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Sep 10, 2010
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Arbitration Win – DHD Conversion, Contract Section 12.A. - INTERNATIONAL
On the 5/6/08 AFA E-lines, we announced AFA’s position has been sustained by an arbitrator on a case presented to the System Board of Adjustment regarding conversion from deadhead to working status that is not otherwise supported by Section 12.A. (International) or any other provision of the Contract. An arbitrator has ruled in AFA’s favor stating that the company is to cease and desist from this activity.
We will publish a full explanation of what this award means and how it applies to our daily work experience once we've received the written decision from the arbitrator. We congratulate our MEC Grievance Committee, our AFA representatives on the System Board of Adjustment and our attorneys involved in the case. |
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Holiday Pay Contractually Guaranteed When Drafted - 01/11/08 E-Lines Excerpt:
Drafting of lineholders to maintain the operation of a flight should only ever occur as a last resort in compliance with Order of Assignment provisions of our Contract (Sections 9.I. and 12.Q.). Further, the company is required to advise our Union when drafting has occurred as required by Section 3.I.1.of the Contract. If you were drafted over the holidays, let your Local Council know so they can compare your information with the document from the company.
Our Contract provides that should a F/A be drafted over a holiday, the scheduled holiday pay, as set forth in Section 5.L., must be considered when making the flight pay comparison between the ID originally scheduled and the ID flown. Holiday Pay is listed as a separate pay code and certification in our pay file (DFAP). If you were drafted over the holiday, be sure to check for this pay certification. The value of the Holiday Pay posting should be the greater of the amount associated with the original schedule or the actual amount associated with the drafting assignment.
In addition, if the drafting assignment results in less pay, an additional pay code certification of “069” will appear in the DFAP to ensure no less pay than the original assignment. |
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Commuter Policy is Available Not Once, But Every Time - 02/27/08 E-Lines Excerpt:
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. |
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LAX Terminal 6 Jetbridge Entry Requires Authorization - LAWA Directive Effective August 1, 2007
Effective Wednesday, August 1, 2007, all employees entering the jetbridges at Terminal 6 must use a Los Angeles Word Airport (LAWA) issued badge to access the jetbridge. Since F/As are not issued this badge, access can only be granted by a CS Agent or Onboard Service Supervisor if one is present at the gate. It is not considered piggybacking, and is acceptable to Los Angeles World Airport (LAWA) and TSA, and is limited to Terminal 6 only. Customer service has been briefed of this directive and their requirements. Please do all possible to enter the jetbridge at one time as a group. |
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Upgrades While Deadheading: Per Company Employee Series 10, NRPS Business Travel (BP-1B) upgrades on all flights are based on Company Seniority. Deadheading F/As should be booked BP-1B status for the flight. |
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Resignation Information For Flight Attendants
United Airlines Resignation Process - From 10/01/07 Onboard Updates: The Service Center will implement a new process Oct. 1 by which F/As initiate retirement or resignation. These processes previously required the F/A work through their assigned supervisor or via a phone call to the Service Center. The new process allows a F/A to initiate retirement (and resignation including “early out” pass travel) via SkyNet. From the Onboard Service home page, click on the F/A Service Center drop down/Service Center Home/Retirement and Resignation. The Web page also provides policy information and helpful links related to these processes.
Pass Travel Information: Resignation Special Pass Travel Benefit (aka: 20-Year Passes)
Vacation Pay Information - Direct Excerpt from 18.K. of the Contract: F/As who leave the Company, regardless of their length of service with the Company, shall be paid for all accrued but unused vacation credit for the preceding calendar year regardless of the reason for leaving the Company. In addition, F/As who have a full year or more of service with the Company at the time of leaving will receive all accrued vacation credit in the current year up to the end of the month preceding the separation, except when less than ten (10) calendar days notice is given of intent to resign or the F/A is dismissed by the Company. F/As who are furloughed in a reduction in forces will be granted vacation pay for all unused vacation time accrued to the end of the month preceding their furlough. |
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Hawaii Turns - Layover in SFO Legal Rest - 12.M. of the Contract:
Section 12.A.2. of the Contract governs the scheduling of flights between the West Coast and Hawaii. F/As may be scheduled or rescheduled to work both flights in a single duty period, two segment ID between the West Coast and Hawaii, provided they do not exceed 14 1/2 (14:30) hours on duty. A one-duty period roundtrip between the West Coast and Hawaii must be scheduled as a "turn" and may not be scheduled as part of any multi-duty period ID.
