F/A agreement, list the concessions

[galley princess]

All righty.

Full disclosure, I have only slogged through half of the agreement at best.

Here's what I see:

1/ We'll be paid lower than Continental, lower than Southwest. Higher than United for the five minutes before they get a joint contract and bring themselves up to Continental or better. (Most likely theirs won't take 7 years either).

2/ They got PBS and didn't pay a dime for it, since that mediocre raise was due regardless.

3/ They got the CSD program in . AGAIN, not paying a dime for it.

4/ AWA flight attendants lost vacation and health benefits. Got a raise, but it's probably a wash, considering they've been due for what? Twelve years now?

5/ We got rid of weekend touch, just to get nailed with it on holidays. Middle seniority and squeaked out the holiday via bidsheet? GOOOOOONNNNNNNNNNNNEEEEEEEEEEE!

6/ Nothing done to address the hotel problems we've been having

7/ NOTHING addressing INDUSTRY STANDARD REST AREAS FOR LONG HAUL INTERNATIONAL.

8/ NOTHING done about inadequate staffing. FYI, we're the worst staffed in the industry.

That's all I can think of right now. This agreement reeks of COST NEUTRAL.

For seven years work, they ought to be ashamed.

It has huge concessions and very little gain.

 

[ContUNITEus]

Agreed

 

[SparrowHawk]

All righty.

Full disclosure, I have only slogged through half of the agreement at best.

Here's what I see:

1/ We'll be paid lower than Continental, lower than Southwest. Higher than United for the five minutes before they get a joint contract and bring themselves up to Continental or better. (Most likely theirs won't take 7 years either).

2/ They got PBS and didn't pay a dime for it, since that mediocre raise was due regardless.

3/ They got the CSD program in . AGAIN, not paying a dime for it.

4/ AWA flight attendants lost vacation and health benefits. Got a raise, but it's probably a wash, considering they've been due for what? Twelve years now?

5/ We got rid of weekend touch, just to get nailed with it on holidays. Middle seniority and squeaked out the holiday via bidsheet? GOOOOOONNNNNNNNNNNNEEEEEEEEEEE!

6/ Nothing done to address the hotel problems we've been having

7/ NOTHING addressing INDUSTRY STANDARD REST AREAS FOR LONG HAUL INTERNATIONAL.

8/ NOTHING done about inadequate staffing. FYI, we're the worst staffed in the industry.

That's all I can think of right now. This agreement reeks of COST NEUTRAL.

For seven years work, they ought to be ashamed.

It has huge concessions and very little gain.

Dear Galley Princess,

Thank you for taking the time to do what sadly few will do. Most will B*tch, Moan and Complain. However few will do as you have. Actually read the damn thing and draw your own conclusions. Please keep posting. Just curious has the Reserve system been improved?

 

[ChockJockey]

Dear Galley Princess,

Thank you for taking the time to do what sadly few will do. Most will B*tch, Moan and Complain. However few will do as you have. Actually read the damn thing and draw your own conclusions. Please keep posting. Just curious has the Reserve system been improved?

Actually if you re-read her post it says she's only read through half of it so far.

 

[SparrowHawk]

Actually if you re-read her post it says she's only read through half of it so far.

I missed that! Went right to the bullet points. Sorry I can't be as perfect in every way as you are. Never mind that your post is irrelevant

 

[etops1]

Thanks for Posting Princess.. Boy am i gonna have a lot of questions at the roadshow's ..

 

[ChockJockey]

I missed that! Went right to the bullet points. Sorry I can't be as perfect in every way as you are. Never mind that your post is irrelevant

I'm not perfect. I can't be, I work for US Airways.

 

[FlyUs]

All righty.

Full disclosure, I have only slogged through half of the agreement at best.

Here's what I see:

1/ We'll be paid lower than Continental, lower than Southwest. Higher than United for the five minutes before they get a joint contract and bring themselves up to Continental or better. (Most likely theirs won't take 7 years either).

2/ They got PBS and didn't pay a dime for it, since that mediocre raise was due regardless.

3/ They got the CSD program in . AGAIN, not paying a dime for it.

