03.13.2018

 

[Note: These notes were recorded at the time of the roadshow and are presented as recorded. Any clarifications or edits that have been applied after the roadshows are indicated in strikeout font for deleted text and underlined font for added text. – Edited 03.14.2018 jtp]

 

Seniority and Peoplesoft number: How is that figured?

Going forward the seniority number will be done randomly. It will be a combination of part of the Peoplesoft number and part of the SS# number. If the number is the same between two FAs, they will take the fourth digit as the tie-breaker.

 

What is the difference between voluntary furloughs versus staffing adjustment?

Voluntary furlough is different then a staffing adjustment and there is carved out language specifically for a voluntary furlough. A staffing adjustment leave is to temporarily reduce staffing–usually for 30, 60 or 90 days. It is the equivalent of a SLOA at VX.

03.12.2018

 

[Note: These notes were recorded at the time of the roadshow and are presented as recorded. Any clarifications or edits that have been applied after the roadshows are indicated in strikeout font for deleted text and underlined font for added text. – Edited 03.14.2018 jtp]

 

Alaska Board of Directors and what do they feel the timeline of the merger should be?

They know they need us and they would like for us to be all on one page. They have been told we will merge by mid-2019.

 

Is there any change to our training pay?

The Virgin training pay will be identical to Alaska’s training pay.

 

What happens if the TA doesn’t pass?

Company says that they won’t go back to the table and that they will just go into Section 6, in which case we would be a non-unified flight attendant group.

03.10.2018

 

[Note: These notes were recorded at the time of the roadshow and are presented as recorded. Any clarifications or edits that have been applied after the roadshows are indicated in strikeout font for deleted text and underlined font for added text. – Edited 03.14.2018 jtp]

 

Does RT count towards your line amount (for PPP)?

No that is above your line so that is 6.0 TFP that would be added during that period.

 

Did the company push for earlier implementation than later?

No they didn’t ask for it earlier. Their target date is still March 2019 but if it could happen sooner that would be fine.

 

So why is there an extension to this JCBA if they don’t meet their target date?

The extension has nothing to do with the programing of JCTE.

 

What happens if it is not implemented at target date for the company?

If full implementation target is missed, all L-VX pairings must be constructed to meet AS contract provisions but not the pay.

 

The PPP do you have to do 5 TFP extra each month?

It is 40 TFP total over the block of eight months or 5 TFP total for the individual months and it includes your vacation time.

 

Why don’t we use Sabre instead of Jeppesen?

They have invested too much in Jeppesen and the Company has put pressure on them too. Also, the VX version of Sabre is no longer supported.

 

Do you think that if this doesn’t pass will they go negotiate again or wait until we go into Section 6?

The company says that they will not go back to table and they have not waffled in their thought process. There are ideally many things that we would address in Section 6 however this is not Section 6 and that is when some of those would be dealt with. In these negotiations it is a merger negotiations. We have not forgotten about the 480 and vacation. To attack the 480 we need a merged group. L-VX has to fly 70 and no less so it’s hard for them to understand why it’s so important to L-AS and that is why we need to get them on our contract and work within contract and then we can be a unified group.

 

Where you surprised of what the company did give us?

The JNC told them that we need stuff to bring to the group if you want this passed. They wanted to call this “an agreement” and we said no that it would be called a JCBA. They (the Company) didn’t want to bring anything to the table and they really wanted a 4 year extension, they also wanted to erode our duty day by saying that L-VX would love to fly HI turns and carve out 5K turns. We said no. Throughout the negotiations we went back and forth and we did present to the MEC the first proposal and they didn’t agree to take it to membership. The second time when the JNC carved out more items the MEC felt that they should bring it to the membership for consideration for a vote. We did try to our more things for the senior group but they weren’t going there so that is why we carved out items that you could use your vacation towards such as vacation being counted toward your PPP, shadow vacation days for leaves, 1/12 for leaves, etc.

 

What’s up with bases and moving around?

Simply answer is that if it ratifies and there is no re-master bid and will only be movement if there is a vacancy.

 

Would it be cheaper to keep them separate?

No, there are too many soft costs plus the route structure would cost too much because there cannot be a new Airbus base opened up where there is a Boeing base and vice versa.

 

If this is ratified and if implementation isn’t met on target date of March 2019, what are the penalties?

They (company) paid 2.6 billion for this merger and the Executive Board is on the hook to get this done.

 

What does “Every Best Effort” mean and why do you think they will uphold the parts of the contract that say this?

“Every Best Effort” is actually some of the strongest contractual language. Why this helps us is that they have promised the board and shareholders that this will get done by March mid 2019 so that is in there best interest of all.

 

Why don’t you talk about your strategy during negotiations?

We do not discuss our strategy during negotiations because you don’t want to show all your cards to management.

 

Will pairing change?

They already are changing and there are no plans to do 5-day trips. Pairings will change.

 

Washington state sick leave law?

MEC Benefits and also the MEC Grievance Chair have notified the company that they should be abiding by the law. A4A filed suit against Washington State on behalf of the company and other carriers. They are going to fight it all the way.

