F/A transition agreement reached

[l8rd8r]

Do they really think that there will be many furloughed or 170-Division f/a's that will actually go? Who in there right mind(unless they live there, or plan on being there for the longhaul) would pay for 8 weeks of training AND have to pay for your America West uniform for the payrate that they are offering? That is a slap in the face. They will be hiring off the street because the f/a's did not even want to go to MAA for the crappy pay. What makes them think that they would go there for between 16 and 19 an hour? They only have 3 a/c type. 757, 737-300, a319 and 20. 8 weeks of training???? You have got to be joking. WHAT A JOKE!!!

Come on you know how alluring our job is to the outside. Those fast food handlers and starbuck barista's will jump at the fame. Its $9.00 over there pay now. Throw travel benefits/health benefit and the excitement they all will come.

 

[IpourNotCan]

Figures. Nothing is never good enough for "SOME" of you! At least you are getting paid the rate that you are supposed to be at! My goodness...nothing is never good enough. Unbelievable! Oh well, you have a choice! If you don't like it, there are others junior to you who will be glad to see you go.
By the way, I'll welcome furloughed4now and others who are grateful to be back.

 

[Travelpro72]

I think that some people have a lot of nerve telling the furloughed flight attendants and the Mid Atlantic opps US Airways flight attendants that they should be greatfull. The offer is absolutely horrible and the company AND the union regardless of how damn hard they "Claim" they bargained should be ashamed. A starbucks worker and the like would leave quicker than they came when the seen what the hell they had to DO for that extra $9.00 an hour. How would they expect these f/a's comming back and going to PHX to pay for their accomodations? Well maybe work part time at Starbucks after training and live in an apartment with 9 other people. Training accomodations are standard and the minimum. It's unfrickinbelievable.

 

[IpourNotCan]

You're unfrickinbelievable. You don't know what the America West F/As have been through, so you have alot of nerve! We've been through the furloughs also, the paycuts and all that stuff, but you know what? I'm still grateful. so you need to chill out. We fought hard to get them all back. The nerve!

 

[xoxo]

What I cant figure out is how can they offer that they get to acrue longevity while there for pay purposes and when they are "officially" recalled at U/East when they combine everything they get the time there served for pay purposes!!! This is a slap in the face to ALL MAA f/a's!!!! I have been at MAA for nearly 2 years and not 1 minute goes to acruing time for paypurposes if recalled!!! AWA is still a seperate certificate and contract. MAA is on the same certificate!!! Come on people!!! This is not right and the union knows it!!

 

[USstew23]

What I cant figure out is how can they offer that they get to acrue longevity while there for pay purposes and when they are "officially" recalled at U/East when they combine everything they get the time there served for pay purposes!!! This is a slap in the face to ALL MAA f/a's!!!! I have been at MAA for nearly 2 years and not 1 minute goes to acruing time for paypurposes if recalled!!! AWA is still a seperate certificate and contract. MAA is on the same certificate!!! Come on people!!! This is not right and the union knows it!!

Well it says that they tried and will keep trying in negotiations for the combined contract. I think that if they credit the MAA people (and I was one of you for a while so I count here too)then they are going to have problems say with the people who passed. I know you are upset but we all knew what we were signing up for as far as the pay credit goes and to be honest I'm over it, lets try to move on and focus our energy on our new friends out West. They are GOOD people and they have needs, wants, and feelings too.

 

[FlyOnWall]

Oh please if people passed MAA they can have all the problems they want, seriously. They can butt out. MAA was smoke and mirrors, if "furloughed" F/As are being given longevity for time served at at America West, a seperate airline with a seperate certificate, but the 170 FAs are not then thier lawsuit is all that much stronger. The company nor union has no MDA contract to produce so they are full of it. MAA is US Airways Inc- the FAA knows it and the company testified to it in court. MAA has divided the airline's FAs into haves and have-nots, covered by the union and vaguely covered by the union, "furloughed" but working and paying union dues, mainline but supposed to pretend to work for a made up Express? Recurrent for all planes, jumpseating, same manual, same seniority but paid Express wahes and operate under a mystery contract no one can see? Only USAir could come up with such convoluted bull.

