AFA - Questions & Answers

[TheNewLowFare]

AFA Merger Committee

Q and A

Bill McGlashen, MEC/LEC Vice President

Merger Committee Member

Q. Who serves on the AFA America West and AFA US Airways Merger
Committees and what are their duties?

A. AFA America West Merger Committee representatives are:
MEC/LEC President Gary Richardson and MEC/LEC Vice President
Bill McGlashen. AFA US Airways Merger Committee representatives
are: MEC President Mike Flores (Charlotte-based) and Merger
Committee representative Carol Austin (PHL-based). The duties of
Merger Representatives are to negotiate a single
agreement/contract for all US Airways Flight Attendants with
management, as well as negotiating a Merger Transition
Agreement.

Q. Who serves on management's negotiations committee?

A. Management representatives on their negotiations committee
are as follows: Erin Lewin, Legal Department, Sherri Shamblin,
Inflight Services, Cindy Simone, Labor Relations, Linda Audorff,
Labor Relations and Mike Finn, Director of Crew Resources.
Claude Sullivan, a negotiator from the Atlanta-based firm of
Ford & Harrison serves as management's primary negotiator.

Q. How does this Single Agreement negotiations process work?

A. AFA Merger Committee members from AWA and US Airways meet
initially and separately from the management to form a
negotiations strategy and to produce a contract opener or
proposal. The contract opener contains a list of key issues in
sections that your union representatives want to maintain or
improve on in negotiations for a Single Contract. AFA
representatives review the AWA and US Airways contract
section-by-section in order to propose the best contract for all
of us. (Below is a discussion of key differences between each
contract.) We then provide management with our opening proposal
and negotiations proceed.

Management then enters the negotiations process as the third
party at the bargaining table with their own goals and
objectives and negotiations proceed.

Make no mistake about it, management wants to proceed with
Single Agreement negotiations because they want scheduling
efficiencies ( meaning less flexibility for you) and they want
the lowest cost sections of each contract, be it vacation,
insurance or other sections. Management will insist that any
significant or meaningful pay rates are offset by so-called
savings in other areas, so the attempt by management to portray
these negotiations as the best avenue for everyone is just half
the story.

Q. Can we strike if we don't reach a Single Agreement?

A. It is a legal question and one that is not clear at this
point. The US Airways contact is not open until 2012. Our AWA
contract remains open under the guidance of a Federal Mediator,
even though the mediator has recessed our talks for an
indefinite period of time. Management believes that if we don't
ratify a Single Agreement that they can simply place all AWA
flight attendants under the current US Airways contract. We
think otherwise and plan to pursue the matter in Federal Court
if the company attempts to throw us under the US Airway contract
if we don't ratify a Single Agreement.

Q. What is the difference between Section 6 Negotiations,
Transition Agreement negotiations and Single Agreement
negotiations?

A. Section 6 negotiations were on-going between AFA and America
West management prior to the merger. These negotiations started
in 2004 and the company foot-dragged on any progress just before
the announcement of the AWA-US Airways merger. Section 6
negotiations are being guided by a Federal Mediator and in early
December, 2005, the mediator put our contract talks in recess
with management. Recess means that there are no scheduled dates
for negotiations for our AWA contract. We can request to restart
negotiations -for our AWA contract- in the future.

Transition Agreement negotiations is an attempt to reach a
Letter Of Agreement between AFA representatives at AWA, US
Airways and management. A Transition Agreement covers the period
of time that the AWA and US Airways operations are separated.
Our intent in attempting to reach this agreement is to secure
PHX domicile protections.

Single Agreement negotiations will begin in early 2006 and the
purpose of these talks are to reach a single contract that will
cover all US Airways Flight Attendants once integration occurs
and the company is operating under one FAA certificate.

