Here''s what UAL wants from its Flight Attendants. It''s from another website... ugly stuff.
-- In effect until 2009.
PAY:
-- Abolishment of international pay rates and 9% reduction in domestic pay rates to apply to all. This would result in an approximately 20% pay cut for those who now fly international, for example from $42.04/hr. to $34.57/hr. at Year 7 (the middle of the pay scale).
-- Elimination of other remaining scheduled pay increases and lump sums in the current contract, to be replaced by 1.5% annual pay increases.
-- Elimination of: A-scale COLA; ground pay; ORC.
-- Reduction of: understaffing pay; reserve override pay; holding time pay.
-- Pay based on actual flight (or deadhead) time in duty period instead of scheduled.
-- Reduction of per diem to $1.50/hr.
-- Eliminate eight paid holidays, leaving two.
JOB SECURITY:
-- Scope changes to allow F/As to work in boarding areas and on passenger boarding devices. (Someone should let the IAM know about this threat to the CSR job!)
-- Revise foreign national side letter to enable UA to respond to rapidly changing industry environment.
-- Voluntary furlough awards and any associated benefits will be at Company discretion.
WORK RULES:
-- Quarterly maximums increase to 90/180/255 with opting to 95/190/270.
-- Elimination of: 8-in-24; 1-in-7; 30-in-7; all duty rigs; and one for three after four.
-- Time away from home trip rig reduced to 1 for 4.5 instead of 1 for 3.5.
-- Can work both ways between West Coast and HI in same duty period.
-- International legal rest reductions: at home, 24 hours rest after 8:01-12:00 flight time; 36 hours rest after over 12:00 flight time. On layover, no more place of lodging minimums, all block-to-block; 11 hours after 8:00 or less flight time; 18 hours after 8:01-12:00 flight time; 20 hours after over 12:00 flight time.
-- Duty day maximums increase to 14:00 scheduled and 16:00 actual for both domestic and international with less than 8:00 flight time.
-- Eliminate restrictions on reassignment rights to maximize productivity.
-- Reserve: May work reserves on up to four days off (move up to four days). No separate domestic / international reserve pools. May work up to 90 hours (or max, whichever is greater) in third month of quarter.
-- Elimination of 65 hour lineholder guarantee.
-- Company has more flexibility to determine, modify, and allocate open flying to ensure efficiency and productivity.
-- Vacation: accrual of 35 days. Vacation pay based on 2.6 hours per VAC day instead of value of trips missed. No more bulk lines. VAC days must be used for all unpaid family leave.
-- Elimination of downtown-like hotel language.
RETIREMENT AND INSURANCE:
-- Retirement multiplier reduced from 2.22% to 1.3%.
-- Early retirement penalty of 3% yearly reduction from age 62.
-- Company begins matching 50% of employee contribution to a maximum employee contribution of 4% into a defined contribution pension plan (i.e., a 401(k) plan).
-- 20% employee payment of medical and dental premiums.
-- Retiree insurance: payment of 50% of premium cost for over 25 years of service; 75% for 20-25 years; and 100% for 10-20 years.
-- Sick leave bank used for both occupational and non-occupational absences. Benefit reduced for any disability benefit or workers'' comp payments.
-- Three years maximum unpaid illness leave.
Merry Christmas!
-- In effect until 2009.
PAY:
-- Abolishment of international pay rates and 9% reduction in domestic pay rates to apply to all. This would result in an approximately 20% pay cut for those who now fly international, for example from $42.04/hr. to $34.57/hr. at Year 7 (the middle of the pay scale).
-- Elimination of other remaining scheduled pay increases and lump sums in the current contract, to be replaced by 1.5% annual pay increases.
-- Elimination of: A-scale COLA; ground pay; ORC.
-- Reduction of: understaffing pay; reserve override pay; holding time pay.
-- Pay based on actual flight (or deadhead) time in duty period instead of scheduled.
-- Reduction of per diem to $1.50/hr.
-- Eliminate eight paid holidays, leaving two.
JOB SECURITY:
-- Scope changes to allow F/As to work in boarding areas and on passenger boarding devices. (Someone should let the IAM know about this threat to the CSR job!)
-- Revise foreign national side letter to enable UA to respond to rapidly changing industry environment.
-- Voluntary furlough awards and any associated benefits will be at Company discretion.
WORK RULES:
-- Quarterly maximums increase to 90/180/255 with opting to 95/190/270.
-- Elimination of: 8-in-24; 1-in-7; 30-in-7; all duty rigs; and one for three after four.
-- Time away from home trip rig reduced to 1 for 4.5 instead of 1 for 3.5.
-- Can work both ways between West Coast and HI in same duty period.
-- International legal rest reductions: at home, 24 hours rest after 8:01-12:00 flight time; 36 hours rest after over 12:00 flight time. On layover, no more place of lodging minimums, all block-to-block; 11 hours after 8:00 or less flight time; 18 hours after 8:01-12:00 flight time; 20 hours after over 12:00 flight time.
-- Duty day maximums increase to 14:00 scheduled and 16:00 actual for both domestic and international with less than 8:00 flight time.
-- Eliminate restrictions on reassignment rights to maximize productivity.
-- Reserve: May work reserves on up to four days off (move up to four days). No separate domestic / international reserve pools. May work up to 90 hours (or max, whichever is greater) in third month of quarter.
-- Elimination of 65 hour lineholder guarantee.
-- Company has more flexibility to determine, modify, and allocate open flying to ensure efficiency and productivity.
-- Vacation: accrual of 35 days. Vacation pay based on 2.6 hours per VAC day instead of value of trips missed. No more bulk lines. VAC days must be used for all unpaid family leave.
-- Elimination of downtown-like hotel language.
RETIREMENT AND INSURANCE:
-- Retirement multiplier reduced from 2.22% to 1.3%.
-- Early retirement penalty of 3% yearly reduction from age 62.
-- Company begins matching 50% of employee contribution to a maximum employee contribution of 4% into a defined contribution pension plan (i.e., a 401(k) plan).
-- 20% employee payment of medical and dental premiums.
-- Retiree insurance: payment of 50% of premium cost for over 25 years of service; 75% for 20-25 years; and 100% for 10-20 years.
-- Sick leave bank used for both occupational and non-occupational absences. Benefit reduced for any disability benefit or workers'' comp payments.
-- Three years maximum unpaid illness leave.
Merry Christmas!