When the last planes outsourced it's not going to go away. The violation of those 400 or so US F/As is going to come up again and again with the union as this transition agreement proves- they simply can't deny them thier longevity now and now that seperates the EMB FAs from the furloughed ones that chose not to come back. This America West thing makes it all the more complex and contradictory. It's also affecting the rest of the industry like Northwest pilots and F/As who are trying to stop the outsourcing of half of thier fleet because they want to follow the "MidAtlantic model" US pulled. Other airlines are scrambling to save thier narrowbody flying because of the stupid mistakes AFA and ALPA at US made and CONTINUE to make.

They should make it where there's no furloughees. Just get rid of the idiot FAs who still dont even know what MidAtlantic is and wonder why they are on reserve. Then let the good FAs come back.

 

[FlyOnWall]

Dear Flight Attendants:

Here are some Q & A's regarding the Transition agreement. More Q & A's are forthcoming.


Transition Agreement
Q and A Part I
>
>What Are The Protections For America West Flight Attendants in
>this Transition Agreement?
>
>A. There will be no "system flush" where active flight
>attendants may displace other active flight attendants from our
>positions. This means that there will not be a bid whereby
>everyone gets to bid for their base by seniority. If that
>happened, wholesale displacement would occur in PHX as hundreds
>of more senior US Airways flight attendants would have bumped
>former AWA flight attendants out of PHX. It won't happen now
>because that protection is in writing. This means that the 4,500
>active US Airways can't bid to displace us out of PHX. Only
>future vacancies in PHX would potentially expose us to senior US
>Airways flight attendants bumping us down on our list, but only
>a few at a time, not hundreds.
>
>B. Furloughed Flight Attendants on the US Airways list will not
>bump/displace active flight attendants. There are 1,639 US
>Airways flight attendants on the furlough list. When the
>seniority lists are combined, at least 1,000 of those
>furloughees will be senior to America West flight attendants. We
>had to get legally binding protections for our most junior
>members, to protect them from getting bumped and displaced out
>of PHX when the operations merge in 2007.
>
>How is our flying protected during separate operations?
>
>The Transition Agreement separates the operations by the tail
>number of the aircraft, protecting against the Company
>transferring aircraft from the America West fleet to US Airways
>fleet. The tail number and fleet plan is attached to the
>Transition Agreement to lock in those protections in writing.
>The Company had the ability to transfer planes under our current
>contract and this closes that avenue for the Company to cut
>flight attendant positions in Phoenix and transfer flying to US
>Airways.
>
>Section 1, Recognition and Scope of our current AWA contract
>provides additional protection, because it states that all
>revenue and all known flying at America West must be done using
>America West flight attendants. That provision is the subject of
>a grievance filed last week when the Company cancelled several
>America West flights and substituted US Airways aircraft and
>crews on those cancelled flights.
>
>How long will operations be separate?
>
>Before flight attendant operations can integrate, the airline
>must operate under one FAA certificate. The company has to
>receive FAA approval on a joint training program that ensures
>all US Airways flight attendants fly under the same procedures
>and are educated on the same I.O.M. The company's early plan is
>to have one FAA certificate by April, 2007.
>
>Why are US Airways furloughees coming here? How will they be
>treated?
>
>The agreement provides that furloughed US Airways Flight
>Attendants will be offered positions at America West rather than
>the Company hiring off the street. The Transition Agreement
>protects our junior flight attendants in a couple of ways.
>During separate operations, the US Airways furloughees will
>remain junior to the America West flight attendants. They will
>be able to use their US Airways company longevity for purposes
>of where they fall on the America West pay scale, etc. But for
>bidding for lines of flying, vacation bidding, etc. they will be
>under current America West Flight Attendants. After the
>integration of operations, the furloughees will move to their
>seniority on the combined list only when they would have been
>recalled to a position at US Airways.
>
>There are 1,639 US Airways furloughees, with hire dates that
>range from November, 1999 to their last new hire of June, 2001.
>They will be given only two-(2) chances to accept a position at
>America West. If they do, here is what happens:
>
>They are treated as a new-hire at America West and must
>successfully complete the entire new-hire training program that
>runs from 7 to 8 weeks. They are at the bottom of the seniority
>list until Operational Integration or when they are recalled to
>a previous US Airways base. They bring in their US Airways
>longevity for pay purposes, but on the America West pay scale