Q. Why did we continue fighting for our AWA contract in Section
6 negotiations?

A. The company wanted us to shelve our AWA contract talks and
proceed to single contract negotiations without addressing our
job security, pay and scheduling issues. As you will see in the
below Q and A, there are significant issues that separate both
AFA contracts at AWA and US Airways. We were not going to
voluntarily suspend our negotiations and just give up fighting
for improvements. The company should have honored our agreement
and respected you by providing raises and job security
improvements.

In September, we filed for mediation with the National Mediation
Board, a federal agency with oversight on airline contracts. A
federal mediator was assigned to our negotiations in October and
he called for contract talks to resume in mid-December.
Negotiations resumed the week of December 12, 2005 in PHX. We
could have reached a contract, but we would not give in to
company demands to slash our vacations just to move money
around. The company also demanded a reduction in our health care
coverage and wanted us to agree to PBS, a bidding system
drastically different from our current process. If we conceded
on all of these issues, then the company would have rolled some
of the savings in these areas into wage rates, not all, some. It
was not worth the trade off for us, especially given the fact
that significant differences in these same areas exist between
our agreement and the AFA contract at US Airways.

Giving up important elements of our contract now would have
given the company an advantage in Single Agreement negotiations.


Further, keeping our Section 6 contract talks open allows us
some options down-the-road should Single Agreement negotiations
fail and the company attempts to throw all of us under the US
Airways contract.

Q. What are the key differences between the AWA and US Airways
AFA contracts?

A. Our AWA AFA contract is better than the US Airways contract
in terms of Vacation, PBS, Health care, deadhead pay, some
Reserve rules and some scheduling issues. The US Airways AFA
agreement provides substantially more pay for Flight Attendants
with 1-10 years of service.

Vacation. AWA top vacation days is 35 at 4.5 credit hours per
day. US vacation tops out at 25 days at 4.0 credit hours per
day, but that rate applies to those with 30 years or more of
service. In fact, AWA flight attendants with 16-23 years of
service would only have 17 days of vacation at 4.0 credit hours
per day if we were placed under the US Airways contract. The US
vacation chart goes up to 35 days of vacation in 2009, but only
for those with 30+ years of service!PBS. US AFA agreed to PBS -Preferential Bidding System- in their
2004 restructuring agreement. PBS is not implemented for US
Airways flight attendants at this time, however it is widely
incorporated in their contract and management wants it.

With PBS, there are no lines to bid, just a pairing packet.
However, PBS is bidding system that awards you a line of flying
based on bidding preference such as days on, days off, overnight
city preferences, specific pairings, and return to domicile time
preferences and a host of other potential preferences.

In 2005, AWA management proposed PBS for our AWA contract. Your
Negotiations Team (NT) rejected PBS after an exhaustive research
process. We talked to negotiations committees at other AFA
airlines and met with three PBS providers; Ad Opt (who runs our
AWA pilot PBS), Nav Tech and Carmen Systems.

We met with these vendors separate from management. In the end,
we rejected PBS for a variety of sound and substantial issues.

Alaska, United, Northwest, Jetblue, Frontier and Mesaba Flight
Attendants either have PBS up and running or are working towards
implementation of that program.

We can now gather information about PBS from our Flight
Attendant colleagues separate from management or vendors and
weigh the good and bad aspects of PBS.

Insurance: Imagine paying Platinum paycheck deductions for UHC
Choice insurance benefit levels or less. That's essentially the
current US Airways health care insurance program which has steep
paycheck deductions and co-pay and deductible formulas that cost
you more when you use health care services.

Only AWA Flight Attendants and Mechanics have the Platinum Plan
because of our AFA contract. No other company employee,
including pilots, rampers and others, have the Platinum Plan.

The company has made it clear in our AWA negotiations that they
want to get rid of Platinum and move us all to the UHC Choice
Plan options as a cost-saving measure.

The company will no-doubt insist on restructuring our AWA Flight
Attendant health care costs when we negotiate a merged contract.

Deadhead Pay. Our AFA AWA contract provides 100% deadhead pay.
The US contract provides 50% deadhead pay. This will be another
major issue in merged contract talks.

