUT TRIP CONFLICT:  the flight attendant’s Line Value Guarantee for the subsequent month will be increased by the scheduled value of the lead-in pairing.

WITH TRIP CONFLICT:  the flight attendant’s Line Value will reflect the greater of the scheduled hours for the lead-in pairing (the “Lead-In Trip”) or the trip(s) that conflict with the lead-in pairing (the “Conflict Trip”).  The flight attendant will be responsible to be available to fly over all days of flying for which his/her Line Value was calculated (i.e., the greater number of days of the Lead-In Trip or the Conflict Trip).  Flight attendants who receive pay protection under this provision are subject to the rules governing assignment of flying under “Rescheduling” herein.

Note:  Priority for coverage will go to the trip in the current month.

21. Month-to-Month change of status

A Reserve flown into a new month who will become a Lineholder in the new month will not be considered a Lineholder until released by Crew Scheduling from his/her continuing trip.

A Lineholder flown into a new month who will become a Reserve in the new month will not be considered a Reserve until released by Crew Scheduling from his/her continuing trip.

In the event a trip continuation into a new month would reduce a Flight Attendant’s days off in that month below the minimum, such days off will be reinstated during the current month by Crew Scheduling, unless waived by the Flight Attendant.

22. Holiday Trip Drop [9.C.3.e]

Retain current language applying to current process, i.e., maintain obligation to holiday trip.   Discuss pref bid rules.

23. Lineholder Obligation for Trips [9.F.1]

Flight attendant needs to be obligated and legal for every trip included in Line Value.  This does not preclude a flight attendant’s use of PTO or the Availability/Improvement List, but once any trip has been added, dropped, traded or PTO has been used, the flight attendant is obligated to be available to fly each trip and can not create an illegality through his actions.

24. Assignment of Open Time Priority [9.D]

1. Rescheduled flight attendant prior to release
2. Rescheduled Lineholder on Reserve Day
3. Flight attendant using Availability/Improvement List to pick up time
4. Reserve with lowest LTO in domicile
5. Reserve with lowest LTO from other domicile
6. Junior Assigned Reserve
7. Junior Assigned Lineholder
8. Management Flight attendant

E.  Training

1. Training Pay

Discuss flat rate of $50 per day for training. Also discuss training for transoceanic international (equipment/service) once ITD fence removed. If a flight attendant wants to fly transoceanic international, training would be provided but unpaid. However, Company will also train a certain amount of additional reserves.  In that case, training would be paid.

F.  International

1. Elimination of ITD

Discuss implications, Trip options, etc. associated with eliminating ITD.

2. Section 12. International

Revisit crew rest seat policy.

3. CRAF Letter 27

Update CRAF letter to make consistent with other changes.

G.  Sick/Vacation

1. PTO

Current Sick and Vacation will be converted (in a manner described below) into Paid Time Off (“PTO”) hours.

2. UTO

Unpaid Time Off (“UTO”) hours – a flight attendant who has exhausted his/her PTO account but wishes to take time off for purposes authorized for PTO use may take the time without pay.

3. PTO Period

PTO shall be accrued and used in twelve-month periods (a “PTO Period”), defined as the March through February crew months.

4. PTO Account Initial Bank Establishment

Each flight attendant shall have the following intial PTO Account balances established:

Current PTO Account:  the lesser of the flight attendant’s accrued vacation from the prior year or __ hours, plus __ hours for sick/personal days (i.e., total not to exceed ___ hours).

PTO Savings Account:  The flight attendant’s accrued vacation from the prior year, less 65 hours.

PTO Retirement Account:  The lesser of ___ hours or 25% of the flight attendant’s previously accrued sick leave hours.

PTO Illness Account:  The flight attendant’s previously accrued sick leave hours, less those hours placed in the PTO Retirement Account.

Converts existing balances of sick and vacation into PTO accounts for use under new system.

5. PTO Accrual

Accrual in a twelve-month PTO Period will be based on years of service completed according to the following schedule:

0-5 years of service: 108 hrs/year

6-10 YOS:  ___ hrs/year

11-15 YOS:  ___ hrs/year

PTO accrued in a twelve-month PTO Period will be available for use in the subsequent twelve-month PTO Period.