>not the US Airways pay scale. Longevity is different than
>seniority. Longevity is related to pay issues because it's a
>measurement of the length of time that a Flight Attendant is
>active on-line. For example, if you take an extended leave or
>are furloughed, your longevity, for pay purposes, stops at a
>certain point, usually 30-31 days after your leave or furlough.
>Seniority is basically your date-of-hire as a flight attendant
>and is not affected by leaves or furlough.
>
>Longevity is calculated with the following example. If a US
>Airways furloughee was hired in June, 2000 but was furloughed in
>2002, they have accrued approximately 1.6 years of longevity at
>US Airways and approximately 5.6 years of seniority. If they
>accept a position at America West, they would be paid at the 1-2
>year America West wage, which reflects their longevity.
>
>No moving expenses to PHX and no paid living arrangements while
>in training and they must purchase the AWA uniform.
>
>Your MEC proposed wage parity for those America West Flight
>Attendants who would have less longevity than a US Airways
>furloughee who accepts a job here. But management refused to
>give one cent, even an AFA-proposed 68 cents per hour increase
>to AWA flight attendants with 2 or less years of service.
>
>Why isn't there a longer fence? Why not hold out for a strong
>fence agreement?
>
>There is no legal obligation for management or the US Airways
>MEC to agree to any fence provisions. Section 1 of our current
>contract obligates management to negotiate a "possible" fence
>agreement and by negotiating they met that minimal obligation.
>Despite Doug Parker's promises, once we got into actual
>negotiations, the new US Airways management team repeatedly
>stated they did not need a fence agreement and showed no concern
>for America West Flight Attendants.
>
>Management rejected out of hand the best chance we had for
>extended fence protections in November. After management
>rejected the joint AMW US Airways MEC proposal on fence
>protections, fence negotiations broke off.
>
>At that point, we were forced with a choice, move on to
>continued contract negotiations or lock in some protections for
>America West Flight Attendants. Because there was a desire to
>hire the US Airways furloughees, there was an opportunity to
>restart the negotiations to get some essential protections for
>America West Flight Attendants. After studying all options and
>determining that holding out would not result in a better
>agreement, but, instead, mean that there would be no Transition
>Agreement, your merger representatives decided to lock in the
>important protections outlined.
>
>Why was the potential for US Airways furloughees bumping on the
>date of operational integration a concern?
>
>Absent the protections in the transition agreement, there was
>the potential that US Airways flight attendants currently on
>furlough would be allowed to bump active America West flight
>attendants when the operations merge. Whether they would have
>been allowed to do this without an agreement is not clear. We
>would have fought any such attempt vigorously and it is not
>certain such an attempt would have upheld.
>
>However, it was a real threat and one that had to be reckoned
>with. Any potential for a substantial amount of our members to
>be out of work had to be decisively eliminated. It is too
>important a decision to be left up to chance. We had fought for
>a commitment against this possibility from the beginning and
>needed to have it in a legally binding document and have the
>Company's signature and US Airways MEC East signature.
>
>What are the profit sharing provisions of the Agreement?
>
>The Agreement provides that America West flight attendants will
>be able to participate in the profit sharing provisions on the
>same basis as the US Airways flight attendants. This addressed
>the inequity of America West flight attendants being one of the
>sole groups. If and when the new US Airways groups makes a
>profit, America West flight attendants will get a share of the
>flight attendant portion of the profit sharing pool. The profit
>sharing pool is 10% of the first 10% of profits and 15% of the
>profits above ten percent. The Flight Attendant portion in 14.5%
>of the profit sharing pool.
>
>Why is the EMB 190 Aircraft language in the Transition
>Agreement?
>
>The EMB 190 is a twin-engine regional jet that will seat over
>100 passengers. The company may use those jets to fly it's
>routes. We wanted to lock in the fact that US Airways mainline
>flight attendants will fly those jets and not flight attendants
>from a regional airline. Further, we wanted to lock down the
>fact that pay rates for flying that aircraft are mainline rates
>and not a B scale or lower hourly rates.
>
>Mid Atlantic Airlines is in the Transition Agreement. What is
>MidAtlantic?
>
>MidAtlantic was a subsidiary of US Airways, created during their
>bankruptcy. It is staffed by furloughed US Airways flight
>attendants and will cease operations soon because it was sold to
>Republic Airways. Furloughed US Airways flight attendants were
>offered positions at Mid Atlantic during their furlough but
>remain on the US Airways furlough list. It's not an additional
>airline with more flight attendants.