4/ AWA flight attendants lost vacation and health benefits. Got a raise, but it's probably a wash, considering they've been due for what? Twelve years now?

5/ We got rid of weekend touch, just to get nailed with it on holidays. Middle seniority and squeaked out the holiday via bidsheet? GOOOOOONNNNNNNNNNNNEEEEEEEEEEE!

6/ Nothing done to address the hotel problems we've been having

7/ NOTHING addressing INDUSTRY STANDARD REST AREAS FOR LONG HAUL INTERNATIONAL.

8/ NOTHING done about inadequate staffing. FYI, we're the worst staffed in the industry.

That's all I can think of right now. This agreement reeks of COST NEUTRAL.

For seven years work, they ought to be ashamed.

It has huge concessions and very little gain.

Spot on! Tempe is laughing behind closed doors

 

[Onestep2flt]

While I am sure it will be corrected before you vote, this should be of major concern if it is not:


Disclaimer:
This copy of the new US Airways Tentative Flight Attendant
Single Agreement is not in its final format and may contain
paragraph reference and typographical errors.

Hey, I have been told there are quite a few of those in the agreement you have now so be careful!

Also, don't forget this deal was struck for a reason. Your company needs you for something. There are a couple very small changes to look like they would help you in a merger with another airline but read carefuly. You have to ask yourself who it is the company wishes to merge with.

Under successorship it is basically cut and paste form your current agreement (as is a lot of this new agreement). However just a subtle change in the wording which at first seems better then you realize there is a slight issue. Again, not a lawyer and I don't know law regarding mergers but this is a seniority issue. This was clearcut in you case with the current merger because you were both represented by AFA. It was written "By the association" it now reads like the following:

2. two states that in event you merge with another airline not represented "By the union" It goes on from there.

3. Number three states if you merge with someone who is represented "by the union" It also goes on from there.

It does not define union as the association which at first looks better because you assume any union. Read it carefully, is it just a technical change or meant to deceive you into thinking you are protected if you merge with any union carrier? I am sure it is not meant to be deceptive. I would question why it was written that way though. I do not have a clue of the enforceability of such a statement but I might write it to say "respresented by a union". Otherwise by default, you would be under paragraph one as the airlines under the rumors AA has an internal union and not represented "by the union" or delta which is not represented at all.

I am sure there is nothing hinky to the above but it just makes you wonder.

 

[Glucose Intolerant]

I am sure there is nothing hinky to the above but it just makes you wonder.

No there is definitely something HINKY going on. They are actually trying sell this.
It is what it is: concessionary

 

[usfliboi]

No there is definitely something HINKY going on. They are actually trying sell this.
It is what it is: concessionary

•JNC UPDATE - TA COMPARISON TO UNITED, AMERICAN, CONTINENTAL AND DELTA

Dear Gary,

TA COMPARISON TO UNITED, AMERICAN, CONTINENTAL AND DELTA



In the last few days the JNC has posted a summary of the Tentative Agreement (TA) and the full text of the Tentative Agreement on both the East MEC website and the Council 66 web site. This communication will compare our TA to our Legacy competitors United, American, Continental and Delta. Compared in this document are the following:

•Hourly Wages

•Per Diem

•Lead Pay

•International Premium

•Sick

•Vacation

•Duty Rigs
(Adobe Acrobat Reader needed for these files)
1. Premium Comparison US and Others
2. Vacation/Sick/Rigs Comparison US and Others

3. Domestic Hourly Base Hourly Rates US and Others



United Airlines flight attendants are voting on a Tentative Agreement. The ballot count date is February 28, 2012. The comparison chart reflects the contents of the United flight attendant TA. Continental has requested to enter Section 6 negotiations and then enter into single agreement negotiations with United Airlines. It is not known how long the process will last.



