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Association of Flight Attendants-CWA Council 72 -

TA Questions and Answers #2

Q: How do Omni Flight Attendant wages compare in the overall industry?

A: This first table is ranking Omni’s wages when compared to 28 other US carriers.

              Was/is                Will be if ratified
4th year                26                 13
6th year                26                 10
8th year                26                 13

Direct comparable wages at Date of Signing and Date of Signing +3 and +5.

DOS
OMNI MIA HZN PED SKY
4TH yr. $25.28 $24.28 $25.97 $25.76 $23.82
6th yr. $29.46 $28.46 $28.43 $28.75 $26.23
8th yr. $30.62 $29.62 $30.35 $30.16 $28.88
DOS +3
OMNI MIA HZN PED SKY
4th yr. $26.04 $24.28 $26.89 $26.41 $23.82
6th yr. $30.35 $28.46 $29.44 $29.47 $26.23
8th yr. $31.55 $29.62 $31.42 $30.92 $28.88
DOS+5
OMNI MIA HZN PED SKY
4th yr. $27.22 $24.28 $26.89 $25.41 $23.82
6th yr. $31.73 $28.46 $29.44 $29.47 $26.23
8th yr. $32.98 $29.62 $31.42 $30.92 $28.88

Most of the wages used for comparable purposes were NOT first contract wages.  We knew going into this we would never lead the pack with a first contract.  But to go from almost dead last to the middle of the pack is worth your consideration.

Q: Why is there no short term disability coverage in this Tentative Agreement?

A: Using the survey as a guide, that was not an issue that made the top ten items Flight Attendants wanted in their first contract.  As a member of AFA-CWA there are a number of insurance coverages that could be made available to Omni Flight Attendants that provide better coverage at a lower cost.

Q: How do I read this pay scale?

Flight Attendant compensation during the term of this Agreement shall be based on the following hourly pay scale:

DOS DOS+1 DOS+2 DOS+3 DOS+4 DOS+5 DOS+6
1st yr. $19.52 $19.52 $19.81 $20.11 $20.41 $21.02 $21.02
2nd yr. $21.93 $21.93 $22.26 $22.59 $22.93 $23.62 $23.62
3rd yr. $23.42 $23.42 $23.77 $24.13 $24.49 $25.22 $25.22
4th yr. $25.28 $25.28 $25.66 $26.04 $26.43 $27.22 $27.22
5th yr. $27.16 $27.16 $27.57 $27.98 $28.40 $29.25 $29.25
6th yr. $ 29.46 $29.46 $29.90 $30.35 $30.81 $31.73 $31.73
7th yr. $30.18 $30.18 $30.63 $31.09 $31.56 $32.51 $32.51
8th yr. $30.62 $30.62 $31.08 $31.55 $32.02 $32.98 $32.98
9th yr. $31.04 $31.04 $31.51 $31.98 $32.46 $33.43 $33.43
10th yr. $31.66 $31.66 $32.13 $32.61 $33.10 $34.09 $34.09
11th yr. $32.58 $32.58 $33.07 $33.57 $34.07 $35.09 $35.09
12th yr. $33.19 $33.19 $33.69 $34.20 $34.71 $35.75 $35.75
13th yr. $34.15 $34.15 $34.66 $35.18 $35.71 $36.78 $36.78
14th yr. $35.14 $35.14 $35.67 $36.21 $36.75 $37.85 $37.85
15th yr. $36.16 $36.16 $36.70 $37.25 $37.81 $38.94 $38.94

A: Reading down, the first column indicates your hourly pay rate based on years of active service with the company.  Pay rate within Year 1, Year 2 and so on, and topping out at 15 years.

Reading across, the top line indicates the Date of Signing (DOS), then each year after, indicated by +1, +2 and so on, to a maximum of 6 years.  The Date of Signing is the date this Agreement is ratified and signed into effect.

You will notice the shaded boxes, which indicate the way to follow your pay rates and the way your pay rate will increase based upon your years of service and also the years after ratification, with examples below.

Example 1: I am in my 1st year with OAI/Date of Hire: Dec 10, 2015. Today I make $18.05/hour.

For this example, the TA ratifies on October 26, 2016.

On November 1, 2016 my hourly pay rate will increase to $19.52 (1st year rate/DOS).

On December 10, 2016 I complete one year of service and start my 2nd year.  My hourly pay rate then increases to $21.93 (2nd year rate/DOS).