Section 12.A.2. of the Contract provides the company with the ability to schedule a turn between the West Coast and Hawaii. It also specifies the Duty Time Limitations within which this turn must be accomplished. The turn was negotiated by AFA and the company as a means of controlling hotel costs for the company. If, as a result of a reassignment, you are scheduled to fly LAX-Hawaii-SFO, your Legal Rest minimums are provided for under Section 12.M.1.a of the Contract. In most instances, your flight time will exceed 10 hours, and your minimum Legal Rest must be 22 hours block-to-block, with a guarantee of 20 hours at the hotel (document times to protect yourself!).
Please spread the word to your flying partners!
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Augmented Staffing: Additional Staffing Required by FAR 121.467
When any member of the crew is RESCHEDULED into a duty period exceeding 14 hours, the requirements of FAR 121.467 must be met. This important FAR requires augmented (or additional) staffing beyond the FAA minimum staffing required by aircraft type. This augmented staffing becomes "part" of the FAA minimum staffing requirement and increases based on the length of the duty period involved. The FAR applies differently if you are working your original schedule or if you become involved in a reassignment.
FAR example:
Three F/As are working their flight as originally assigned in their ID when they started their duty day on a 737-300 aircraft. The FAA minimum crew for this aircraft is three. Their flight is delayed and the duty time of the ID is projected to 14:20. Augmented staffing would not be required on this flight.
In contrast, if these same three F/As were reassigned to work a segment that was not part of their original ID and the reassignment projects any member of the crew beyond 14 hours, augmented staffing would be required. In this case, the Company would be required to schedule one additional Flight Attendant as a member of the working crew.
FAR Review:
1. If the entire crew is on their originally scheduled ID and flight, a delay may not trigger the augmented staffing requirement.
2. If the delay results in any single member of the crew being reassigned to a duty period in excess of 14 hours, the Company must comply with the FAR and add the additional crew member (s) to the remaining flights in the duty period.
Crew Scheduling Personnel and F/As are both responsible for compliance with the FARs. Details of the FAR are explained on FAOM pages 4.10.4. and 4.20.1.
For more, please visit the MEC site: Legality Alert: Duty Time Protections
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Extended Duty Letter of Agreement (5-for-1 Pay)
December 1999 Contract Bulletin:
In order to be eligible for 'five for one' pay for extended duty time, F/As must be scheduled to or actually exceed their contractual maximum duty time. When a F/A agrees to an extension of the duty time maximum, an entry reflecting concurrence is added in the ID remarks.
* If at the point where the duty time maximum is waived the F/A is scheduled over their duty time maximum, and after takeoff the flight makes up enough time to project the F/A below his/her duty time maximum, the F/A will still be paid one (1) hour at the 5 for 1 rate. Because the flight would never have departed had the waiver not occurred.
* If a F/A waives, and subsequently the flight departs earlier than expected causing the duty time maximum to not be scheduled to be exceeded, the 5 for 1 rate will not be paid.
Extended Duty Letter of Agreement (5-for-1) – 02/16/07 E-Lines Excerpt:
Discussion about briefings has also prompted questions about the Extended Duty Letter of Agreement on pages 280-282 (page 305 of the 2005-2010 newer purple contract). Generally, this provision provides the company with the ability to ask F/As to waive their duty time at International non-domicile locations where re-crewing of the flight is generally not possible. In return, F/As are compensated at five times their rate of pay for the hours that exceed their Contractual duty time maximum. We have received some reports that the company has requested a waiver of duty time from crews during briefing at the domicile point, prior to departing on their trip. This is not the appropriate use of the Extended Duty Letter of Agreement and the company should not be asking for the waiver at the domicile point. If this occurs during your briefing, report the incident to AFA immediately.
If you are confronted with a request to waive your duty time maximum at the domicile location, you are not required to provide an answer. At the time of briefing you should not be expected to provide a realistic response to such a question. Duty time maximums are a protection for our safety and the safety of the flight. There is no way to know at the beginning of the duty day whether you will be physically able to safely agree to an extended duty period. Maintain your professional demeanor and be mindful of the fact that it is okay to indicate your uncertainty as to whether you will be able to continue beyond the limitations of the Contractual duty maximums. If you feel pressured because it is close to departure time or become uncomfortable with the way the situation is addressed by management or crew scheduler, get the names of the individual(s) involved. The issue can be addressed at a later time with the help of your AFA reps.
Remember that the Letter of Agreement in the Contract states: "A Flight Attendant who concurs..." Meaning that you must first be asked by SK personnel, and secondly, concur.
