Q:     If the JCBA does not pass, then will both L-AS and L-VX FAs start getting cross trained this summer and will Full Implementation occur in March 2019 as shown on the timeline that MEC President Peterson explained in the Implementation segment of the Merger TA roadshow webinar?

A:     If the Merger TA does not ratify, Flight Attendant cross training will continue as scheduled. Additionally, training for both aircraft types will be incorporated into 2019 Recurrent Training, so L-AS and L-VX Flight Attendants will remain current on both aircraft types. However, Full Implementation will not happen if the Merger TA does not ratify.  Management cannot integrate both groups without an Integrated Seniority List, and AFA will not release the ISL to management without a ratified JCBA.

Q:     Hey is there any way to maybe get a bar graph or something showing how many people have voted through the voting period? This would be cool and might motivate more people to vote. Thanks.

A:     Thank you for the suggestion. The voting progress tracker has been added to the Merger TA Voting Information page.

[See also Transition of ITL to “A” [VX]]

Q:     Can someone explain the “A” position bidding to me? And does that apply to the L-AS FA?

A:     L-AS Flight Attendants bid the A position, which is awarded on a “pairing-by-pairing” basis. The ITL to “A” position transition for the L-VX Flight Attendants is described in the L-VX ITL to L-VX A Position roadshow webinar video.

Q:     I tried to find the language in the contract but unable to find. Is date of hire the mandate for the agreement? If an Alaska Airlines FA was hired previous to all Virgin America’s FAs, the only people who are senior to the Alaska FA are other Alaska FAs, right?

A:     The contract specifics that Flight Attendant Date of Hire (DOH) inclusive of time spent in Initial Training as provided for in the ISL will define Occupational Seniority/System Seniority.  This can be found in the JCBA LOA Changes to the 2014-2019 CBA TA, Section 6 [Seniority].

A.  Seniority Applications

2. Occupational Seniority/System Seniority

a. Hired as a Flight Attendant prior to Date of Ratification: Seniority that accrues from the date an employee is placed on the Company payroll as a Flight Attendant, which will be retroactive to include credit for time spent in Initial Training as provided for in the Integration Seniority List (ISL) certified by the Seniority Merger Integration Committee (SMIC).

b.  Hired as a Flight Attendant after Date of Ratification: Seniority that accrues from the date an employee is placed on the Company payroll as a Flight Attendant, which will be retroactive to the first day of Initial Training.

c.  Occupational Seniority/System Seniority will be used for all vacation selection, eligibility for Longevity Paid Time Off, leaves of absence other than medical leaves, emergency leaves and additional personal leaves as defined in Section 15 [Leaves of Absence], reduction in force, return to active status after release due to reduction in force and bidding rights for line of time, reserve, extra sections, charter, Long Stage Length Duty Period (“4k”) and other flying applications as provided for elsewhere in this Agreement.

In addition Section X [Merger Policy…] of the AFA Constitution and Bylaws spells out the full provisions of how the ISL is achieved.

In answer to the example provided, then you are correct: a L-AS FA hired prior to all other L-VX FAs is senior to them. Only other L-AS FAs who are already senior to the example L-AS FA prior to the merger will be senior to that person following certification of the Integrated Seniority List (ISL).

Q:     I see that on the last page, tucked at the bottom of the page, it states that, “Once a ballot is cast, it cannot be changed.” Can you address why?  I don’t recall this ever happening on other contract/TA votes.  I flown with several flight attendants that were not aware of this change.  Is it being brought up in the roadshows? And does it state this in the voting material that is being mailed out?  

A:     The Department of Labor instituted a change to voting procedures to ensure that all  voters must be de-identified from their votes. This ensures that no one can then go in and determine how any one person voted.  A consequence of this “de-identification” is that a voter may then never go back and change his/her vote. Think of it as “dropping your vote” in a ballot box.

In order to comply with the DOL’s mandate, AFA’s voting system is unable to attach personal information to track a Flight Attendant’s vote; therefore it isn’t possible to retrieve your vote and change it.  The JNC has been stressing this information in all the roadshows (with a slide devoted to it), and it is posted on the Merger TA Voting Info page as well as included in the mailed ballot information.

^03.16.2018

 

Why does the Company want to speed up the process and why is it a benefit?

The Company can only achieve the synergies of the merger by fully integrating all the employee groups. The sooner they can achieve this, the sooner they will experience the benefits of the merger. There is no certainty that the Full Integration of Flight Attendants will be moved up earlier than the target date of March 2019. The Company is already starting to move the fleet and move the Boeing E-W and Airbus W-S. However, they are not able to open up new Flight Attendant domiciles where one already exists (so no L-VX base in SEA, ANC, etc.) so that somewhat limits how crew planning can route aircraft and flying because the two Flight Attendant groups are separated on the metal.

 

What will happen to the bases and opening them up?

There will not be a master bid if the TA is ratified. Effective the first month after Full Implementation, vacancies that open up may be filled in all bases by any Flight Attendant in seniority order. Currently, the Company is targeting March 2019 for Full Implementation so that would mean that base swaps could occur, and base vacancies would be filled by the combined Flight Attendant group starting in April.

 

When will the Retro check show up on my paycheck? Or will it be a separate check?

The Company is trying to have it in the L-AS April 20^th check; however, AFA is cautioning that it may be May 20^th just to be safe.

 

I do not understand the PPP blocks and the payout.

The total annual premium amount is the same: $2500. However, now vacation (both paid and unpaid/blocked) included in the PBS bid award will count toward TFP credit for achieving the PPP. Today the premium is paid out two months after it is earned. Going forward, the PPP will be paid out on the 20^th check the month after it is earned.

The PPP blocks are as follows:

Individual months: $350 each month

June, July, August, December

Block of 8 months: $1,100 for all 8 months

January, February, March, April, May, September October, November

In order to achieve the PPP, a Flight Attendant must be credited with an additional 5 TFP (you do not have to make up your vacation under the PPP) each month for individual month blocks, and the equivalent of 5 TFP each month for the 8-month block (This combined 40 TFP may be achieved at any time during the 8 months).

 

Why is there the Red Circle provision in this TA for L-VX?

L-VX as a company allowed any employee to be hired into a different work group and retain “company seniority” for pay purposes. L-AS does not have that practice. Therefore, the pay disparity issue needed to be addressed.

 

Holiday pay “show no go”?

If a Flight Attendant goes to the airport and the flight does not go, s/he will receive cancellation TFP pay for the trip’s straight credit and 1 TFP “show no go” paid at double time.

Example: 6.0 TFP turn = 6.0 TFP @ 1.0x pay protection + 1.0 TFP @ 2.0x holiday premium

 

Implementation and what happens to the company if this we vote this down?

Management is emphatic that if the TA is voted down, they will wait until October of this year to enter Section 6 negotiations. No one has a crystal ball, and there is no telling what the Company will actually do. If negotiations go into Section 6 for a new CBA, then the L-VX Flight Attendants will still be under their L-VX pay and work rules. We would go into negotiations with two Flight Attendant groups under different pay and work rules.

 

Is it true that that if this contract passes that there would be a lawsuit because the L-VX Flight Attendants don’t pay membership dues?

Under AFA’s Constitution and Bylaws, AFA members do not pay dues and have full membership rights (e.g. such as voting on a TA) prior to having a first contract. Any lawsuit would have no legal standing.