On December 10, 2017 my hourly pay rate will be $23.42 (3rd year rate/DOS +1).

On November 1, 2018 my hourly pay rate increases to $23.77 (3rd year rate/DOS +2).

On December 10, 2018 my hourly pay rate increases to $25.66 (4th year rate/DOS +2).

This continues through the scale.

Example 2: I am in my 8th year at OAI/Date of Hire: Feb 1, 2009. Today I make $26.28/hour.

For this example, the TA ratifies on October 26, 2016.

On November 1, 2016, my hourly pay rate will increase to $30.62 (8th year rate/DOS).

On February 1, 2017 I complete eight years of service and start my 9th year.  My hourly pay rate increases to $31.04 (9th year rate/DOS).

On February 1, 2018 my hourly pay rate will be $31.66 (10th year rate/DOS +1).

On November 1, 2018 my hourly pay rate increases to $32.13 (10th year rate/DOS +2).

This continues through the scale.

Q: Why 24 hour reserve?

A: We discussed many different possible reserve types and differing hours.  During the last week of negotiations it became obvious, and because of the flying Omni does today, they were not breaking from the 24 hours concept (which by the way is still in use at many carriers).  If in the future our flying modifies to more scheduled service we can work with management to see another way to schedule reserve.

Q: Why no pay for reserve?

A: The concept of a guarantee was created as a pay minimum for reserve days.  If, for example, you were a reserve at a major carrier and sat reserve every one of your required on call days and never flew- your pay for reserve would be your guarantee.  Our goal became to increase your hourly rate so your guarantee would be worth more.

Please send us your questions and refer to our website, AFAOmni.org for the posted Frequently Asked Questions.  Thank you.

Full Tentative Agreement Language

Read the entire agreement between Omni Air International, Inc. and the Association of Flight Attendants-CWA >

TA Questions and Answers #1

Q: Why a 72 Month Agreement?

A:  There are pros and cons to the length of an Agreement.  Your committee considered a number of factors and agreed that a 72 month Contract was an acceptable outcome.  We have the preserved right to reopen at 60 months, so really we will begin the process again in 4 years.

Q: Why should we accept the “first offer”?

A:  The TA is NOT the first offer- far from it.  We literally have accumulated 44 pounds of pages and pages of offers!  Negotiations are a series of offers that at some point reach a tentative agreement covering all issues.

Q: Did you use comparable airlines?

A:  It is very hard to find airlines, which across the board, are like Omni.  For those of you who are familiar with this industry, many charter providers have ceased to exist: Ryan, ATA, World, North American, USA3000, ONA, TIA, Air America and the list goes on.   The point is that the charter business is a difficult one and while we would like certain duty limitations, if imposed, Omni might not be able to secure the customers necessary to stay profitable.

Q: What happens if the Tentative Agreement does not ratify?

A:  It is important to think about what happens if an item is an individual deal breaker.  We caution you to not make a decision based on one or two items but rather make a decision based on the entire package. Is this issue(s) a strike issue for the majority?

If the tentative agreement does not ratify, Omni would continue to pocket millions of dollars that would otherwise be in our paychecks. We have control over what we will do if not ratified but we have no control over fuel prices and what impact the elections this fall could have on the economy. As a charter airline we are more susceptible to the whims of the government.

Taking away outside influences, we can share with you what we have observed of what has happened at other airlines.  First, the NMB would require us to limit what open items we could discuss before they would consider returning us to the table.  To get to those items we would have to conduct another membership survey.  These would have to be issues that are common priorities for our entire work force.  We would also need to demonstrate our commitment to reach a deal through actions such as informational picketing and taking a strike vote.  We need to be willing to stand up and say “YES, I am willing to strike over these issues” and a strike vote would require a minimum of 90% YES to be effective.  When we would meet again is out of our hands as our negotiations are under the supervision of the NMB.  It can take months to get back to talks and it could take years to get offered anything different than what you see today. Often, all companies will do is offer to redistribute the value of the previous offer.  This is not intended to be a scare tactic but information you need to make the best decision for you and your family.

Q: I know that Spirit got a better contract after 2 failed TAs- so that could be us too.

A:  The Spirit negotiations that led to the final Agreement took 10 years.  Yes, at the end there was more money but how much did they lose over that 10 year period?  It was not reflected in the value of the last TA.  This is something you must seriously consider.  Can you afford to wait that long?