A flight attendant’s current PTO that is accrued but unused will be paid out at the flight attendant’s base rate of pay in his/her last position held at the time of the flight attendant’s retirement or termination.

Establishes “go-forward” accrual rate.

6. Vacation PTO Pay and Credit

Vacation periods bid in the annual vacation bid process are taken in blocks of seven consecutive calendar days and paid at 5:00 base pay and credit per day.  PTO pay for vacation will not be credited toward qualification toward the flight attendant’s Line Value Guarantee, the Lineholder Guarantee, or Reserve Guarantee (note that each of these Guarantees will be adjusted to exclude PTO hours in a month of flying).  [Note: a flight attendant who cancels or requests and is granted a shift of an awarded seven-day block of vacation is required to cancel or shift the entire seven-day block.]

Annual vacation bid for PTO

7. Sick PTO Pay and Credit

When used for days missed due to illness or injury, pay for PTO will be as base pay for trips missed for Lineholders, and as prorated monthly minimum guarantee for Reserves.  PTO hours used for illness will be credited toward the flight attendant’s reserve Minimum Guarantee or Lineholder Minimum Guarantee.  PTO hours used for illness will not be credited toward qualification toward the flight attendant’s Line Value Guarantee (note that this Guarantee will be adjusted to exclude PTO hours in a month of flying).  Need to discuss sick pay and credit for Lineholder when trips missed does not apply (e.g., flight attendant returning from medical mid-month).

8. Personal Day PTO Pay and Credit

Subject to proper notification (see below), a Lineholder taking a personal day will receive PTO pay at his/her base rate of pay based on the trip value of each day missed, and a Reserve will receive PTO pay at his/her prorated reserve guarantee for the number of duty days missed.  PTO hours used for personal days will not be credited toward qualification for minimum guarantees or premium pay, if applicable.

Flight attendants may take personal days with pay under the PTO system subject to proper notification.

9. PTO Illness Account

A flight attendant’s PTO Illness Account has no maximum accrual.  PTO from a flight attendant’s PTO Illness Account can only be used in the case of prolonged illness or injury (i.e., the flight attendant must be placed on “MED” status).   The balance of this account will not be paid out at the time of a flight attendant’s termination or retirement.

Convert existing sick bank into this account to allow use of accrued sick for serious illness/injury.

10. PTO Retirement Account

A flight attendant’s PTO Retirement Account has no maximum accrual.  Upon reaching the federally mandated retirement age while still employed with the Company, a flight attendant required to retire may use his/her PTO Retirement Account to defray medical coverage costs until reaching eligibility for Medicare (Age 65), according to the following formula [To be determined, the result allowing the flight attendant to defray the expense of up to __% of such flight attendant’s post-retirement medical costs through age 65.].  The balance of this account will not be paid out at the time of a flight attendant’s termination or retirement.

Convert some existing sick bank into this account to use for defraying cost of post-retirement medical.

11. PTO Savings Account

A flight attendant’s PTO Savings Account can not exceed 60 hours (other than at the time of the flight attendant’s initial establishment of such account as described above).  PTO hours from a flight attendant’s PTO Savings Account can be used for any PTO reason, but can only be used after the flight attendant has exhausted all currently earned PTO hours.  At a flight attendant’s option, either upon retirement or cessation of employment, he/she may elect to be paid for the value of the PTO then accrued in his/her PTO Savings Account at the flight attendant’s base rate of pay in the last position held.

To be used as a “buffer” in case current PTO is exhausted, e.g., unexpected long sick that is not “MED” status, or flight attendant wants to take extra vacation.

12. Current Sick Bank in Excess of PTO Initial Conversion

A flight attendant at the time of conversion to the PTO system may convert his/her existing sick hours in excess of initial PTO into PTO Illness Account hours and/or PTO Retirement Account hours at a rate of TBD.

13. Current Vacation in Excess of PTO Initial Conversion

A flight attendant at the time of conversion to the PTO system may convert his/her existing vacation accrual in excess of initial PTO into PTO Savings Account hours at a rate of TBD.

