Section 6 – Compensation
Yes, Flight Attendants will receive an annual raise during their graduation month as well as a raise on the date that the contract becomes voted in until they reach the top out rate. After reaching top out, Flight Attendants will receive one increase on the DOS (December 21st).
For example: Jane Doe was hired March 31st, she will receive a raise during her annual graduation month of March as well as an additional raise on December 21st.
Once the contract has been ratified the pay rates will go into full effect on January 1st. Additionally, the Company will be paying the last check of 37.5 hours on December 30th at the new pay rates. However, bonus flight time picked up in December will not be paid at the new rates. In the future, the DOS (Date of Signing) increases will be issued on the 21st of December each year.
This contract would provide a protection for lengthy delays. For every 2 hours of being on duty, a Flight Attendant would be paid a minimum of 1 hour at their hourly rate. If you were to be delayed 10 hours and only blocked to receive two hours of flight time, you would be paid out 5 hours at your hourly rate as well as your $2 per diem for every hour on duty.
Yes, if you are pay protected for trips that are not due to your own fault (dropping or calling out sick) you will be credited bonus flight hours.
In negotiations we requested a protection that would allow Flight Attendants to ‘time out’ or be given additional pay past a certain hour of work, the Company however has addressed this issue with the implementation of the Fatigue Risk Management Plan. The FRMP gives flight attendants the ability to call fatigue when they feel they are not safe to perform their safety related duties. We would encourage all of our Flight Attendants to educate themselves on the importance of calling fatigue when necessary. If you have questions regarding fatigue please reach out to a Union Base Representative.
In negotiations it is best to start out high with many items that will give you bargaining leverage at the table. Your Negotiating Team worked very hard to achieve your priorities as much as we could, however negotiations is give and take. There was no “money left on the table” and we achieved a very comprehensive “first contract” that protects us now and will allow us to build on in the future.
During negotiations the Company requested to lower the guarantee to 72 hours in order to pay for the higher hourly rates. We felt it was very important that we maintain the 75 hour guarantee.
Flight Attendants will receive $80 a day for any classroom training. If the Company were to reduce the number of in classroom training days the contract secures an allotted annual payment for Computer Based Training. Currently, we are not paid at all for any Computer Based Training (CBT) issued throughout the year, including our recurrent CBT modules. This contract would protect us if the Company ever choose to reduce the number of classroom training days. CBT’s will be paid out $120 and issued during the Flight Attendant’s anniversary month.
Due to the Allegiant pay scale model and the addition of two additional pay rates over 10 years, pay increases were applied where they were needed most to make Allegiant Flight Attendant pay rates higher than those at Allegiant competitors at every level. Senior Flight Attendants were the furthest behind the industry, so they received the biggest initial raise.
Your NT was able to extend the pay scale and raises an additional 2 years to reward the loyalty and hard work of our most senior employees. This was one of our hardest fought economic battles because the Company did not want to extend the pay scale at all. Currently, industry average for Flight Attendant pay scales is 12-14 years, so we are in the same ballpark with the other airlines. Under this Agreement, even topped-out Flight Attendants will receive yearly raises on the anniversary of the Date of Signing.
Commission has changed drastically over the years. There are many factors that have affected our Flight Attendant’s from being paid accurately every month. The Negotiating Team agreed it was best instead to absorb the commission wages into the pay rates. Commision fluctuates from month to month and base by base. Absorbing the commission into the hourly pay results in more money overall for our flight attendants. Charter pay was also absorbed into the pay rates because it was originally implemented to make up for lost commision when operating a charter where a flight attendant does not sell any products on board. There is also an additional benefit from by incorporating commission into wages because it increases Bonus Flight Pay, Mission Mode, and 401K Match. The BOFA Credit Card commission incentive will remain unchanged and Flight Attendants will continue to receive $30 for every approved application.
In comparison to other carriers, this compensation chart is the highest among our competitors (Frontier and Spirit) for years 1 through 12.
“Retroactive Pay” is a negotiated item and is intended to cover the time between the time a Contract becomes amendable or expires and the time a new Agreement is reached. Since this is a first contract, there was no previous contract to go back to. Retroactive pay does not apply to a first contract.
