Now the schedule can be set for CLA implementation

[AdAstraPerAspera]

Yesterday, Jimntx asked a question about the furlough protections that go into effect per the bridge agreement upon exit from BK. According to the APFA FACT letter, here is the schedule:
 
Effective Immediately On Exit From Bankruptcy:
·   Employment Threshold eliminated
·   Furlough protection
Effective on First Day of Bid Month Following Merger: (January 1, 2014):
·   International Override applied to paid trip removals (e.g. SK, VC, BR, JD, etc.)
·   Time Away From Base(TAFB)/Per Diem increased to $2.00-Domestic & $2.20-International
·   Domestic Aft Galley Pay restored
·   Vacation and Sick Accrual Thresholds restored to 420 hours (prorated for DEC if merger takes place on or before December 16, 2013)
·   PVDs paid at trip missed value and ability to use unlimited PVDs up to expected accrual
·   401(k) match becomes age based contribution for those on seniority list as of 4/12/12
FAs under 40 years old - 5.5% contribution
FAs 40-49 years old - 6.75% contribution
FAs 50 years and older - 9.9% contribution
FAs hired after 4/12/12 - 3% contribution and up to 2.5% match after one year of service
Effective on First Day of the 2nd Bid Month Following Merger: (January 31, 2014)
·   8:59 Duty Aloft for Domestic returns
·   On-Duty Limitations for Domestic returns
·   Monthly Limitations lowered to 90 hours with ability to flex no more than 5 hours per month and 20 hours per year
 
 
I am especially excited about out per diem going up to close to industry-leading, and the 401(k) contrib, US crew can correct me if I am wrong but I believe they receive a match, not a contribution
 
**It should also be noted that last week, Laura Glading invited AFA-CWA president Roger Holmin to an "open forum" to discuss the differences between the two unions and he has yet to respond.

 

[IORFA]

The 8.59 and duty aloft provisions are very important! Being international, the vast majority of this stuff didn't and still won't affect me. However I am really excited that it is going back to reasonable levels. Those 2 things alone will cause more jobs in our ranks. I have the feeling Roger knows he/AFA over played their hand. I bet everything gets ironed out very quietly and soon. Personally, I feel APFA gave too much to pacify the AFA. But that is just me. I would rather have zero interaction with them in the future, be it mutual interest or not.

 

[jimntx]

Lord knows, I don't want a repeat of last June when I was on reserve.  I had a two-day stretch where I was on duty for 30 hours total due to mechanical and weather delays--14.5 hours the first day, 15.5 the second day.  Both days the delays came "in progress" so the "limitations" could be exceeded.

 

[Kev3188]

CLA?
 
Contractual Letters of Agreement?

 

[AdAstraPerAspera]

Conditional Labor Agreement-- it's the interim or "bridge" agreement that APFA signed with US management as a placeholder in advance of the negotiation of a post-bankrupcy, post-merger contract. Had it not been for the CLA, AA FAs would be working under the bankruptcy contract (the Last, Best and Final Offer) terms indefinitely until a common contract is negotiated.
 
- astra
 
Edit: It was "Conditional" in that the merger had to close before it would become effective

 

[ggiby]

I think is means concessionary labor agreement.  

 

[jimntx]

I know this will be a dumb question, but since I'm not ever going to get rich on an AA pension or 401-K, I've never really thought about it.  When the CLA calls for a 9.9% contribution, is that 9.9% of gross pay, net pay after deductions, or something in between?  Also, we have a current match up to 5.5%, and I am putting in the maximum.  Does the match continue or will the contribution replace the company match.  (I intend to continue my 5.5% contribution regardless.)

 

[AdAstraPerAspera]

Personally, I feel APFA gave too much to pacify the AFA. But that is just me. I would rather have zero interaction with them in the future, be it mutual interest or not.

 
Meeee toooo.