14. Annual Vacation Bid

Vacation periods scheduled to be taken in the following calendar year will be bid upon and awarded during an annual vacation bidding process in [October] of each year.  Vacation requests will be granted in accordance with a flight attendant’s accrued PTO, business demands, and the Flight attendant Seniority List. 

15. Pre-Month of Flying PTO Request

Requires further review.

16. Unused PTO at end of 12-Month Period

At the end of each 12-month PTO Period, a flight attendant’s accrued but unused PTO will be allocated as follows:

• A flight attendant may elect to “sell” up to 25% of his/her unused PTO hours, in five hour increments, to the company at his/her base rate of pay in the last position held; then
• One half of the remaining accrued but unused hours will be added to the flight attendant’s PTO Illness Account (with no maximum accrual); then
• The remaining accrued but unused hours will be added to the Flight attendant’s PTO Savings Account (subject to a maximum accrual of 60 hours); then
• Any remaining accrued but unused hours will be added to the Flight attendant’s PTO Retirement Account (no maximum accrual).

17. Jury Duty and Court Subpoenas [3.I]

Jury duty and court subpoenas are paid at the rate of 4:00 base pay per day when the absence is known prior to the process of bidding and awarding monthly schedules, and will not compute toward premium pay.  Absences for jury duty notices or court subpoenas received after the monthly schedules have been awarded will be paid at the value of the trip or trips dropped and will compute toward minimum pay guarantees and premium pay, if applicable.  The flight attendant’s PTO account will not be decremented for jury duty or court subpoenas.

18. Bereavement Leave [20.F]

Flight attendants are granted up to five consecutive work days of bereavement leave due to the death of an immediate family member, defined as the Flight attendant’s spouse, children, parents, siblings, spouse’s parents, spouse’s siblings, grandparents, stepparents, stepbrother, stepsister and stepchild.  Compensation will be paid at the value of the trip or trips dropped and will compute toward minimum pay guarantees and premium pay, if applicable.  The flight attendant’s PTO account will not be decremented for bereavement leave.

19. Other Time Off Requests

A flight attendant has the option to take a day or days off without using PTO from his/her accrued account.  The flight attendant must advise Crew Scheduling two calendar days prior to the first day of a trip or first on-duty day for a Reserve that he/she wishes to take a UTO day/days off without pay for vacation, illness, or personal reasons.  Crew Scheduling shall grant such time off in accordance with business demands, reserve coverage, and the flight attendant seniority list.

20. PTO Other Than For Sick if PTO Hours Exhausted

If PTO hours for a current twelve-month PTO Period are exhausted, a flight attendant seeking days off for reasons other than sick may request such leave from Crew Scheduling.  Subject to the flight attendant providing proper notification, Crew Scheduling shall grant such leave, subject to coverage requirements, as unpaid time off

21. Sick Leave If PTO  Hours Exhausted

If PTO hours for a current year are exhausted, a flight attendant seeking to use PTO for sick leave that does not qualify for hours from the Illness Bank (defined herein) shall be granted time off without pay.

22. Vacation Line Adjustments [7(D)]

Current practice applies [modified in the event of Preferential Bidding implementation]

23. Vacation Credit Exceeding Pay Cap [7(E)]

Modify to say that PTO can not be used to exceed pay cap for that Position in that month

24. Flight attendant Terminated [7(H)]

Replace – see PTO Account definitions above for which types of PTO are paid out at termination.

25. Vacation Filler Days [7(J)]

Replace – see in-month PTO

26. Vacation Fly Back [7(K)]

Replace – Flight attendant carryover of PTO discussed above.  Current Vacation Fly Back Banks protected – TBD.

27. Vacation Not Interrupted by Sick Once Begun [7(L)]

Replace – in-month PTO usage does not distinguish between vacation or sick

28. Notification of In-Month PTO Use or UTO use

A flight attendant who is unable to report for scheduled duty due to illness or injury may use PTO days if the flight attendant properly notifies Crew Scheduling of the flight attendant’s inability to report for duty before the flight attendant’s reporting time (see notification rules below). 