Scheduling. US Flight Attendants and pilots fly together on the
same pairings, just as we did many years ago. Our 1999 contract
provided a separate pairing generation that allowed for pairings
with mixed aircraft assignments because it made our pairing
generation more flexible. US Flight Attendants bids contain far
more 4-day trips than our current bids (even with bad bids
lately) and AWA Flight Attendants like the flexibility of a mix
of 1,2,3 and 4 day pairings. AFA reps and management will have
to resolve this issue in single contract negotiations.

Definitions

Transition Agreement - A Letter of Agreement negotiated by AFA
representatives at AWA and US Airways and management that
governs the period of separate operations and provides specific
protections for Flight Attendants on each seniority list.

Section 6 Negotiations - The process of negotiating our second
contract at AWA. "Section 6" refers to rules and regulations
under Section 6 of the Railway Labor Act, a law that governs
airline labor negotiations. These are the negotiations the
Federal Mediator placed in recess while we attempt to negotiate
a Single Agreement.

Single Agreement - A contract negotiated by AFA representatives
from AWA and US Airways and management. Will cover all US
Airways Flight Attendants once the operation is merged and the
company operates under a single FAA certificate. All US Airways
and AWA Flight Attendants will have the opportunity to vote on
the new Single Agreement.

Negotiations Schedule for Single Agreement

Caucus = meeting between AFA Merger Committees and AFA
International Negotiators, no management. Caucus meetings are
scheduled so that AFA representatives can prepare proposals for
later meetings with management.

Joint Meetings = AFA and Management negotiations sessions

Location Dates Caucus or Joint Meeting

January 9-12 PHX (AFA office) Caucus

January 23-26 DCA (AFA office) Caucus

February 6-9 CLT (Charlotte) Caucus

February 21 - 23 PHX Joint Meeting

March 6 - 9 CLT Joint Meeting

March 21 - 23 PHX Joint Meeting

April 10 - 13 PHX Joint Meeting

April 24 - 27 CLT Joint Meeting

May 15 - 18 PHX Joint Meeting

May 29 - June 1 CLT Joint Meeting


Under US Airways contract, flight attendants (11 years and up) at AWA would get a pay cut! I don't think so!

 

[N109UW]

Just to add some info from the US East side. On the DHing, it is paid at 1/2 pay, no credit. Also, the 1/2 pay goes above min. guarantee for RSV's. On PBS, good luck with that one, our union didn't want it because it primarily gave up the bid sheet that they hold so precious. One reason our new RSV system doesn't work is because they never implemented PBS, which we negotiated. It is amazing how we let certain things just slip away. But, I guess if it's ok for the senior folks, then who cares. Also, a RSV can only pick up trips off the ETB on days off or VAC days. However, that time also goes above min. guarantee. This system was really designed to let BH's drop down to 50 hours per month, as we dropped all of our option flying in the last round of negotiations. This is the only way some RSV's are surviving over here. It also stinks for a commuter, because they would have to give up their days off to get time. Right now, RSV's(at least in CLT) are only flying about 45 hours per month. As for Scheduling, I have always wished that they would separate us from the pilots. All trips at US East(except extra F/A trips) are built to the pilots. We sit around alot at the airport for this reason. PBS would be a welcome sight down the road. Maybe our union could get their collective balls off of he mantle and gt with the program. Even possibly look out for the little fella once in a while. Hey, heres a thought, why not ask us wha we want or think. Hope this clears up some things from our side. Thanks for the info LowFare.

