Q: Can you share a list of what was given up in this Tentative Agreement?
First, we think it is important to look at agreement in full context – anything “given up” may be considered in the context of a trade or replacement. Additionally, each Flight Attendant may have their own opinion about what is a gain/loss. We can share what some Flight Attendants may consider a loss – or at least a tradeoff – in this agreement:
- 4k flying – We maintained the 4k distance, but allowed an additional five minutes of ground time (75 instead of 70). This will not add any new 4k destinations, but allows the Company to continue building some when a security check may be necessary (e.g. PDX-PVR-PDX).
- Quarterly Point Reduction Form – This changes from 4 per year to 3, with the implementation of State Bank sick leave. The addition arguably absorbs the same flexibility of the QPR, but requires a different strategy.
- Two sick leave banks – State law requires there to be two sick leave banks unless one bank is fully protected. Alaska is not inclined to protect our full accrual of sick leave, which is above the state requirement. This is as important to them as the 480 requirements, which are similar to how we see our 10:30 duty day and 4k distance.
- New Year’s Holiday – This remains a 24 hour period for Holiday Premium, but now it includes the afternoon/evening of NYE and the morning/afternoon of NYD.
- Removing the cap on ER conversions – ER conversions are now much more expensive for the Company. We expect the Company will convert Flight Attendants less. When a Flight Attendant is converted, every ER conversion will now pay 2x the rate.
- Management Immersion Program LOA – There are some misconceptions on this LOA. Some Flight Attendants have expressed appreciation for the ability for management to better understand our job, but some would prefer not to have more management assisting us on the aircraft. Review the FAQs for additional details and clarification.
- Productivity Premium Program – TFP requirement increases by an average of 5 per month, but State Bank sick leave now counts in addition to vacation. Boarding Pay also counts, and is paid above the line award so it automatically goes toward qualification. The majority of Flight Attendants that work their awarded line will qualify for the PPP as a result of boarding. The payout increased 60% (from $2,500 to $4,000).
- Precancel and retime LOA – The pre-cancellation language is updated regarding retimes and “minimal schedule changes” (minor impact, literally minimal schedule changes only). There is now self-assignment for pre-cancellations, the second overlapping call between 6-8pm is removed, Flight Attendants can submit a standing preference to waive pay, and the Company can push a notification for pay protection.
- Contactability updates – Defined positive contact for clarity, added Teams Messaging for APSB (addresses the difficulty of phone service, lounge phone, and airport page to actually make contact with APSB). Replaced email, airport page, and crew lounge phone with B2B messaging an additional method of contact. Many do not want to speak to CS, would rather acknowledge a crew access notification..
Our goal was to build a framework for 7000 people – one size doesn’t fit all. We know 10.5 hr duty is untouchable, and so was increasing the 4k distance. We did our best to always go with what works for the majority. It truly is up to the individual to look at everything and analyze and decide what is positive or negative for you.
We were extremely methodical. We took the biggest pain points across the board in each section and tried our best to address them. Management had other ambitions: expand the duty day, increase the 480 requirements, achieve more operational flexibility, etc. We pushed back on all of that.