Section 7 – Retirement Benefits
If the Company improves the 401k match the Flight Attendants will not be included, however if the Company decides to decrease the percentages matched or change the program entirely, the Flight Attendants will maintain the percentages matched in the contract. If the Company increases the match, between now and the next Contract, it will make it easier to increase ours.
The previous TA language included Flight Attendants to join the Company issued 401K program given to all employees (excluding Pilots). The Union felt it was necessary to lock down the percentages matched currently in the event that the Company ever decreased or even took away the 401k program entirely.
The Union did fight hard in negotiations to have the same 401K match as the Pilots, however this is an item that was costly and the NT felt it was in the best interest of the Flight Attendants to focus on other areas for our first contract. It is not uncommon for Pilots to have a separate 401K Program than other employees, because they have a completely different career expectation including forced retirement in case of certain medical problems that other employees would be able to continue working with and mandatory retirement at age 65 where other employees can continue working if they choose.
Section 8 – Insurance
The health benefits that should be noted in the Tentative Agreement include the separate sick bank and accrual of a higher Sick Leave grant of 4 hours per month (equal to Pilots). These hours can be banked for up to 450 hours. Sick leave hours will be used and applied when calling out sick as well as in instances where a Flight Attendant qualifies for FMLA (Family and Medical Leave Act), a Personal Leave of Absence, Bereavement Leave as well as the ability to supplement Worker’s Compensation. Other health benefits to be noted include areas regarding Health and Safety.
Section 12 – Vacation
In this case, you will have the ability to use vacation flex days if you would like to drop a trip. During the vacation bid period, you must elect to designate a maximum of 7 vacation days to be used as flex days. Any unused flex days at the end of the year will be paid out to the Flight Attendant.
Typically, you will bid for vacation from October 1st to October 21st each year. For the 2018 vacation period, you will be given a chance to bid for weeks during the first quarter for the rest of the year due to the fact that the vacation bid has already been completed for 2018 under our new work rules.
If you fail to bid for vacation, you will be able to choose from the remaining blocks. If you have not chosen any weeks before the end of the year prior, you will be assigned weeks. You will be able to trade your vacation weeks throughout the year from the vacation “open time”.
You may choose to work during your vacation by picking up trips from Company Open Time to make additional income.
One week of vacation is worth 20 hours at the Flight Attendants current rate of pay.
Yes, If you have already bid for vacation for 2018, your vacation week will be held for you. You will have the opportunity to bid for additional weeks once the contract is ratified, should your years of service afford you more weeks.
Those Flight Attendants who have already bid vacation for 2018 will still be guaranteed that week. However, in a rare case, the Company has to ability to cancel a vacation due to operational needs. We made sure to get extra provisions to ensure protection for the Flight Attendant should this happen, which includes reimbursement for deposits or advance payments.
A flex day is worth 2.85 hours because flex days come from vacation time and 2.85 is the amount of a vacation day. The Union requested that Discretionary Time Off be given as an option for Flight Attendants to use their sick time when needed, but unfortunately this was an item we were unable to obtain in negotiations.
Yes, if a Flight Attendant bids for a voluntary TDY assignment during a month they were scheduled for vacation, this would qualify as a “Vacation Cancellation.”
Section 13 – Sick Leave
It is beneficial to have sick and vacation separated instead of under the broad umbrella of PTO, because you will accrue both of them simultaneously. Sick time will be awarded at 4 hours per month. And vacation time will be granted to you depending on your years of service. It is important to be able to use sick time when you are ill or have a leave of absence and vacation time for vacation.
Yes, you will be able to convert up to 30 hours of PTO to sick time it will be converted at a rate of 120%. Any additional PTO will be paid out at your base rate of pay.
For Example: A Flight Attendant has 20 hours of PTO in their bank and they choose to convert it to sick time, they will receive 24 hours of sick time in their bank.
No. However, Flight Attendants will still accrue PTO for 3 months as well as begin accruing their monthly 4 hours of sick pay. Please reference the current Allegiant work rules to find your PTO monthly accrual rate.
Your PTO cash-out may be affected by additional withholding, but when you file your taxes, it will be taxed according to your tax rate. For further information, please contact a financial / tax professional.
Yes, the current Attendance Policy still remains in effect. If the Company decides to change the policy they are required to meet and confer with the union 30 days prior to changing the policy and consider the input of the Union prior to making any changes. It is important to realize that the recent changes in the Company Attendance Policy (no additional points during March Madness and Part-Time improvements) were made based on Union input.