Q: I read on Facebook……     

A:  Please consider this one point of reference when you read social media: if it sounds awful it is probably not true.  If it sounds like it will be easy to get a better deal in record time: it is probably not true.  Get the facts from your committee and get involved in sharing the truth.  It is your responsibility to exercise the power of an informed decision.

Q: What can I do to help?

A:  Wear your AFA pins and share the updates.  This entire process had one goal- to create the start of a better future.  To reach that goal we need to stand together.

Summary 2016 Flight Attendant Tentative Agreement

September 21, 2016

Dear Fellow Omni Air Flight Attendants:

As the Negotiating Committee who represented Omni Air International Flight Attendants, we stand behind the Tentative Agreement and unanimously approve submitting it to our AFA members for ratification.

Please review this comprehensive Summary of the terms of our Tentative Agreement.  We know there will be questions and the summary will need to be supplemented with further explanation.  We are available to answer your questions and will post Frequently Asked Questions to the website.

By the end of this week we will post the complete text of the Tentative Agreement on our website, www.AFAOmni.org.  We are also seeking volunteers who would pass out printed copies of the Summary and hand out Membership Applications to fellow crew members.  As long as we are discreet about this, the Company has approved this activity.  Please respond to Tammy or Hamilton if you are interested in helping.

Thank you again for allowing us to represent you and we look forward to hearing positively from you.

In Solidarity,

Hamilton Kaopua, MEC/LEC President, hkaopua@afaomni.org

Tammy Kirkenslager, Negotiating Committee member, tammyk@afaomni.org

 

PDF Version

 

Summary 2016 Flight Attendant Tentative Agreement

Between Omni Air International, Inc. and The Flight Attendants in the Service of Omni Air International

As represented by the Association of Flight Attendants-CWA

Section 1 – Recognition and Scope

  • Defines our flying
  • Limitations on creation of alter ego airline
  • Merger protections and Seniority Integration protection

Section 3 – Compensation

  • Upon implementation weighted average increase of 12%
  • Over term of Agreement 45% average increase
  • 15 year pay scale
  • Ratification Bonus:
  • 0-4 years-$1,000
  • 5-9 years-$1,500
  • 10+ years $2,000
  • Compensation above Base Pay:
    • Call Out Pay
      • If assigned flying, paid at 1.5 times hourly rate
      • If not assigned flying, day paid at 06:00 hours
    • Aircraft Cleaning and Catering Duty Pay
    • Extended Duty Day Pay
      • Greater than 18 hours less than 20 hours- $50 premium
      • Greater than 20 hours less than 22 hours- $150 premium
      • Greater than 22 hours- $250 premium
    • Purser Pay:
      • $4/hour and premium $1.25 TAFB – present A/C

Flight Attendant compensation during the term of this Agreement shall be based on the following hourly pay scale:

DOS DOS+1 DOS+2 DOS+3 DOS+4 DOS+5 DOS+6
1st yr. $19.52 $19.52 $19.81 $20.11 $20.41 $21.02 $21.02
2nd yr. $21.93 $21.93 $22.26 $22.59 $22.93 $23.62 $23.62
3rd yr. $23.42 $23.42 $23.77 $24.13 $24.49 $25.22 $25.22
4th yr. $25.28 $25.28 $25.66 $26.04 $26.43 $27.22 $27.22
5th yr. $27.16 $27.16 $27.57 $27.98 $28.40 $29.25 $29.25
6th yr. $ 29.46 $29.46 $29.90 $30.35 $30.81 $31.73 $31.73
7th yr. $30.18 $30.18 $30.63 $31.09 $31.56 $32.51 $32.51
8th yr. $30.62 $30.62 $31.08 $31.55 $32.02 $32.98 $32.98
9th yr. $31.04 $31.04 $31.51 $31.98 $32.46 $33.43 $33.43
10th yr. $31.66 $31.66 $32.13 $32.61 $33.10 $34.09 $34.09
11th yr. $32.58 $32.58 $33.07 $33.57 $34.07 $35.09 $35.09
12th yr. $33.19 $33.19 $33.69 $34.20 $34.71 $35.75 $35.75
13th yr. $34.15 $34.15 $34.66 $35.18 $35.71 $36.78 $36.78
14th yr. $35.14 $35.14 $35.67 $36.21 $36.75 $37.85 $37.85
15th yr. $36.16 $36.16 $36.70 $37.25 $37.81 $38.94 $38.94

 