 

So will the people on leaves be grandfathered in the 4-year minimum extension from one to four year leaves?

Yes they will be.

03.09.2018

 

[Note: These notes were recorded at the time of the roadshow and are presented as recorded. Any clarifications or edits that have been applied after the roadshows are indicated in strikeoutfont for deleted text and underlined font for added text. – Edited 03.13.2018 jtp]

 

JCBA and four year medical leaves: Is this a law or did you negotiate this?

This was something we negotiate for the FA group during these sessions.

 

Why did we do an extension instead of waiting until going into Section 6?

We actually see some benefit to an extension because if we did go into Section 6 we would be a work group divided by pay and work rules, so it is strategic planning to have all of us on the same contract.

 

Well 2 years can turn into 4 years?

Jeff went through the process from 1994 to explain the history and average negotiations is 1 to 2 years. And we can open a year early. Don’t see us opening up the whole book and to just target certain issues.

 

What else did they (the Company) want?

Their original stance was no improvements to the contract. They wanted a 4-year extension to 2023 and we ended up with a 2-year extension. They (the Company) wanted 5K, which meant they wanted to erode the 10.5 duty day. They also didn’t want this to be called a JCBA and wanted it called a Single CBA and we said no.

 

How did the MEC vote to present this to us?

A TA was presented to the LECP’s two times. The second presentation from the JNC the LECP’s unanimous voted “yes” to bring it to the membership for a vote.

 

Is there a penalty if the Company doesn’t fulfill this?

The board and shareholders are holding the company to fulfilling the complete merge.

 

If this doesn’t pass would we be able to fly on Airbus or Boeing or can we fly together?

No.

 

Was there any discussion about bringing back FAs who were forced out after the one-year mark?

No, it is unfortunate that this has happened but luckily we will be able to help those affected FAs in the future and now they will have a minimum of 4 years. In other words, management was unwilling to bring back FAs who left due to pressures from the one year MLOA policy. This is a go-forward application.

 

LECP and MECP pay can they bid a line?

Yes it doesn’t prohibit us from flying. LEC officers are really busy with the merger.

 

According to parts of the contract shouldn’t they (VX FAs) have just merged into our contract?

Technically they (VX) need to be on the Alaska seniority list and they are not. This is what forces the company to negotiate with us because they want us to be all under the seniority list.

 

480 why wasn’t that addressed?

We did fight for the 480. The fight isn’t over but we want to have VX FA’s on board for that fight. That’s hard to do if VX FAs do not have parity for pay and work rules.

 

Do you need to fly 5 TFP each month to get your PPP in the block of eight months?

You can fly it all in one month or it can be stretched out throughout the block.

 

VX ITL pay is a 15% differential. Won’t VX lose out on pay?

No. A VX ITL who continues to work “A” will not lose any money. Just like at Alaska when working B/C/D, a VX ITL (“A”) who works ITM (“B/C/D”) receives a different pay rate. If you compare apples to apples, every ITM working B/C/D will receive a pay increase and every ITL working A will receive a pay increase.

 

So if a FA goes into management at VX and back to being a FA how does the “Red Circle” carve out work?

It only applied to people that have been FA then gone into management or another area of the company and go back to being a FA and only applies until ratified. Actually they have stopped internal transfers at VX.

 

Is there going to be a master bid?

There are no plans to do that but nothing stops management for a forcing a base closure, but that is expensive for the company because they need to pay the cost of the moves.

03.08.2018 (PM)

[Note: These notes were recorded at the time of the roadshow and are presented as recorded. Any clarifications or edits that have been applied after the roadshows are indicated in strikeoutfont for deleted text and underlined font for added text. – Edited 03.13.2018 jtp]

 

Seniority and a CSA – why isn’t AS isn’t part of this red circle?

It’s just pay not seniority that is counted in the red circle

 

Why did we negotiate versus just putting VX on our current contract?

Everyone has to vote on it regardless if we have a new contract or not and will go out to the VX and AS FA’s, whether it was just at the current CBA and we were concerned that AS FA’s would be wondering “what’s in it for us” because it isn’t new?   Very strong common points on the both sides when doing the survey and that is why we felt we could negotiate for both to get a JCBA

 

What is the most senior at VX? Would that change our date of hire?

Approximately late 2006 and it is competitive seniority date.

 

Where is the ISL posted?

It’s not in there because of the C&B and the SMIC will be doing the seniority list and until it is ratified JCBA.

 

If TA is ratified and FA’s hired after it is where do they fall in?

They are still hiring but they will be merged into the training dates and they are offset.

 

How does VX determine seniority?

Seniority was organized by – internal transfers numbers remain the same. However, when you started the class – it was whoever finished their paperwork first and turned it in is how they received a number…so it’ s not by birthdate.

 

Is anyone going to get bumped out of his or her base?

No

 

When do the occupational seniority sync up?

When we release the ISL – date of ratification

 

Work Rules – When would VX get our work rules?

At date of ratification we would still be under VX work rules however from date of ratification there is a list of when things will be implemented.