You will begin accruing sick time the date the contract is ratified as well as continue to accrue PTO for 3 months following the DOS. If you fall below guarantee due to a sick call and have no PTO or Sick hours, you will be paid actual hours.
The current Attendance Policy is still in effect. We do not have confirmation that the Company desires to change the Attendance Policy at this point.
Yes, the Company must consider the input from the Union.
Yes, the Union will ask for feedback from the Flight Attendants regarding the Attendance Policy.
We do not believe that it is the intention of the Company to make the Attendance Policy more severe. In the event that the Company wishes to change the Attendance Policy, they will need to meet and discuss with the Union first. It is our intent to work with the Company closely on this should changes be made in the future.
You will still benefit from accruing sick hours in the case that you ever get sick in the future or if you had to take FMLA Medical Leave of Absence, or your dependent child was sick.
Sick time will be banked up to 450 hours. Flight Attendants can use sick hours not only towards calling out sick but also in the event a Flight Attendant has a Leave of Absence. Sick hours will and can be used for FMLA, Personal Leaves of Absence, as well to supplement their Worker’s Compensation.
Yes, you would be able to utilize sick leave and pay for a dependent child.
Section 19 – Scheduling and Bidding
ATS and Field Instructor is not included in this contract because the Company wanted to be able to make improvements to these positions outside of the contract. It is something that is not typically managed under a union contract.
Compensation will go into effect immediately. The Company has 16 months to implement technology for the reserve call out list. We will be compiling a list of other things and effective dates, however most items will be completed and operational by the first quarter of 2018.
After bids have been published, a Flight Attendant will have a 3 day “Protest Period” and can request the Company to review their awarded schedule. The Company will be required to provide a response within 48 hours after the close of the protest period and if an award is proven to be inaccurate due to Company error, the award will be adjusted.
Section 20 – Reserve
The improvements that have been made for reserve flight attendants include, language that clarifies call out order, implementation of an active call out order list, and added language from current work rules regarding reserve period adjustment. Additionally, reserves will have 15 minutes to call back Crew Scheduling once a trip has been assigned instead of 10 minutes. Airport Standby changes have been made from previous TA to benefit a reserve flight attendant.
The following improvements have been made to Airport Standby:
- Airport Standby callout is now 5 hours.
- At the end of an Airport Standby assignment, if not used, the Flight Attendant will be released.
- Airport Standby can not be assigned to a reserve flight attendant more than 5 times in a month.
Original Footprint of Trip refers to when a Flight Attendant is pay protected in advance for a trip assignment and assigned reserve. The Flight Attendant will only be required to sit reserve for the times they were scheduled to originally work their trip. The Original Footprint is the original showtime through the original end time.
We have to wait 16 months because the Company needs to have time to implement the technology for this to happen. The Company could very well have this technology implemented before the 16 months is up.
Section 22 – Part Time Flight Attendants
This is a one-time election to move from PT to FT without having to bid for a FT vacancy. PT Flight Attendants who opt to move to FT will be allowed to do so at their current base only, without the requirement that there be a vacancy at that base. The calculation of seniority in the Letter of Agreement remains the same in either case.
Assuming the Agreement is ratified on December 21, 2017, we would put out election form for the PT Flight Attendants to complete and submit. Those who submit their form by February 1 would have to make their election prior to the close of bidding for the February awards.
Medical benefits would begin the first day of the month following the first month of full-time employment. For example, a Flight Attendant going full-time February 1 would start medical benefit coverage March 1.
Enrollment is handled through Ultipro. Flight Attendants transferring to full-time will receive instructions on enrollment.
April 1, 2018
Effective February 1, 2018, the Flight Attendant would begin to accrue PTO until March 31, 2018. Any PTO accrued can be converted to Sick Leave pursuant to the PTO Conversion and Vacation Implementation Letter of Agreement.
Effective February 1, 2018, the Flight Attendant would begin to accrue Sick Leave on February 1, 2018.
Effective February 1, 2018, the Flight Attendant would bid for vacation during the vacation bid held in Q1 for April through December 2018.
They will not be bidding in CPI, but they can submit their preferences for Reserve Period times and days off for consideration (in seniority order in domicile) in making assignments.
Yes, as long as they are returned to domicile on their non-duty days.