Section 4 – Safety and Health

  • AFA inclusion in Company Emergency Response with notification protocols
  • Recognition of AFA Safety and Health Committee

Section 5 – Insurance and Other Benefits

  • Defined Insurance coverage
  • A 401K plan for Omni Flight Attendants with a Company match

Section 6 – Expenses

  • Per Diem increases:
    • $1.67 Domestic
    • $2.17 International
  • Passport renewal reimbursement
  • Union participation in hotel selection

Section 7 – Management Rights

  • Standard language 

Section 8 – Union Business

  • Union provided access to new hire training and provides method for trip/duty day adjustments to conduct business

Section 9 – Medical Examinations

  • Provides defined process when a medical exam is required

Section 10 – Sick Leave

  • Credit
    • Less than 1 year- 0
    • 1 thru 5 years- 5 days
    • 6 + years- 6 days
  • Year 4 of the Agreement provides that at 6 years plus of service will receive 7 days
  • FML Bank capped at 75 days

Section 11 – Leaves of Absence

  • Bereavement – provided Company arranged transportation back to base for death of spouse or child
  • Parental Leave – up to 3 consecutive months for birth or adoption of child
  • Jury Duty – no loss of MPG for duration of Jury Duty

Section 12 – Training

  • FA will not be required to return from vacation/leave to attend any required training
  • Training, including CBT, is paid

Section 13 – Vacations

  • A Flight Attendant will accrue vacation for each completed month of active service as follows:
Longevity Annual Vacation Monthly Accrual
<1 year None None
1-5 12 days 1.00 days
6 13 days 1.08 days
7 14 days 1.17 days
8 15 days 1.25 days
9 16 days 1.33 days
10+ 17 days 1.42 days

Section 14 – Scheduling

  • Defined order of assignment of uncovered open time
  • Established reserve guidelines
  • Mutual trades and One Way Trades (dropping trip to another Flight Attendant)

Section 15 – Hours of Service

  • On Duty Limitations – Domestic and International
  • Rest, release to report, minimum of 10 hours
  • Established report times
  • On Board Crew Rest

Section 16 – Seniority

  • Company must maintain and publish updated System Seniority List January 1 and July 1 each year with challenge period

Section 17 – Furlough and Recall

  • Company must offer voluntary furloughs to minimize impact of involuntary furlough
  • Flight Attendant may defer recall from furlough provided there are sufficient Flight Attendants available to recall to vacancies

Section 18 – Filling of Vacancies

  • If base is closed or downsized Flight Attendant may use seniority to bump into a base where there are junior Flight Attendants assigned                  

Section 19 – Discipline, Grievances and System Board

  • No discipline without just cause
  • Right to AFA Flight Attendant representation at disciplinary meetings
  • Grievance procedure allowing Flight Attendants to challenge discipline and other violations of the contract
  • The final decision maker on grievances is an independent arbitrator

Section 20 – Union Security

  • Provides for Union Membership and collection of dues/Agency Fee

Section 21 – Missing, Internment, Hostage or Prisoner of War Benefits

  • Procedures and benefits if a Flight Attendant is kidnapped or becomes prisoner or hostage

Section 22 – Uniforms

  • Uniform allowance available as credit with provider or may be used to cover necessary items (hose, socks, luggage, winter items, shoes). The allowance may also be used to cover cost of alterations or optional pieces

Section 23 – General

  • Recognition of Union Committees
  • Jumpseat use outlined
  • Crew meal parameters

Section 24 – Duration

  • 72 months, with option to open at 60 months

Tentative Agreement Update

We continue to work through the weekend preparing a summary of the Tentative Agreement.  We are also working on finalizing details on the voting process and will communicate that to you soon.   We are pleased to report that our website www.afaomni.org has been updated.  As information becomes available this will be a great resource for you.  It is our intent to have the complete TA posted on the website this upcoming week.

The entire Negotiating Committee appreciates all of the many messages of encouragement and your support throughout this entire process.

Remember, in order to vote on this Tentative Agreement, you must be a member of AFA-CWA. If you have not yet completed a membership application, you may click here to print one out and mail it to the address on the bottom of the form.

In Solidarity,

Hamilton Kaopua, MEC/LEC President, hkaopua@afaomni.org

Tammy Kirkenslager, Negotiating Committee Member, tammyk@afaomni.org

Suzanne Balzer, AFA Staff Negotiator, sbalzer@cwa-union.org