Close, but MidAtlantic was neither "MidAtlantic Airlines" nor a subsidiary. It was just a C scale at mainline.

At least that confirms the 190 which is the same plane as the 170 will be mainline no b-scale.

 

[Travelpro72]

You're unfrickinbelievable. You don't know what the America West F/As have been through, so you have alot of nerve! We've been through the furloughs also, the paycuts and all that stuff, but you know what? I'm still grateful. so you need to chill out. We fought hard to get them all back. The nerve!

Ya know what? I unlike your uneducated self on this issue DO know what the now gone HP f/a's went through. You cannot POSSIBLY say that HP has endured what the f/a's at USAirways went through with the whole Mid Atlantic business. We have gone through much more at USairways on the east side since 9-11. You have to be kidding me. I am not blind to the fight on the US-wests hands but to call ME unfrickinbelievable because I think the furloughed f/a's offered a position with US-west out in PHX land are being "thrown under the bus" yet again. THE NERVE.

 

[ringmaruf]

You're unfrickinbelievable. You don't know what the America West F/As have been through, so you have alot of nerve! We've been through the furloughs also, the paycuts and all that stuff, but you know what? I'm still grateful. so you need to chill out. We fought hard to get them all back. The nerve!

I don't understand how people can say things like this with a straight face. :blink:

>A. There will be no "system flush" where active flight
>attendants may displace other active flight attendants from our
>positions. This means that there will not be a bid whereby
>everyone gets to bid for their base by seniority. If that
>happened, wholesale displacement would occur in PHX as hundreds
>of more senior US Airways flight attendants would have bumped
>former AWA flight attendants out of PHX. It won't happen now
>because that protection is in writing. This means that the 4,500
>active US Airways can't bid to displace us out of PHX.

Of course, there never was the possibility of that happening, but let's spread around as much fear and uncertainty as we can, it's all about scaring the West flight attendants. 🙄

>No moving expenses to PHX and no paid living arrangements while
>in training and they must purchase the AWA uniform.

At first I thought I was just reading too much into it, but I've seen it in like three different places today. It really seems to me from the tone that the West MEC is taking some sort of perverse pleasure from these provisions, from no living arrangements in training for the US/East furloughees, like it's a good thing, and they're glad they got it in the agreement. I can't see how it could possibly be a good thing, it seems frankly unreasonable in fact, and I don't understand why they could be so happy about it and bragging about it, unless their sole motive is to get all of the US/East furloughees to pass recall to US/West.

Any potential for a substantial amount of our members to
>be out of work had to be decisively eliminated. It is too
>important a decision to be left up to chance. We had fought for
>a commitment against this possibility from the beginning and
>needed to have it in a legally binding document and have the
>Company's signature and US Airways MEC East signature.

