Negotiation Session 17

• Negotiations on an aggressive timeline were unsuccessful.
• The company shared their response to our economic proposal. Both parties are significantly apart from agreeing on economic provisions.
• We are planning next steps. Expect negotiations to continue for quite some time, along with mobilization activities to pressure management to provide a contract we all deserve.

Negotiations Roadblock

This week, our Negotiating Committee and Mobilization Committee Chairperson met with management for Negotiation Session 17. We were joined at the table this week by AFA Financial Economist Teresa O’Donnal and the Master Executive Council (MEC). Despite significant progress over the past 10 months, the aggressive negotiations timeline fell apart over discussion on economics/costing and philosophical differences.

Management stated their commitment on industry leading pay and retro pay through December 2022 is no longer in effect, because the deadline for our aggressive bargaining schedule is passed. We will continue to push not only for these improvements, but for all other essential components of an agreement we deserve.

We passed a detailed comprehensive economic proposal to management this week. The proposal included many essential improvements, including but not limited to:

• Top of industry pay rates based on the recent Southwest Flight Attendant Agreement in Principle (AIP)
• MPRs/RIGs – ground time (including boarding), Block or Better (scheduled or actual), duty and trip RIGs, etc.
• Premium pay for all reassignments
• Elimination of 480 requirements
• Increased A pay, per diem, vacation, 401(k) match, international pay, etc.

Management’s Response

Management indicated they expected us to limit our economic requests and prioritize what we need for an agreement to fit within their financial framework. The initial response to our economic proposal was insultingly low.

We expected to be somewhat apart on numbers – such is the nature of negotiations. Given the aggressive bargaining schedule, we expected their pass to be closer to agreeable terms. However, they proposed less than half of what we consider the bare minimum and nowhere near the improvements we know are absolutely necessary. Even worse, they indicated this was not a “lowball” offer for positioning – they expected us to take the offer seriously.

Here are “highlights” from their proposal:

• Approximately 9% wage rate increase across the board
  • AFA proposed top of industry for every step
• Top of scale increase 12.2% (below Delta top of scale*) [Note: Updated from 10.6%, which was an error. ^MECP Jeff 6/23/2023]
  • *The company included longevity premium to make the argument that our top rate would be above Delta’s top rate
• No increase to longevity premium
  • AFA proposed an increase
• 2% downline increases or market review, whichever is higher
  • AFA proposed higher downline increase
• No additional holiday
  • AFA proposed New Year’s Eve
• 1 TFP per reassigned sequence
  • AFA proposed a premium rate on all reassigned flying
• No improvements to vacation provisions
  • AFA proposed several improvements, including eliminating 960 TFP requirement for 6^th week of vacation
• 0.5% increase in 401(k) contribution match
  • AFA proposed significantly more
• 4-year duration
  • AFA proposed a shorter duration
• Block or Better RIG
  • AFA proposed a better conversion rate
• $0.10 per diem increase
  • AFA proposed significantly more
• $1.20 “A” pay increase
  • AFA proposed significantly more
• Lump sum payment
  • AFA proposed full retro pay from December 2022
• No change to 480 provisions
  • AFA proposed eliminating 240/480/960 TFP requirements

As we are sure you agree, this proposal is unacceptable. We voted no for you.

We Deserve Better

In consultation with the MEC, we demanded the Quarterly Point Reduction form be restored in Section 32.

We remain focused on our commitment to membership, and we are listening. Our Flight Attendants are far behind the industry, both in pay rates and RIGs. Our intent, and our mandate from membership and the MEC, is to achieve an industry-leading contract.

Moving Forward

Both parties are reevaluating priorities. The Negotiating Committee has confirmed additional negotiation sessions starting in August and meeting once per month through November.

The MEC is meeting next week and will discuss next steps. Be on the lookout for additional information mid-week regarding mobilization opportunities in each domicile, as well as our video and podcast recaps from this session. Every Flight Attendant’s participation is essential. It’s time for management to show us they CARE.

It’s going to be a red-hot summer.

Thank you for staying engaged, thank you for your passion, and thank you in advance for digging in for the long fight. It’s important for us all to show our unity and outrage. Our contract will be better when everyone pulls together!

Stay Connected

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