 

[TheNewLowFare]

Just to add some info from the US East side. On the DHing, it is paid at 1/2 pay, no credit. Also, the 1/2 pay goes above min. guarantee for RSV's. On PBS, good luck with that one, our union didn't want it because it primarily gave up the bid sheet that they hold so precious. One reason our new RSV system doesn't work is because they never implemented PBS, which we negotiated. It is amazing how we let certain things just slip away. But, I guess if it's ok for the senior folks, then who cares. Also, a RSV can only pick up trips off the ETB on days off or VAC days. However, that time also goes above min. guarantee. This system was really designed to let BH's drop down to 50 hours per month, as we dropped all of our option flying in the last round of negotiations. This is the only way some RSV's are surviving over here. It also stinks for a commuter, because they would have to give up their days off to get time. Right now, RSV's(at least in CLT) are only flying about 45 hours per month. As for Scheduling, I have always wished that they would separate us from the pilots. All trips at US East(except extra F/A trips) are built to the pilots. We sit around alot at the airport for this reason. PBS would be a welcome sight down the road. Maybe our union could get their collective balls off of he mantle and gt with the program. Even possibly look out for the little fella once in a while. Hey, heres a thought, why not ask us wha we want or think. Hope this clears up some things from our side. Thanks for the info LowFare.

Your dead head pay is really horrid and also your vacation. I know the company is going to try and shove your contract down our throats, but we're not going to accept it. It's a pay decrease for us, not an increase. The juniors (1-10 yr. might see an increase in their payscale, but that's just moving money around at the expense of our seniors and our vacation) I don't think so!
we also have alot of turns days and 2 day trips, we don't want to stay with the pilots. This would screw up our flexibility if we stay with the pilots on overnights.
What do you guys want in the contract? I think it's important to voice your opinion to the union and let them know what you want. I personally want flexibility and being able to split my trips. If I'm going to end up with a 4 day trip, I want to be able to split them into 2 days through EBT.

 

[N109UW]

Let me start off by saying, as a RSV(17 yrs) in CLT, all we want is our flight time(on days on duty, not ETB). We were sacraficed for our BH's in our last contract. RSV's at US East are treated like second class people, it's pretty sad. I would never want anyone coming behind me to have to suffer like we have. Our union gave up our senoirity as a RSV(the one thing that is most sacred at a company). Now. if I take a trip, I go to the back of the list, basically until everyone else catches up to me. I have 30 hours right now and won't fly until about the 24th. Yippe freakin doo. After they changed the system, I asked my LEC Pres. how I was supposed to get my time in(going from 96 hours to 50 hours), He said" You could do quick call everyday". Well at 17 years, I shouldn't have to do quick call everyday. My reply to him was " I could come done to the local office and kick your ass everyday also". I'm not a big fan of being lied to and sacraficed for. Damnit, I come to work and do my job(excellent, I might add). You don't have to beg me to come to work, like alot of others on this side. It blows my mind to know that the biggest complaint fronm our RSV's is that we want to fly, so let us. I try to get others to voice their opinions and to hassle our union, just to keep them in check. However, we have a lot of weaklings over here. Thet sit on the shore and watch everything go by and then #### about it.

 

[TheNewLowFare]

All I can say is the Union better not sacrifice the HP Flight Attendants. It's ridiculous to be on reserve for 17 years or even 25 years in other bases! We should have a rotating reserve after 5 years.

 

[PITbull]

Your dead head pay is really horrid and also your vacation. I know the company is going to try and shove your contract down our throats, but we're not going to accept it. It's a pay decrease for us, not an increase. The juniors (1-10 yr. might see an increase in their payscale, but that's just moving money around at the expense of our seniors and our vacation) I don't think so!
we also have alot of turns days and 2 day trips, we don't want to stay with the pilots. This would screw up our flexibility if we stay with the pilots on overnights.
What do you guys want in the contract? I think it's important to voice your opinion to the union and let them know what you want. I personally want flexibility and being able to split my trips. If I'm going to end up with a 4 day trip, I want to be able to split them into 2 days through EBT.

Don't let the company get away with that! The f/as on the West should be informing their MEC that they want the MEC on the East to get involved in resurrecting the section 6 negotiations. I hope the West f/as sue the hell out of the company and the mediator for suspending section 6.

You guys should have been released and given a 30-day cooling off. How in the heck did the federal mediator get away with suspending section 6 negotiations INDEFINTELY????