Yes, better get that evil East MEC to put their signature on a document, because they're out to screw all the West people. 🙄



I will say one big good thing about the West MEC. At least they got the agreement up online for people to read. Bravo and good for them, it belongs online for everyone to see. The East MEC under their new brilliant leadership makes it look like they're hiding something. Whether they're really hiding something or just incompetent, who knows, it's probably both. But I do know that Teddy would have it online now (and would no doubt have gotten a better deal, too).

 

[TheNewLowFare]

I just received this email from West MEC

Transition Agreement



MEC Q and A Part I





What Are The Protections For America West Flight Attendants in this Transition Agreement?



A. There will be no “system flush†where active flight attendants may displace other active flight attendants from our positions. This means that there will not be a bid whereby everyone gets to bid for their base by seniority. If that happened, wholesale displacement would occur in PHX as hundreds of more senior US Airways flight attendants would have bumped former AWA flight attendants out of PHX. It won’t happen now because that protection is in writing. This means that the 4,500 active US Airways can’t bid to displace us out of PHX. Only future vacancies in PHX would potentially expose us to senior US Airways flight attendants bumping us down on our list, but only a few at a time, not hundreds.



B. Furloughed Flight Attendants on the US Airways list will not bump/displace active flight attendants. There are 1,639 US Airways flight attendants on the furlough list. When the seniority lists are combined, at least 1,000 of those furloughees will be senior to America West flight attendants. We had to get legally binding protections for our most junior members, to protect them from getting bumped and displaced out of PHX when the operations merge in 2007.



How is our flying protected during separate operations?



The Transition Agreement separates the operations by the tail number of the aircraft, protecting against the Company transferring aircraft from the America West fleet to US Airways fleet. The tail number and fleet plan is attached to the Transition Agreement to lock in those protections in writing. The Company had the ability to transfer planes under our current contract and this closes that avenue for the Company to cut flight attendant positions in Phoenix and transfer flying to US Airways.



Section 1, Recognition and Scope of our current AWA contract provides additional protection, because it states that all revenue and all known flying at America West must be done using America West flight attendants. That provision is the subject of a grievance filed last week when the Company cancelled several America West flights and substituted US Airways aircraft and crews on those cancelled flights.



How long will operations be separate?



Before flight attendant operations can integrate, the airline must operate under one FAA certificate. The company has to receive FAA approval on a joint training program that ensures all US Airways flight attendants fly under the same procedures and are educated on the same I.O.M. The company’s early plan is to have one FAA certificate by April, 2007.



Why are US Airways furloughees coming here? How will they be treated?



The agreement provides that furloughed US Airways Flight Attendants will be offered positions at America West rather than the Company hiring off the street. The Transition Agreement protects our junior flight attendants in a couple of ways. During separate operations, the US Airways furloughees will remain junior to the America West flight attendants. They will be able to use their US Airways company longevity for purposes of where they fall on the America West pay scale, etc. But for bidding for lines of flying, vacation bidding, etc. they will be under current America West Flight Attendants. After the integration of operations, the furloughees will move to their seniority on the combined list only when they would have been recalled to a position at US Airways.



There are 1,639 US Airways furloughees, with hire dates that range from November, 1999 to their last new hire of June, 2001. They will be given only two-(2) chances to accept a position at America West. If they do, here is what happens:



They are treated as a new-hire at America West and must successfully complete the entire new-hire training program that runs from 7 to 8 weeks. They are at the bottom of the seniority list until Operational Integration or when they are recalled to a previous US Airways base. They bring in their US Airways longevity for pay purposes, but on the America West pay scale not the US Airways pay scale. Longevity is different than seniority. Longevity is related to pay issues because it’s a measurement of the length of time that a Flight Attendant is active on-line. For example, if you take an extended leave or are furloughed, your longevity, for pay purposes, stops at a certain point, usually 30-31 days after your leave or furlough. Seniority is basically your date-of-hire as a flight attendant and is not affected by leaves or furlough.
Longevity is calculated with the following example. If a US Airways furloughee was hired in June, 2000 but was furloughed in 2002, they have accrued approximately 1.6 years of longevity at US Airways and approximately 5.6 years of seniority. If they accept a position at America West, they would be paid at the 1-2 year America West wage, which reflects their longevity.



