It is important to note the information provided was used for January 2015.
Pairings Pairing Operations
6456 13,872 Total
327 687 Long Duty Pairings
5% 5% Percentage created
Negotiations News Archives
Q&A: Can you explain how the cost sharing and 15% cap affects my Health Insurance Premium?
There are two moving parts to the insurance premium.
1. There is a cost sharing for self insurance. Currently, our rates are locked, and you pay a portion of the overall benefit. 16% paid by the FA, 84% paid by the Company. Each year the cost sharing will increase 1%, up to a maximum of 20% paid by the FA by the end of the Agreement.
2. A year-over-year cap not to exceed 15%.
2015 rates are already set, so any possible increases would not occur until 2016 at the earliest.
Example:
Overall benefit cost is $1000:
FA pays $160 (16%)
Company pays $840 (84%)
If TA2 is ratified, the 2016 Cost Sharing change for the FA would increase from 16% to 17% (1% increase).
Overall benefit cost remains $1000:
FA pays $170 (17%)
Company pays $830 (83%)
In this example, FA cost increases by $10. (New 2016 rate ($170) – 2015 rate ($160) = $10.)
But lets say the overall benefit cost jumps from $1000 (2015) to $2000 (2016). In that example the cost sharing would require $340 (17% cost sharing paid by you) and $1660 (83% paid by Alaska). With the cap of 15% year over year, your prior year you paid $160, so 15% increase would cap the cost to you at $184.
Overall benefit cost increase to $2000:
FA pays $184
Company pays $1816.
In this example, despite a major increase in overall benefit cost, FA cost increases by $24. (New 2016 rate ($184) – 2015 rate ($160) = $24.)
As illustrated in the examples above, considering cost sharing and the 15% cap year-over-year, the maximum amount for the insurance benefit portion you pay may only increase by 15% year-over-year.
Example:
2015 – $100
2016 – $100 * 15% = 115 (15% max)(year over year cap and cost sharing combined)
2017 – $115 * 15% = 132.25 (15% max)(year over year cap and cost sharing combined)2018 – $132.25 * 15% = 153.08 (15% max)(year over year cap and cost sharing combined)
Q&A: Do I have to work 620TFP to get my vacation?
A: NO
EVERYONE needs to work 480 to accrue PAID vacation for the following year.
IF you do not work 480 you will be given a FULL credit towards Healthcare coverage consistent with your seniority awarded vacation allotment.
Seniority affords you more vacation days and the ability to hold prime vacation time whether it was earned the previous year or not. In order to have your vacation as a PAID benefit everyone will need to work 480 TFP over the entire year.
The Negotiating Committee believed this was the most fair application across all seniority groups.
Q&A: Are Management’s NC and our AFA’s NC in separate rooms or the same room for Negotiations?
During the Negotiations Process, there are three rooms. There is a joint room where all members from both committees meet to exchange proposals and have discussions. Each committee has it’s own room as well, allowing us to have private discussions and work on issues without the other committee present.
Q&A: Why is the Longevity Premium not paid on vacation or sick leave?
The Longevity Premium is paid on all worked TFP. It’s a premium for those at the top of scale (TOS) based on years of service (YOS). All premiums in the contract are paid only on worked TFP. Just like the Reserve Premium and Productivity Premium, the Longevity Premium is not paid on vacation or sick leave. Keeping all premiums the same in the intent and application was important to the integrity of what a true premium is. Premiums are paid when you are flying.
There are two premiums (Reserve and Longevity) that are paid only to specific groups within the seniority list – Reserves and Lineholders that have entered the TOS. The third premium is available for all flight attendants including Reserves and Lineholders who will also be earning their respective premium associated with their placement within the seniority list.
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