The 3.5 hours under Section 22.D. are paid only for cancelled trips that were assigned out of scheduled reserve. Open Time trips picked up would be subject to Section 6.
There are quite a few improvements that have been made from the failed TA for Part Time Flight Attendants:
- We have identified “Peak Flying Months” and “Low Flying Months”. Part Time Flight Attendants will not be required to have any reserve days during the “Low Flying Months”.
- Part Time Flight Attendants can pick up or trade with Open Time or trade with any other Flight Attendant at any time.
- Part Time Flight Attendants will receive 3.5 hours at their current rate for any reserve days in which they do not get called.
- Current Part Time Flight Attendants have a one time opportunity to return to Full Time status that will be calculated by Full Time years + 50% Part time years.
- Part Time Flight Attendants are eligible for 401K benefits.
Yes, the union took into consideration the concerns and requests from the Part Time Flight Attendants.
A current Part Time Flight Attendant will have 60 days from January 1, 2018 to decide whether they would like to come back to Full Time and receive their full time status as well as 50% of their part time status.
The Part Time structure is so different in the contract because the part time program should be beneficial to both the Company as well as the Flight Attendant work group. The Company was not willing to make changes in compensation and seniority if the program would not be helpful in managing the “peaks and valleys” of seasonal flying. The Company even suggested eliminating the Part Time program, but the Union fought hard to compromise to protect and improve the program for our current and future Full and Part Time Flight Attendants.
There is a cap on hours because Part Time Flight Attendants to insure that both full and part time Flight Attendants have access to additional flying. We chose 40 hours because that is the minimum that a Full Time Flight Attendant can work. There are opportunities in the high flying months to pick up additional flying.
For current Part Time Flight Attendants if they choose to return to full time status, the calculation of full time years + 50% of part time years was the most fair way to incorporate them back into the seniority list. We received a lot of feedback from Part Time Flight Attendants that they would like to return to Full Time since they could now drop down to 40 hours if there was consideration given to their seniority, so we reached a compromise that would be fair to both Full and Part Time Flight Attendants.
Section 25 – Grievance Procedures
A grievance is an official statement of a complaint over something believed to be wrong or unfair such as unfair or inappropriate discipline or a violation of a contractual rule.
Under our negotiated grievance procedures, within 21 days of the event, you would contact the Union to file the grievance for you with the Company. The Union will then proceed to try to resolve the dispute and it it cannot be done informally, will file the grievance through the formal grievance process.
You will know the outcome of your grievance within 21 days of the grievance being filed. If it is denied, you will then have the right to appeal the Company decision up to and including Board of Adjustment or Arbitration.
Section 29 – Union Security
Dues for Allegiant FAs are based on a weighted average of the pay scale at $31.00 per month*.
*Your Local Union keeps 70% of dues to run the Local and remits 30% to TWU for affiliation and support.
If a Flight Attendant denies their dues from being payroll deducted, the flight attendant’s bidding privileges will be suspended until their dues are up to date and current.
Our dues are based on a weighted average of our hourly wage and the number of Flight Attendants at each pay rate.
Section 31 – Duration
Compensation will go into effect immediately. The Company has 16 months to implement technology for the reserve call out list. We will be compiling a list of other items and their effective dates to send out to the Flight Attendant work group.
After 5 years, the Contract becomes “amendable” and the Company and Union will reopen negotiations. The Contract remains in effect until a new agreement if ratified. If the Company delays the negotiation process the Union would have the ability to request and negotiate “Retroactive Pay” to make up for wage increases lost.
After 5 years of the contract, a new contract will be negotiated. Negotiations will begin approximately 6 months before the current contract expires. During negotiations, the current Contract remains in effect until a new agreement is negotiated.
Allegiant suddenly agreed to settle with your union because our Members became involved and began picketing, legal work actions and filed for release to show their Unity. In addition, after a resolution of support was passed at the recent TWU Convention, our new TWU President, John Samuelsen promised to bring the entire weight of the TWU on Allegiant if they did not return to the table and bargain in good faith. The pressure that was put on the Company by the full page Las Vegas Review Journal article was very beneficial for us. There were also many more media campaigns in the works that Allegiant became privy to. As a result of the Unity for our Members and the strength of TWU, the Company realized that we were serious about getting a contract and that negotiating for over 6 years was too long.