No moving expenses to PHX and no paid living arrangements while in training and they must purchase the AWA uniform.



Your MEC proposed wage parity for those America West Flight Attendants who would have less longevity than a US Airways furloughee who accepts a job here. But management refused to give one cent, even an AFA-proposed 68 cents per hour increase to AWA flight attendants with 2 or less years of service.





Why isn’t there a longer fence? Why not hold out for a strong fence agreement?



There is no legal obligation for management or the US Airways MEC to agree to any fence provisions. Section 1 of our current contract obligates management to negotiate a “possible†fence agreement and by negotiating they met that minimal obligation. Despite Doug Parker’s promises, once we got into actual negotiations, the new US Airways management team repeatedly stated they did not need a fence agreement and showed no concern for America West Flight Attendants.



Management rejected out of hand the best chance we had for extended fence protections in November. After management rejected the joint AMW US Airways MEC proposal on fence protections, fence negotiations broke off.



At that point, we were forced with a choice, move on to continued contract negotiations or lock in some protections for America West Flight Attendants. Because there was a desire to hire the US Airways furloughees, there was an opportunity to restart the negotiations to get some essential protections for America West Flight Attendants. After studying all options and determining that holding out would not result in a better agreement, but, instead, mean that there would be no Transition Agreement, your merger representatives decided to lock in the important protections outlined.



Why was the potential for US Airways furloughees bumping on the date of operational integration a concern?

Absent the protections in the transition agreement, there was the potential that US Airways flight attendants currently on furlough would be allowed to bump active America West flight attendants when the operations merge. Whether they would have been allowed to do this without an agreement is not clear. We would have fought any such attempt vigorously and it is not certain such an attempt would have been upheld.



However, it was a real threat and one that had to be reckoned with. Any potential for a substantial amount of our members to be out of work had to be decisively eliminated. It is too important a decision to be left up to chance. We had fought for a commitment against this possibility from the beginning and needed to have it in a legally binding document and have the Company’s signature and US Airways MEC East signature.





What are the profit sharing provisions of the Agreement?



The Agreement provides that America West flight attendants will be able to participate in the profit sharing provisions on the same basis as the US Airways flight attendants. This addressed the inequity of America West flight attendants being one of the sole groups. If and when the new US Airways groups makes a profit, America West flight attendants will get a share of the flight attendant portion of the profit sharing pool. The profit sharing pool is 10% of the first 10% of profits and 15% of the profits above ten percent. The Flight Attendant portion in 14.5% of the profit sharing pool.





Why is the EMB 190 Aircraft language in the Transition Agreement?


The EMB 190 is a twin-engine regional jet that will seat over 100 passengers. The company may use those jets to fly it’s routes. We wanted to lock in the fact that US Airways mainline flight attendants will fly those jets and not flight attendants from a regional airline. Further, we wanted to lock down the fact that pay rates for flying that aircraft are mainline rates and not a B scale or lower hourly rates.



Mid Atlantic Airlines is in the Transition Agreement. What is MidAtlantic?



MidAtlantic was a subsidiary of US Airways, created during their bankruptcy. It is staffed by furloughed US Airways flight attendants and will cease operations soon because it was sold to Republic Airways. Furloughed US Airways flight attendants were offered positions at Mid Atlantic during their furlough but remain on the US Airways furlough list. It’s not an additional airline with more flight attendants.



We will continue to update you and provide additional question and answer sessions.

