USCREW
Veteran
Thank you very much for that question. I am certain that I don't have the best ideas, but perhaps some initial thoughts could generate better ones from others.
- Could voluntary furlow be used more widely and often?
***This is dependent upon staffing needs as determined by the company, and is offered in SENIORITY order.
- Could we allow those flight attendants that wish, the opportunity to work part time? I personally know a lawyer, real estate agent and a barber that would love to do it part time (working mostly for benefits)?
***We don't have F/T, PT, but the quality and amount you work is based on SENIORITY.
- Could the schedule allow for weekend only workers?
***Scheduling flexibility depends on your SENIORITY.
- Could we reduce ground sit time between flights? If so, the advantage of long haul flights would be somewhat reduced?
***This comment does not make sense. Why would it be an advantage to anyone to sit around?
- Is there a potential for union and the company to work creatively on expansion plans? (Its not the number of senior people, its the ratio.) My state gives a tax break to companies that bring jobs here for the long term.
***The business plan for expansions or reductions does not include flight attendant input.
- Could some flight attendants be given an opportunity to move to other company jobs?
***The basic answer is NO. It's more complicated than that.
- Could an early out bonus be offered? We know it costs more to keep a very senior person than a new hire. Could a five year annualized difference be split with
***Many are waiting for a decent early-out. This would cost alot to the company.
This is just a start and probably none of then would work, but we have a great deal of wisdom here and it would be good to hear some new top noch ideas.
Since it is very obvious that you are not crew, why are you interested in the F/A seniority issue, and getting rid of seniors? What do you consider senior?