 

[hp_fa]

Don't let the company get away with that! The f/as on the West should be informing their MEC that they want the MEC on the East to get involved in resurrecting the section 6 negotiations. I hope the West f/as sue the hell out of the company and the mediator for suspending section 6.

You guys should have been released and given a 30-day cooling off. How in the heck did the federal mediator get away with suspending section 6 negotiations INDEFINTELY????

Manure, such as what PitBull mentions, is a significant amount of the reason I quit. The stress of dealing with the job, merger and other manure outweighed the enjoyment I received by actually doing the job. The money was a non-factor, since there isn't any.

If the workforce (notice I did not say the Unions) was truly upset enough to take some chances, the Company could be brought to the table. But alas, it won't happen. Everyone wants everyone else to jump in front of the train, but they won't themselves.

 

[N109UW]

All I can say is the Union better not sacrifice the HP Flight Attendants. It's ridiculous to be on reserve for 17 years or even 25 years in other bases! We should have a rotating reserve after 5 years.

The only reason F/A's are on RSV for 22 yrs is that PIT has been downsizing, it's all relative.
Bull, I appreciate your thoughts still coming across this board, Thanks. I to, encourage my fellow employees, old and new, to step up to the plate for each other. There is strength in numbers. I get alot of call from my co-workers here in CLT about complaints, I tell them all to voice the to the union and go to a damn meeting once in awhile. At least when Mike Flores was our LEC in CLT, I had all his access nubers and could get questions answered immediately and then the answers could be passed on to the F/A's during their trips. Here in CLT, it's as though we have our old LEC(Hearn) back in office.
Question for you Bull, if I am correct, their are 3 paid positions in our local offices, Pres, VP, and Sec. Since Mike went up to MEC, that leaves Ann and Glenda, who moved up in position. Should they elect someone for the Sec. slot or should there be a supplemntal election? Do you know the procedure on this? Thanks.

 

[HPGUY]

Right now, RSV's(at least in CLT) are only flying about 45 hours per month. As for Scheduling, I have always wished that they would separate us from the pilots.


You've hit the nail on the head. As long as the FA and Pilots pairing match you're not going to see reserves making enough time. Because the pilots are limited by block their trips will never be as productive as the FA's need them to be. If the trips were more productive the reserves would work the same number of days for more credit.

Plus the reserve numbers could be lowered and we could not have so many people on reserve. And I know the reserves here (US West) don't like tagging but it controls staffing as well. If the company can maximize utilization of the reserves it would mean less reserves and a shorter sit on reserve.

I believe just by changing those two item you could see a lot of relief.

 

[jec9]

Quote /the biggest complaint from our RSV's is that we want to fly, so let us./

This is a significant complaint here at west.

RV FAs compete with each other for assignments based on the lowest number of hours. And when their turn does come, scheduling calls and lets you know what it is, you do not have any choice or by pass option.

The last few months Reserve has gone increasing senior compared to where it had been for about a year and a half.

 

[N109UW]

Here's a great example of how sad things are on East side for RSV's. Lets say future sched. doesn't quite get to you for tomorrow. This make you one of the first ones up for the next day. You are on duty for 4 days. A BH can say " any 1 day, 4 or more hours or 2 day, 9 or more hours". That way, if a 1+15 one day or a 3+30 2 day opens up. it will go to you(RSV). So basically, you have just been screwed by the company. A RSV can't pass for more time, so you get stuck taking the trip(ex. Work a leg(clt-rdu) and DH back to clt, you get paid about 46 minutes for this 1 day. Ain't life grand! I can't wait until the next negotiations, hopefully, we are making money(watch out , on the East side, we always had a thing called"a one time write-off"), that way we would never show a profit. We will have a much bigger leg to stand on. How are your neg. going on the West side?

 

[john john]

How in the heck did the federal mediator get away with suspending section 6 negotiations INDEFINTELY????

