Q: How do the TA2 wage rates compare with the proposed AA/US Airways TA rates and the new increased rates Delta FAs will get in 2015?
A: The Alaska TA2 pay rates are higher in every pay step and will continue to be throughout the life of the proposed 5-year deal.
Q: I know the current Alaska rates are pretty low in comparison to the rest of the industry. Where do we rank with TA2?
- Please see the chart posted in the summary – it indicates our current pay rates and also the new TA2 rates vis-à-vis the rest of the industry.
Q: How come the more junior and middle of the scale rates received greater increases than the top of the scale (TOS) rates?
A: Two things complicate bigger raises at the TOS:
1) As you can see from the Industry Comparison Rates Chart, the TOS rates were already high for the industry. Does that mean you don’t deserve a significant raise: Absolutely Not! However, management’s overriding goals was to have rates to be no higher than #2 or #3 in the industry.
2) Additionally, and more significantly, management insisted that the total increase to our TOS rate not exceed the percentage increase to the pilot’s TOS increase. That was an absolute that management put down from the beginning and stood firm on that requirement. We focused on securing Longevity Premium to the more senior FAs.
Q: The $2.50 per diem rate – How does that compare with the rest of the industry?
A: It is the highest domestic rate in the industry. AA/US Airways new TA puts Domestic Per Diem at $2.10 and International Per Diem at $2.40 if ratified. Southwest has a Domestic Per Diem of $2.15 and International Per Diem at $2.65 (but AirTran flies all of their international routes).
Jared Sabin says
I thought this would be a good question for this thread. Sorry, if this has already been asked. It appears that all FAs will likely experience two pay increases per year, one on the anniversary of DOS, and then again on you personal anniversary. If your personal anniversary is in same month of dos do you get a an increase twice that month? And is it really two step increases per year? What was the thought process behind the duo step increases if I am understanding it correctly? I think it is great, as it gives something to look forward to, and makes waiting for a step increase not so distant like it does now. Any reason this simply wasn’t done once every 6 months from DOS? And also, would the steps have been larger had we only gotten an increase at the regular annual interval? Thank you!
Christina Frees (Negotiating Committee Member) says
Hi Jared,
The reason we have two pay increases is because each Flight Attendant has a date of hire anniversary. All Flight Attendants have been hired at different times and as a result we each get our DOH step increase at different times of the year. The second increase is based on the date of ratification of a tentative agreement. This involves the 1.5% down line increase that is given over the life of the contract. We must have two increase as a result. Those that have there DOH and DOS increase within the same month are very fortunate as they don’t have to wait for either increase. They get the immediate benefit of both.
Greg McDaniel says
Why was RETRO pay taken off the table? This would have been a bigger deal than the signing bonus, when you go back to the date the contract was amendable.
Jake Jones (SEA LEC Vice President/Negotiating Committee Member) says
Hi Greg,
Under the RLA the parties must agree to the terms and conditions of the tentative agreement. Management has a philosophy when dealing with labor groups which is not to pay retro. The NC understands that there are different benefits in a signing bonus and retro pay. In TA2 we were not able to get management to agree to paying retro.
Jody Ryncarz says
Regarding the 15% increase on the insurance premium. Will this be like our last contract when the raise we received was not at all a raise but simply putting our money towards our insurance? How much in dollar amount will the 15% be?
Thank you
Jody
Jake Jones (SEA LEC Vice President/Negotiating Committee Member) says
Hi Jody,
The increase on your insurance needs to be calculated. Let’s say you pay $100. The 2015 rates are locked in at $100, 2016 rates is when the 15% maximum increase could be applied if the rates determined an increase. If they did increase to 15% it would go to $115.00 a month. That would be a yearly increase of $180. I am not sure of your flying, however the average flown is 68 TFP a month. The minimum increase at any step rate was $5.00. 68 * $5 = $340.00 a month (excludes vacation, sick leave, per diem, premium pay, bonuses and many other things purely pay). $340 * 12 months is $4,080 increase. Take the annual increase of $4080 minus the $180 insurance increase and you receive $3900. The next year if you are moving through the step rates you would have to calculate your increase to insurance worst case scenario is $115 * 15%, then look at your flying and new pay. Each individual must complete their own assessment, but hopefully the example assists you in creating your own personal snapshot of the effects of insurance and compensation.
judith bowman says
On the 15 minute debrief issue: Most times, we are not finished deplaning in 15 minutes. So we not only won’t have a chance to “debrief”, we will still be on duty at that point. If the TA passes, will we have any recourse to being on duty after our debrief period? We know that we cannot leave the plane before PAX are off. Why would we agree to continued work without pay?
Jake Jones (SEA LEC Vice President/Negotiating Committee Member) says
Hi Judith
The 15 min debrief and 4k pairing are contingent on the pay rates and reduction in length of step rates. If you have a situation where you have passengers on board past debrief file an activity claim.
rose says
According to the survey results, we were told duty day was off the table. Some things are not worth the price. What is behind negotiating this provision?
Jake Jones (SEA LEC Vice President/Negotiating Committee Member) says
Hi Rose,
The survey results were part of the overall negotiation consideration as well as many other resources. The NC was in Chicago during our October session negotiating. We were able to achieve $5 minimum across the board, 2nd/3rd in the industry and we were able to beat the DAL/AA/US rates in downline years even with their pay increases. The rates and scale length is contingent on the 4k sequences and reduction of debrief at domicile from 30 minutes to 15 minutes. Hope this gives you the information you need in making a decision on the tentative agreement. If you have any additional questions please feel free to contact us on the blog.