AFA Prevails on System Board of Adjustment Case – 06/10/09 E-Lines Excerpt:
In the case of MEC 3-07, we originally filed the grievance based upon: “The Company’s misapplication and misinterpretation of the provisions of the Extended Duty Letter of Agreement on pages 304-306, past practice and all related sections.” This misapplication specifically related to management requesting, at a domicile point, F/As extend the duty time provisions set forth in Sections 12.A.2. and 12.L. under the Extended Duty Letter of Agreement “in anticipation of a delayed arrival at their destination” prior to the F/As being illegal for their flight.”
The System Board of Adjustment’s award is as follows:
“Under the Extended Duty Time International Sideletters of October 2, 1997 and October 7, 2003, the Company may not offer the five-for-one incentive to waive duty time at a domicile. This request must be made at the International Non-Domicile location.”
Previously, management was asking F/As to decide whether they were willing to waive their duty time regulations at the start of their duty day. This did not allow a F/A to make a safe judgment about her or his ability to continue to work beyond the Contractual duty limitations because the decision was being forced at the beginning of the day. Further, it was subjecting AFA Members to reassignment if they refused to waive the legalities at the beginning of the ID.
We often saw this misapplication of the Contract in LAX and SFO, with the Hawaii turns. So for example: LAX-OGG is late and it appears the crew will exceed their duty day and they are still in LAX. The award in this case means management must wait for the crew to arrive in OGG before they offer the five-for-one pay in exchange for waiving Contractual duty time regulations. In all cases it is important to remember there is no pay for volunteering – the Company must offer the 5-for-1 pay.
Five-for-One Waiving Issues Resurface - 10/14/09 E-Lines Excerpt:
In July 2009, we reported to you that AFA prevailed in System Board Case MEC 3-07, which was filed based on the company’s misapplication and misinterpretation of the provisions of the Extended Duty Letter of Agreement on pages 305-306 of our Contract. The Arbitrator ruled that United may not offer the 5 for 1 incentive to waive duty time at a domicile, and that the request must be made at the International Non-Domicile location. If you are asked at an International Non-Domicile point if you’d like to extend your duty time, you should understand what exactly you are being asked to do and how you will be paid.
We have received reports that scheduling personnel are trying to circumvent the award of MEC 3-07 and misleading F/As. The award is very clear that you cannot ask the F/As at International Domicile points to waive and offer them the 5 for 1 Contractual provision. What we are being told is that scheduling personnel are asking the F/As if they will waive their legalities and if the F/A declines to waive they are being threatened that they will be removed from the flight in anticipation of legalities and will be reassigned to a domestic trip. In some instances, this has actually happened. We have advised United to cease and desist. If you find yourself in this situation, you should notify your Local Council and file a Dispute Resolution Worksheet that can be found on our website at www.unitedafa.org.
A final consideration is that a F/A who concurs to extend her/his duty time maximum will be guaranteed a minimum of one hour pay at 5 times the hourly rate in addition to the actual credited time for the ID. After that any time exceeding the first hour is prorated. Keep in mind that you will only receive 5 for 1 for the duty time above or beyond the time you would have otherwise gone illegal. Remember if the Contractual maximum duty time is not exceeded, F/As are not eligible for the additional pay. However, if at the point where their duty time maximum is waived and the F/A is scheduled over their duty time maximum and after take-off the flight makes up enough time to project the F/A below their maximum duty time, the F/A will still be paid one hour at the 5 for 1 rate. |
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Open Flying Request (OFR) - Important Information Everyone Must Know! - Excerpt from 02/28/07 E-Lines:
When considering the time of award for Open Flying, remember that your request will remain on file unless you delete it. If the requested trip is not awarded due to legality issues or the Contractual order of assignment dictates that it is awarded to another F/A, be aware that the trip may later become available or you may become legal for award of the trip at another time following additional activity in your line of flying. If you no longer want the Open Flying award, delete your request.
Once awarded, the trip assignment is your responsibility. If awarded more than 48 hours from departure, the assignment will appear in your LOF and you will not be contacted by the crew desk to confirm the assignment. If the ID is awarded within 48 hours of departure, our Contract Section 9.H.1.c. requires that the crew desk must speak with you directly to confirm the assignment. If the assignment is not confirmed with you by six (6) hours before departure, the ID will be removed from your LOF as if it had not been awarded to you. The ID will then be assigned to another F/A.