 

[l8rd8r]

What happens if West doesn't get enough furloughed (East)F/a's to take that bait? Will West be allowed to hire like crazy. Potentionally not needing to hire the East furloughees back ever? If they are allowed to mass hire until we are under one certificate (sometime in 07) that could be alot of junior f/a's. Remember we have many F/A's sitting around now back east. I just wonder if Mgmt knows that little will respond to the offer saving them from having to bring them back at hire pay. Just thinking.

 

[N903AW]

Who in there right mind(unless they live there, or plan on being there for the longhaul) would pay for 8 weeks of training AND have to pay for your America West uniform for the payrate that they are offering? That is a slap in the face. They will be hiring off the street because the f/a's did not even want to go to MAA for the crappy pay. What makes them think that they would go there for between 16 and 19 an hour? They only have 3 a/c type. 757, 737-300, a319 and 20. 8 weeks of training???? You have got to be joking. WHAT A JOKE!!!

You might be surprised at the numbers of people that have made the sacrifice to endure eight weeks of unpaid training (actually longer because of the time waiting for your first paycheck to arrive) and no company provided housing during training. Every AWA Flight Attendant to be exact. Not all of them were Phoenix residents, either. There are countless people that came here for training from out of city and out of state.

I transferred within the Company with 5 years seniority to begin my Inflight career. Did my tenure with the Company prior to transfer provide me paid training, free uniform and Company provided housing during training? Absolutely not. This was a personal choice that I had to make...and in hindsight, it was the best career move I have ever made.

I have flown for two major airlines since 1986, American and America West. One a legacy carrier, the other a low-cost, low-wage carrier. AA provided lodging and meals during 6 weeks of training. AWA did not during my eight week training. Personally, and I speak only from my own experience, my best times in this business have been during my employment with AWA. It was well worth the sacrifice during those eight weeks.

After September 11, 2001, we had TONS of furloughed Flight Attendants from other airlines (ATA, United, TWA, US Airways, American, Northwest, to name a few) who came from all over the nation to start anew with America West because they love this job. All were willing to suck it up for eight weeks just to keep flying. Most are still here today and have turned down recalls from their former carriers.

In a nutshell, this is going to be a very big personal decison for one to make. Many of us have already made the decision in the past, myself included. Again, personally speaking, it was the best choice I have ever made and I have no regrets.

If you do decide to come over, you will find the vast majority of us welcoming you and making the transition as easy as possible. For those that do not make the decision to come over, I would sincerely like to wish you all the best in all of your endeavours.

 

[xoxo]

Do you understand that they recalled all the furloughed f/a's for the 170's and only 250 bit? Do you really think that many will come over there for even less money than the MAA f/a's got? I really dought it..I guess we will all see. Its not that we do not want to go over, we would love to work wth you guys and gals..but, the offer stinks. It really is a slap in the face for what we have been through. I can say a hand full from MAA will take the bite..mostly junior f/a's . But, we will see.

 

[proudf/a]

The furloughed f/a's that do choose to go to PHX under these horrible terms, do deserve to be treated with respect. They have sacraficed more then anyone in this industry. Lost their jobs, went to fly for MAA with insulting wages, waiting for an opportunity to come back to mainline. The opportunity has risen, they are going to have to complete training again, at their own expense, purchase uniforms (for what? new uniforms are in the works), be slapped at the bottom of AWA seniority list. The certainly do NOT deserve to be treated unfairly. They just want a job in this industry like the rest of us, they cannot be held responsible for what has happened to them over the past 5 years, I personally applaud them for hanging in there and making the sacrafice so the rest of us can continue to have jobs.

Shame on everyone involved with the neogiations of this transition agreement. The West knew the company was NOT going to give them a fence, so the only way they could somewhat soften the blow to their membership was to give the shaft to the furloughed people coming in. The East should of fought harder to protect their furloughed members. Shame on management for not trying harder to lessen the already building tension between the east and west f/a group. Any way you look at it all 3 involved used these furlougees as a bargaining chip, all for their own agendas. They want one happy airline, well good luck.