Jerry Glass

 

[PITbull]

The only reason F/A's are on RSV for 22 yrs is that PIT has been downsizing, it's all relative.
Bull, I appreciate your thoughts still coming across this board, Thanks. I to, encourage my fellow employees, old and new, to step up to the plate for each other. There is strength in numbers. I get alot of call from my co-workers here in CLT about complaints, I tell them all to voice the to the union and go to a damn meeting once in awhile. At least when Mike Flores was our LEC in CLT, I had all his access nubers and could get questions answered immediately and then the answers could be passed on to the F/A's during their trips. Here in CLT, it's as though we have our old LEC(Hearn) back in office.
Question for you Bull, if I am correct, their are 3 paid positions in our local offices, Pres, VP, and Sec. Since Mike went up to MEC, that leaves Ann and Glenda, who moved up in position. Should they elect someone for the Sec. slot or should there be a supplemntal election? Do you know the procedure on this? Thanks.

Constitutionally, when there is only 1 officer left will trigger another election. Since Annie moved up to President when Mike F. resigned to do the MEC work (which he sucks at) then Glenda moved into VP. The Local could appoint someone to handle the budget but I am sure it is cheaper on the budget to let Glenda handle both positions.

When there is a new election for MECP and other MEC Officers when there is a merged agreement, I do not believe Mike will have enough senatorial vote supporting his reelection as the MECP.

He's slow on information, slow on delivery; slow to respond to problems and can't resolve them. Carol A. leads him by the nose. He doesn't include his officers, he's a fraud and I find him very disingenuous. However, he fits right in with management from my dealings with him. If you take note to this topic started, its written by the AWA MEC VP, Bill McGlashen. HE's super smart, experienced from the get-go at AWA back 23 years ago. Held MECP for most of his years there, and keeps the f/as informed, will fight tooth and nail.

Hope Bill (from the West) runs for MECP when you are all under one certificate and one agreement. He's the champion of leaders, fair and reasonable in all my dealings with him.

Hope Mike gets the boot and is relegated back to the line where he fits best. You in CLT are lucky to have Annie step and take the LECP seat. She should have run for that position when Hearn and Mike were running last year. She's good people. She has a wealth of experience and can not be "snowed" by this managment or by a couple of lazy, do-nothings members of the MEC. She has plenty of heart and that is what you have to have if you are going to represent a group of people and be their voice.

 

[N109UW]

Bull, thanks for the reply and info. I wish Mike at least would have stayed down at the LEC level. It does bother me that Ann seems to be in a position that she seems to have never wanted. It bothers me that she didn't run for Pres. during our last election. Honestly, the only reason that she is in there, is because we had 3 RSV's running and they diluted the RSV vote between them allowing Ann the win. No RSV was going to vote for anyone who was presently in office, especially Steve. I know this, because I finished right behind Ann. Had my people spoke out more on not diluting the vote, I would be the Pres. in CLT by default. I didn't run for Pres. due to the fact that I wanted to gain as much knowledge as posible before I tried to move up to that position. Honestly, I don't envy her, bur I do support her and Glenda. I would have liked to learn more about evrything that took place with you and you leaving. I am a fighter, like you, and like to look after everyones concerns, not just certain groups. I also think people should be more informed on what is going on around them. We have alot of folks that can talk a good game, but are not willing to bring it to the court. It's a shame. Thanks again. JB.

 

[N109UW]

Exactly Bob, we have enough people who are willing to just talk and complain about things. It's a whole different story to throw your hat in the ring and be part of the show. At least be a voice. It is pathetic how little amount of people show up for our union meetings here in CLT. But here sure is plenty of folks willing to #### my head off on the jumpseat. I may not agree with everything all of my co-workers think, but that's ok, I respect their opinions, and lord forgive that it might enlighten me some also. Our best resource, is our membership, both East ans West. I make it a point to go over to every AWA plane I see and introduce myself to the crew,front and back. I ask them if they have any questions or concerns, that maybe I could help them with. You wouldn'y believe the impression this makes. And I figure, down the road, this may help things, because in the end, we are going to be one united company, hopefully, ready to kick some butt. Being raised in the military, I learned what a value it was to respect others opinions and let it also help me to form mine.