 

Who is it that administered the work rules for VX?

VX Work Rules v.5 is a guideline and Val Jenkins administers the VX side right now for management. We do have some stand alone LOA’s that must be adhered to.

 

If TA is rejected and they fly Alaska work rules would they be taking a pay cut?

They won’t receive the pay increases and not sure how long it would take to get them into the deal. They would continue to fly VX work rules and pay would not increase.

03.06.2018

[Note: These notes were recorded at the time of the roadshow and are presented as recorded. Any clarifications or edits that have been applied after the roadshows are indicated in strikeout font for deleted text and underlined font for added text. – Edited 03.13.2018 jtp]

 

What does Section 6 mean?

Contracts remain in force until changed. Either party seeking to amend existing CBA’s must provide 30-day written notice as to desired changes. (Section 6 RLA.) There is no time limit by which contracts must be negotiated to avoid a work stoppage. Under Section 6 of the act either side may propose changes to an existing collective bargaining agreement, but agreements (for purposes of stability and labor peace) generally contain agreed upon moratorium clauses that provide no change may be demanded on specified subjects for a prescribed period of time.

 

When will VX received AS pay?

If ratified, immediately for many provisions; if not, they won’t receive until a CBA is reached.

 

Will there be calculator to show the PPP additional flying for us?

Yes, it will be updated.

 

“Shadow Vacation” (Vacation Coordination Bank) for Insurance?

What this means is you don’t have any paid vacation but have unpaid vacation you can use this to coordinate and receive your insurance and that would include anyone on your plan at the time of the leave.

 

Ground Commuting and if you got a flat tire and you showed them a picture would that be enough?

Yes you can but remember that it has to be done within 1 hours and documentation like from AAA.

 

What are the penalties for Company if they don’t implement this contract?

They have to put the VX on AS work rules (not pay) of the AS CBA but AS cannot fly on VX and it would hurt the company plans. They have a huge financial cost for themselves.

 

Cross Training of the aircraft, when will it start?

Should start June or July and end by November.

 

When will retro be paid out?

It should be in April or at the latest May. We will try and find out the correct answer so that you have time to change your deductions.

 

Wording on our current CBA – versus this JCBA on issues that have dates attached to them?

We are confident that it will be implemented at the date required…March.

 

2 year extension – additional duration – why?

This will actually be a benefit if we are unified as one group it is better for us from a negotiating standpoint.

 

Is this going to be a 5-year extension?

As far back as Southwest in 94 we really didn’t have many changes until this last CBA and that is why we went through from front to back. I don’t believe that the current agreement doesn’t need to be as comprehensive changes but more clean up.

 

480 changes in the next contract?

It will be a tough fight to get both vacation and sick leave and most FA’s want it to be inclusive of vacation and sick leave. Management has made it clear that they believe that you need to fly a certain amount to achieve vacation.

 

Timeline: If TA failed we go into Section 6…would we get a TA 2?

We have been told many times that they will not go back to the table and there is a 6 month gap between this contract and openers for the next.

 

Divided group for the next negotiations of another contract?

To be honest – it creates challenges if we aren’t unified.

[See also Healthcare Insurance: Premiums [JCBA] and Healthcare Insurance: Premiums 2 [JCBA]]

Q:     My concern is the TA clause regarding healthcare insurance premiums frozen at the 2019 rates. To my understanding, the clause has no bearing or protection regarding the $1500 the Company gives to the employee Health Savings Account (HSA) to assist with the high deductible plan. So technically the Company could rescind that amount starting in 2019 if this TA passes, and the high deductibles would be completely the responsibility of the employee. The $1500 is not a contractual item.  Currently we have protection and a cap on what our premiums can increase each year, which I believe is 20% for 2019. With this TA our premiums would be frozen at the 2019 rate, not our current 2018 rate.  If I run the numbers, it would be to my benefit to have my premiums increase even to the max of 20% verses having the Company rescind the $1500 they award to our HSA. Premiums notoriously increase each year and if our premiums are frozen, the Company’s share will increase. With that said, I don’t see the Company still giving money to help with the high deductibles. The Company will have to make up their share of increased premiums somewhere, and rescinding the $1500 would be the obvious as it is not contractual and just out of the goodness of the Company’s heart.

A:     The Company contribution to the Health Savings Account (HSA) has historically been and will remain management discretion under the TA. The Company has been providing annual financial incentives to move employees over to the high deductible plan by contributing to the HSA when employees switch to (or, depending on the year, are simply enrolled in) the high deductible plan. The year-on-year cap is 15%, so the 2019 healthcare insurance rates cannot increase more than 15% from 2018 (not 20% as indicated in the question). Additionally, the Flight Attendant cost share cannot be more than 20% of the actual cost to the Company. If management were to eliminate the HSA contribution, it would have to do that for all employees. This in turn would disincent employees from switching to (or remaining on) the high deductible plan, which is the exact opposite of management’s goal to migrate as many employees as possible from the higher cost PPO to the lower cost high deductible plan.