A flight attendant who wishes to use PTO days as personal days must request the proposed day or days off by notifying Crew Scheduling at least two calendar days in advance.  Crew Scheduling will grant such personal days in accordance with the flight attendant’s accrued PTO hours, business demands, and the flight attendant seniority list.

Note: A Reserve who is “sick on assignment” or who is out of position and can not meet his/her report time will have a Voluntary Loss of Time that will be charged against his/her PTO account and have his/her applicable Guarantee(s) reduced.

29. Notification of Pre-Month PTO Use or UTO use

Need to establish a process considering coverage and seniority to grant PTO requests when requested prior to a month of flying

30. Rapid Reaccrual [8.J]

Eliminate – replaced by PTO

31. Advance on Future Accrual 8.K]

Eliminate - replaced by PTO

32. Sick Penalty of 5 hours

Eliminate sick “penalty” -  replaced by PTO

33. Flight attendant Furloughed or on Leave Retains Sick Leave Credit, Loses Accrual after 30 days [8.C]

A flight attendant on a leave of absence/furlough ceases to accrue PTO hours at the commencement of the leave, and retains his/her current PTO through end of 12-month PTO Period, at which time the normal process described under “Unused PTO at End of 12-Month PTO Period” above will apply.

34. Flight attendant Who Has Dropped Time For Sick Not Required To Make Up Time

Eliminate

35. Flight attendant Who Has Dropped Time For Sick May Not Use A/IL to Pick Up During Trip Dropped [8.F]

A Flight attendant who has used PTO may not use the Availability/Improvement List to pick up time during PTO days unless he/she has previously notified Crew Scheduling and the PTO credit hours have been removed.

No double-dipping.

H.  Expenses

1. Crew Meals

Eliminate domestic crew meals currently scheduled to snap back on 1/1/09  

2. Uniform Cleaning Allowance

Eliminate uniform cleaning allowance currently scheduled to snap back on 1/1/09.

3. Per Diem

Reduce from $1.90 ($2.10 INT) to $1.75 for dom and INT. Eliminate scheduled increase on 1/1/09.

4. RON Hotels

Discuss crew overnight location issues.

5. Others

TBD – requires review

I.  Scope, Returns, Benefits, and other items – To be addressed under separate cover.

1. Profit Sharing

Company profit sharing plan to be discussed.

2. Voluntary Furlough

Discuss process. Review arbitration award. Current program is costly and inefficient.

3. Defined Benefit Plan

Discuss cost reduction opportunities.

4. Retiree Medical Benefits

Eliminate 100% company-paid post-retirement medical benefits, replace with employee-paid, reduced by “contributions” from PTO Retirement Bank. [DISCUSS FORM AND AMOUNT]

5. Early Out

Open to discussion on cost-neutral or cost-saving early out ideas.

6. Section 5. Moving Expenses

Eliminate home purchase provision. Revise voluntary settling from 5 to 3 days.

7. Section 6. Uniforms – Replacement Point System

Establish a value for point system ($125) and move forward with program. Do not negotiate any further as per existing side letter.

8. Section 15. Charters

No jumpseating on charters for pleasure. Investigate having set group of FA’s designated for “select” team charters.

9. Section 16. Seniority

Establish a “drop dead” date for remaining on seniority list if inactive, e.g., 5 years.

10. Section 19. Reduction in Personnel

Eliminate 3 years of Pension Service Credit while on furlough

11. Section 20. Leaves of Absence

Limit longevity accruals. (May be addressed with PTO). Limit access to Company benefits at employee/full company cost. Get employees to COBRA quicker.

12. Section 22. Benefits

Discuss LTD, Life, etc.

13. Letters

Update and/or eliminate applicable letters.

14. Preferential Bidding

Resolve outstanding issues.

15. Grievances

Review – Resolve Letter 31 Grievance – Direct Deposit Dates. Also resolve various medical-related letters.

16. MidAtlantic

As a rule, Mainline changes do not “automatically” flow through to MDA; discuss areas in which inconsistencies require changes to be made.

17. Other Items

The above list of items may not include all potential discussion points and is subject to valuation.  Other items brought up in ongoing discussions may be added, or items on the list removed, as the case may be.