Excerpt From 12/08/06 E-Lines:
We've received a number of reports from F/As that the company has been improperly applying order of assignment. In some cases this has resulted in Lineholder F/As having requests for Open Flying bypassed in favor of assigning these trips to Reserves. We have reviewed with the company the correct application of Sections 9.I. and 12.Q. - Order of Assignment for trips in Open Flying.
We're pleased to report the company has agreed with our interpretation. As a result of our advocacy, the company will be reminding crew schedulers of the need to check for Lineholder Open Flying requests prior to assigning any ID to a Reserve.
Section 9.H.1.c. outlines procedures for notification, including the requirement that "the assignment will also be confirmed with the F/A." The Contract language also clarifies that "if that assignment has not been confirmed six (6) hours before departure, the ID will be assigned to another F/A." Once notified by direct contact with the crew scheduler, you are responsible for the assignment. For this reason we remind you to review Open Flying requests you have put on file and delete those for which you no longer have an interest.
Don't forget to delete those requests you no longer want to prevent getting caught off guard! |
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Processing Timetable - PTO (GWOP, Trades, Open Flying, ANP) - Visit the Legalities & Reassignments Page & review the "Checklist" there. |
click this banner for more important info!
 
Submit Crew Lounge issues via TVLLOG as well!
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Crewmember Badge Replacement (FAOM Section 1 - Administration) - Reporting damaged, lost, stolen or unavailable badge
Be proactive & get the info BEFORE this happens to you! Review the information in your FAOM if you lose, misplace, or have your badge stolen. TSA/UAL replacement fees and charges apply. See FAOM for details. Electronic FAOM available on SkyNet also (for you to review procedures online).
You must call the CATS system to proceed through the reporting process - even if you forgot badge at home (and are missing it upon arrival at airport). |
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Section 23.C. of the Contract - Medical Leave of Absence
Upon request, the Company shall grant the following medical leaves of absence: occupational and non-occupational. When leaves of absence are granted due to occupational or non-occupational illness or injury, a F/A shall retain and accrue seniority for a period not to exceed three (3) years.
(Note: A F/A is automatically placed on leave of absence for illness or injury on the seventeenth (17th) day after exhaustion of all applicable sick leave credits.)
The three year period was amended in the 2003 Concessionary Agreement and was sent out in the Agreement Mailer to each F/As home with the 2003 Voting Instructions and PIN information. |
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Hotel Room Must Be Available - 6.B.4. of the Contract:
If a F/A arrives at a layover hotel and her/his room is not ready within thirty (30) minutes after arrival, she/he may obtain other accommodations and claim reasonable actual lodging expenses on a Company expense form supported by the hotel receipt. (Company Expense Forms should be available in the Domicile Resource Room.)
You must TVLLOG the incident if this violation of the Contract occurs & notify AFA via email! |
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Transportation To Hotel At Layover Points - 6.C.4.c. of the Contract:
At layover points, if the public limousine service provided by the Company does not leave within forty-five (45) minutes after block arrival or thirty-five (35) minutes after block arrival where transportation is provided by the hotel, the F/A may use any other means of transportation to the place of lodging and may claim reimbursement for such transportation on the regular Company expense account form and the F/A shall be reimbursed therefor. (Company Expense Forms should be available in the Domicile Resource Room.)
Tip: Calling CATS can provide you with block time (unless you are surfaced to another airport) if you did not make note of the time upon arrival. Reimbursement forms located in domicile.
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Right to Hotel Room on 4 Hr Scheduled or Actual Due to Delay - E-Lines excerpt: 3/30/07
6.B. of the Contract: The Hotel desk has failed to provide hotel rooms for crews when they are scheduled or delayed in excess of 4 hours. Section 6.B. of our Contract provides us with single occupancy hotel rooms when we are scheduled at a layover station for more than four (4) hours. We are also afforded a hotel room if we arrive at a layover station and discover that a delayed outbound flight is causing a layover of more than four (4) hours from the time the delay is known.
Long-standing practice and recent conversations with WHQ Labor Relations confirm the application of this Contract language. Should you experience difficulties in obtaining this Contractual right, contact your Local AFA office immediately. If the issue cannot be resolved in compliance with our Contract at the time the 4 hour layover is known, remember that F/As may avail themselves of self help to obtain a hotel room and expense the cost after the incident. Click the following link to a Guide to using Self-Help procedures. (Company Expense Forms should be available in the Domicile Resource Room.) |
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Termination of Duty Day - Contract Section 7.I.3.a:
"A F/A whose final assignment in a duty period is to fly, will be considered on duty until fifteen (15) minutes after the block arrival of the flight when away from the home domicile and thirty (30) minutes after the block arrival at the home domicile. When a F/A whose final assignment is to fly is required to go through a customs check, duty time shall be extended by thirty (30) minutes."
