The storms experienced throughout the system this winter should have produced plenty of opportunities for each of us to become very familiar with Contractual reassignment procedures. We have provided many reminders about Contractual reassignments along with other Contractual protections such as the Commuter and Personal Emergency Policies on pages 246 through 250 of our Contract. Our Contract contains clear direction and protection for F/As every time we commute to work. When utilizing these protections there are certain responsibilities including utilizing prudent judgment when getting to work by:

·         having “a minimum of a primary and secondary flight (on and/or off line), both of which are scheduled to arrive prior to report time and the initial scheduled flight;” and
·         if unable to commute via the primary flight, “the F/A will inform Onboard Scheduling as soon as possible that she/he is planning to utilize the secondary flight” and ensure the contact is as detailed as possible; and finally,
·         if unable to commute via the secondary flight, “she/he will inform Onboard Scheduling as soon as possible that she/he is unable to cover her/his assignment.”

In turn, Onboard Scheduling and other management must meet the following responsibilities, including,

·         how best to ensure the integrity of the schedule, and inform the originally scheduled F/A if a decision is made to utilize another F/A for the assignment and “also determine if, where, when and how Onboard Scheduling will utilize the originally scheduled F/A."
·         The scheduler may also “authorize higher priority Jumpseat or must-ride authority, including off line, if necessary to maintain schedule integrity.”

If Onboard Scheduling is unable to utilize the F/A for her/his scheduled flight and is unable to utilize her/him on another flight, she/he will be placed on DNF status. Further,

·         “Managers and Onboard Service Supervisors will manage these commuting issues with reasonableness and fairness.”
·         If the Commuter Policy is used, any resulting work history notation shall not trigger disciplinary action.