Q:     Please explain why it was decided that a separate monthly bidding process for the A position be implemented. Instead, why aren’t positions added as a preference or after trips are awarded, FAs pick their desired position based on seniority on day one of each trip?

A:     The JNC pushed to move away from the ITL program and align with the L-AS way of bidding. The main issue we could not overcome was that Sabre was not willing to program changes to move from the current two tier (i.e. ITL vs ITM) bidding system to a one tier (mixed A, B, C and D) bidding system; additionally, it was not possible to have no awards for ITL and extra ITM positions. The ‘compromise’ in the TA was the closest we could come to the L-AS way of bidding while ensuring that awards were based on seniority and working within the IT limitations. The good news is, if the TA is ratified, the multi-step  “A” Position bid process will be short term. In addition to opening the “A” Position pool to everyone on a month-by-month basis, the restrictions on open time swap/trades have been eliminated (i.e. any FA can p/u any trip once open time is released) under the TA.

Q:     What protections does this TA give L-VX FAs from base closures?  What protections does this TA give L-VX FAs from L-AS FAs transferring to L-VX current bases and significantly affecting bidding seniority?

A:     The TA  does not contain a specific provision to prevent a base closure, but there are provisions in Section 28 [Domiciles] of the JCBA (and the current CBA) that make base closures very expensive and complicated to carry out. A base closure requires a “master re-bid” (i.e. a “flush bid”) for the entire system in Occupational Seniority order. A master re-bid inevitably bumps out some junior FAs from some domiciles; any Flight Attendants who are involuntarily transferred as a result of a master re-bid are eligible for Company-paid relocation benefits, which are very costly to the Company.

There are no specific protections for L-VX FAs from L-AS FAs transferring into L-VX domiciles. However, there are no “bumping rights” pursuant to this merger. That means L-AS FAs cannot displace L-VX FAs from a domicile–they may transfer into a domicile only when there are vacancies in the domicile; transfers are awarded in Occupational Seniority order. Likewise, L-VX FAs may exercise their Occupational Seniority by transferring into L-AS domiciles (e.g. San Diego) when vacancies exist and their seniority holds the transfer.

[See also Healthcare Insurance Premiums [JCBA]]

Q:     Can we have a provision to have our premiums stay frozen or go down if health care costs go down?

A:     We already do depending on the situation. The contract requires that Flight Attendants pay 20% of the cost of healthcare insurance for 2018 and 2019. That means if the actual cost of healthcare insurance decreases in 2019, Flight Attendant cost share will also decrease. If the 2019 healthcare insurance rates go up, the FA cost share may not increase more than 15% above the 2018 rates regardless of the 20% cost share requirement. Under the JCBA TA, FA Healthcare insurance rates will be frozen at the 2019 rates for 2020 through the duration of the JCBA and its amendable period.

[See “Full Implementation” Guarantees / Penalties [VX], “Full Implementation” Guarantees / Penalties 2 [VX] and “Full Implementation” Guarantees / Penalties 3 [VX] for more info.]

Q:     I have a question in regards to the TA and JCTE.  My main concern with the TA is for the L-VX side.  I am not confident in the Company with having verbiage that says a “goal date” for implementation of March 2019 for L-VX when it comes to L-AS work rules.  Since Alaska management knew we were purchasing Virgin America when they decided to go with JCTE, why didn’t they have the Airbus programmed in there to begin with? I have also heard that Jeppesen won’t program the Airbus into JCTE and management is looking for a new system. Is there any truth to this? Is this the reason why management is asking for a March 2019 goal date?

A:     Alaska management did not know it was purchasing Virgin America when it selected JCTE to replace Maestro. At the earliest date, management was discussing acquiring Virgin America as a mere possibility in late 2015. However, JCTE was selected far earlier. Management and AFA were at least peripherally discussing JCTE during the last round of negotiations at least as early as 2013. There is no truth to the rumor that Jeppesen will not program the Airbus into JCTE, and in fact that effort is already well underway. Management did not “ask” for a March 2019 goal date. That is the estimated date for Full Implementation based on pilot integration expected in October and aircraft differences training for L-VX and L-AS FA is not scheduled to be finished until very late 2018. Management is very interested in integrating Flight Attendants earlier if possible but management also wishes to avoid the holidays.

Q:     Should the Company not meet the March 2019 timeline, what is involved with implementing L-VX to the 10.5 hour duty day as a penalty? Will there be a ton of programming that will need to happen? Is it “flipping a switch” easy or “going back to book” easy?

A:     Management has led AFA to understand that programming the L-AS duty and rest requirements for L-VX pairing construction is closer to “flipping a switch” easy rather than “going Back to Book” easy. The main impediment to moving to L-AS duty and rest requirements on the L-VX side is not programming–it is staffing.

Q:     My question is, should the TA pass would the full pay for L-VX FA deadheads be retroactive to cover trips beginning in January?

A:     No. Effective DOR, any L-VX FA who deadheads on a flight at the Company’s request will receive one-hundred percent (100%) block hour credit for pay purposes. This provision will be retroactive to the first day of the bid month of DOR.  If the TA is ratified on April 3, 2018, then 100% deadhead pay will begin April 1, 2018. This information can be found in the L-VX Transition Agreement 2018 TA.