A link to the United Airlines Tentative summary is copied below:

http://www.unitedafa.org/contract/negotiations/docs/ta_complete.pdf



American Airlines is currently in bankruptcy. The comparison chart reflects the current American flight attendant contract. American management filed an 1113(c) Term Sheet proposal that guts the current agreement. The flight attendants will attempt to negotiate with management better terms but absent an agreement the court could abrogate the contract. A link to the proposed Term Sheet is below: http://www.apfa.org/images/bankruptcy/termsheet.pdf



THE US AIRWAYS TENTATIVE AGREEMENT


HOURLY RATES OF PAY


CURRENT

TA DATE OF RATIFICATION

$41.51
$46.00

85 HOURS PER MONTH = $3528.35
$3,910.00

ANNUAL YIELD = 42,340.20 $46,920.00

ANNUAL DIFFERENCE =

$4,579.80


95 HOURS PER MONTH = $3,943.45 $4,370

ANNUAL YIELD = $47,321.40 $52,440

ANNUAL DIFFERENCE =

$5118.60


105 HOURS PER MONTH = $4358.55 $4,830.00

ANNUAL YIELD = $52,296.00 $57,960.00

ANNUAL DIFFERENCE =
$5,664.00


CURRENT FINAL STEP INCREASE

$41.51 $48.00

85 HOUR PER MONTH $4080.00

ANNUAL YIELD $48,960.00

ANNUAL DIFFERENCE =

$6,619.80


95 HOURS PER MONTH = $3,943.45 $4560.00
ANNUAL YIELD = $47,321.40 $54,720.00
ANNUAL DIFFERENCE =

7,398.60


105 HOURS PER MONTH = $4358.55 $5040.00
ANNUAL YIELD = $52,296.00 $60,480.00
ANNUAL DIFFERENCE

$8184.00





Step increases occur at Date of Ratification (DOR) and DOR + 18 months, DOR + 36 months and DOR +48



SICK



The TA contains 100% pay and credit for all Sick calls but reduces the accrual per month from 5+00 hours to 4+30. This accrual is higher than our Legacy Competitors. Despite the yearly loss of 6 hours accrual the calculation below reflects an overall gain in Sick.



60 Hour Accrual per year (5+00 per month) @ 70% = 42 hours of Sick pay per year

54 Hours Accrual per year (4+30 per month) @100% = 54 hours of Sick pay per year



Please refer to the additional documents for all comparisons.

1. Premium Comparison US and Others
2. Vacation/Sick/Rigs Comparison US and Others
3. Domestic Hourly Base Hourly Rates US and Others

The JNC will continue to provide TA Section summaries in further electronic communications and a packet of information will be mailed to every flight attendants home address.



Thank you,



The JNC

 

[john john]

While I am sure it will be corrected before you vote, this should be of major concern if it is not:


Disclaimer:
This copy of the new US Airways Tentative Flight Attendant
Single Agreement is not in its final format and may contain
paragraph reference and typographical errors.

Hey, I have been told there are quite a few of those in the agreement you have now so be careful!

Better watch this issue. The IAM fleet service agents at US are having a problem with this Their new contract has errors and as far as I know has not been work out and the company isn’t interested in doing so.

 

[usfliboi]

Better watch this issue. The IAM fleet service agents at US are having a problem with this Their new contract has errors and as far as I know has not been work out and the company isn’t interested in doing so.

Wow! Guys conspiracy therories are just rampant..Amazing! Just know the contract and voice any concerns concerning mis types etc to the union!

 

[Phoenix]

While I am sure it will be corrected before you vote, this should be of major concern if it is not:


Disclaimer:
This copy of the new US Airways Tentative Flight Attendant
Single Agreement is not in its final format and may contain
paragraph reference and typographical errors.

...

Just got word about some identified typographical errors already... every time you see a pay rate number that says 4, 5, or 6.. the numbers should be 1, 2, & 3 respectively.. and every time you see a 1, 2, or 3 with respect to work hours, it should be replaced with a 4, 5, & 6!

 

[cynic]

Wow! Guys conspiracy therories are just rampant..Amazing! Just know the contract and voice any concerns concerning mis types etc to the union!

It's only paranoia if everyone isn't out to get you. Seriously though, what can seem like typos or clear language can often later be "re-interpreted" to mean something entirely different. As with any contract, you want to nail down as much as you possibly can and do so in specific detail.