APFA

Our approach to employee savings was focused on preserving base pay rates as much as possible by increasing productivity. However, in order for the company to reach its cost savings goals, the following are examples of key flight attendant pay-related changes that will be implemented:

• Early Out incentive option with a payout of $40,000 for all flight attendants with 15+ years of Company seniority.
• Base pay increases on day of signing and annually over the next five years, along with a one-time rate adjustment based on an industry comparison in year four (or a 1% increase, whichever is greater).
• One-time lump sum payment on day of signing.
• Combine Domestic and International operations and offer one base pay rate to flight attendants.
• Pay an override for International segments flown on top of the domestic pay rate.
• Eliminate the incentive pay rate that applies to pay above 70 hours.
• Pay PVDs  at a daily rate, and upon the implementation of PBS, pay all vacation at a daily rate
• Implement a short-term / long-term split-bank concept for sick leave that could ultimately pay out certain unused sick days.
• Upon implementation of PBS, provide pay protection for value of line, including carry-in time from previous month, at time of bid initialization. Any additional trips picked up from the company will be protected to a maximum of 100 hours. Implement an interim protection plan after one year.
• Increase per diem for Domestic and International.