In other words, if you arrive home from an Int'l ID, your Duty Time ends 1 (one) hour from block arrival (30 min + 30 min). |
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DNF - TRDREQ Awarded - Watch Your Line!
Did you place an "X" when you submitted your TRDREQ? You are responsible for checking your line to see if the TRD is awarded. SK may contact you as a courtesy, on the same day of award if the trip you requested was ONSL, but the TRD will still be awarded, and you will receive a DNF if the trip is missed.
Warning: Do not place an "X" in the "Retain Trade" line if you are not able to consistently check your LOF for possible TRD award. |
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Back-End Deviating with a Positive Space Ticket - From 06/16/06 DEAR-AFA:
With the electronic ticketing and nothing in hand, it’s important that we understand how to protect our rights for using positive space travel when deviating at the end of a trip.
First, obtain authorization for deviating. Then, follow these steps:
- Ensure you have a record locator (most recent record after approved for deviating). This will save time when interacting with customer service.
- If the segment has not yet been booked, crew scheduling should build an OPEN segment for the F/A. It is then the F/A's responsibility to rebook or book the specific flight.
- In order to maintain authorization, flights must be rebooked between the two original cities and flown within five days of the original booking.
- Rebooking may be done through Apollo, Weblist or UAL-LIST.
Deviating (non-confirmed for the flight) – BP5C: F/As that deviate and show up to the gate with a record locator and an OPEN segment will travel at BP5C status – not positive space.
Deviating (confirmed) – BP3: F/As that deviate and rebook themselves within company parameters included in step 3 above, will travel with BP3 status. |
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CJA on Weight Restricted Flights - FAOM 3.60.5
"A F/A will not be denied CJA status on weight restricted flights provided a jumpseat is available. Normal order of accommodation and check-in procedures apply."
If you're denied CJA on a weight restricted flight, report the incident to AFA via email immediately! |
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Cabin Maintenance Reporting is an FAR - (FAOM 2.70.1)
FARs require FAs to report any cabin maintenance items DIRECTLY to the cockpit. Reporting directly to the local Maintenance and NOT the cockpit violates Federal Aviation Regulations. If Cabin Maintenence Forms are NOT available, report to the cockpit using the cabin interphone. Napkins or other means of reporting maintenance items are violations of FARs.
Review your FAOM for complete information before your next flight! |
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OVERLAP TRIPS - Lineholder to Reserve - System Board of Adjustment Decision HNL 29-78:
When going on Reserve (from a Lineholder to a Reserve month), be careful when picking up or trading for an overlap trip that begins at the end of the old (Lineholder) month and returns at the beginning of the new (Reserve) month. If you picked up the trip prior to line awards for the new month, any days off in the new month that the trip may interfere with, does not have to be restored. However, if the company allowed you to pick up the trip after lines have been awarded for the new month, any days off interfered with would have to be restored.
Visit the Reserve Survival Page (use navigation panel to the top-left of site) |
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30 Day ANP (WOP) - From Unimatic Front Page News: (posted 12/2005)
DIS*27242 - THE AWARD OF 30 DAY ANP MAY CREATE A PERSONAL LEAVE OF ABSENCE AFFECTING BENEFITS IN CASES AS FOLLOWS:
1) TWO CONSECUTIVE MONTHS OF 30 DAY ANP
2) ANY WOP/GWOP/DWOP/MNP DIRECTLY PRECEEDING OR FOLLOWING ANP PERIOD. (I.E., THE LAST FA SCHEDULE DAY OF THE PREVIOUS MONTH OR THE FIRST FA SCHEDULE DAY OF THE NEXT MONTH EXAMPLE:
30-DAY ANP FOR SEPT GWOP ON 10/01 OR 08/30 WILL CONVERT TO A PERSONAL LEAVE RETROACTIVE TO 08/30 OR EXTEND TO 10/01.)
3) ONSL WILL NOT 'ROLL' THROUGH A 30-DAY ANP MONTH-YOU WILL NEED TO CALL 'ONSL' AGAIN IN THE NEW MONTH IF IT APPLIES.
NOTE: UNITED WILL NOT SUPPORT UNEMPLOYMENT COMP. CLAIMS FOR 30-DAY ANP.
Visit the following link for more: LOAs, Special LOAs, 30-Day ANP (WOP), Personal LOA
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