Wednesday, June 26, 2019
In this special edition of APFA’s Weekly Scoop, we are referencing JCBA Contractual sections that relate specifically to each department within APFA. It is important to be familiar with our Contract. The JCBA is available at APFA.org, on your FA Tablet, and spiral bound copies are available at the Crew Service Center in your respective base.
– Robin Charbonneau, Communications Chair, email@example.com
SECTION 3 – COMPENSATION
H. DRUG TESTING
A Flight Attendant will be paid fifteen dollars ($15.00) for each random drug or alcohol test she/he is required to undergo after her/his release from duty. There will be no credit associated with the test or the payment. “(3.H.)”
If you are required to perform both a drug and alcohol test during the same screening, you will be paid $30.
– Erik Harris, Contract Chair, firstname.lastname@example.org
SECTION 33 – APFA EMPLOYEE ASSISTANCE PROGRAM
C. DUTY TIME AND REST
1. A Flight Attendant participating in a drug or alcohol test during the duty period will be
considered to be on duty during the drug or alcohol test.
2. A Flight Attendant participating in a drug or alcohol test prior to or after the completion of a duty period will not be considered to be on duty during the drug or alcohol test. Such Flight Attendant will not be considered to be in a rest period.
3. A Flight Attendant participating in a drug or alcohol test after the completion of the Flight Attendant’s duty period will be released into the Flight Attendant’s rest period fifteen (15) minutes after the completion of the test. The Flight Attendant whose rest period would be reduced below her/his contractual minimum rest because of such a test will be required to call Crew Schedule with the Flight Attendant’s adjusted rest period commencement time.
4. A Flight Attendant will not be required to participate in a random drug or alcohol test prior to the commencement of a duty period. “(33.C.1-4.)”
– Abby Alconcher, EAP Specialist, email@example.com
SECTION 36 – Voluntary Contributions: APFA PAC (Political Action Committee)
A. APFA PAC CONTRIBUTIONS
1. The Company shall provide a means for payroll deductions for any Flight Attendant who
completes an APFA PAC Wage Deduction Authorization Card, as provided in Paragraph A.4.
a. The Company shall deduct a monthly contribution to APFA PAC from the pay of each
Flight Attendant who voluntarily authorizes such contributions on a form provided for that
purpose by the Union. “(36.A.1. & 36.A.4.a.)”
– Allie Malis, Government Affairs Representative, firstname.lastname@example.org
SECTION 25 – LEAVES of ABSENCE/APPROVED TIME OFF
L. APPROVED TIME OFF
1. Bereavement Days
a. Upon notification to a Flight Service Manager, a Flight Attendant will be granted up to three (3) days off when there is a death in the Flight Attendant’s immediate family.
b. Immediate family shall include a Flight Attendant’s spouse, domestic partner as defined in Company policy, children, step-children, grandchildren, parents, step-parents, grandparents, brothers, sisters, legal guardian, and spouse/domestic partner’s family (parents, step-parents, brothers, sisters, and grandparents) or relative who actually resides with the Flight Attendant. Bereavement will also be granted in the event of death of any member of the employee’s household residing at the same address.
c. Bereavement Days must be taken within thirty (30) days of the date of the death, absent mitigating circumstances. “(25.L.1.a-c.)”
– Michael Tipton, Health Chair, email@example.com
SECTION 6 – CREW ACCOMMODATIONS
2. At points other than the Flight Attendant’s crew base, where the Company’s scheduled or
prearranged transportation is not available within twenty (20) minutes after such is
requested by the Flight Attendant, the Flight Attendant will be authorized to take alternate
transportation to the hotel. On overnights scheduled for less than ten (10) hours and thirty
(30) minutes, transportation shall be available within ten (10) minutes and the twenty (20) minute wait set forth above shall not apply.
a. The expense for the transportation shall be paid by the hotel, or
b. If the hotel refuses to pay for alternate transportation, the Flight Attendant shall pay for
the transportation and be reimbursed by the Company or the Company may provide a
c. Reimbursement shall be made on the paycheck containing the pay exceptions for the month following the submission of the expense. The Company may require receipts to be submitted from a Flight Attendant seeking reimbursement. “(6.C.2.a-c.)”
– Julia Simpson, Hotel Chair, firstname.lastname@example.org
SECTION 27 – INJURY ON DUTY (IOD)
A. A Flight Attendant who becomes ill or injured as a result of an occupational incident shall receive Workers’ Compensation benefits in accordance with individual State laws.
B. The Company shall pay protect a Flight Attendant who suffers an occupational illness or injury for the greater of her/his scheduled or actual credit hours per Compensation, Section 3, for the duty period in which the illness or injury occurs provided such occupational illness or injury claim is approved by the designated Worker’s Compensation insurance provider. “(27.A-B.)”
– Bellia Peckson, IOD Chair, email@example.com
SECTION 12 – RESERVE DUTY
K. DAILY SCHEDULING AWARD AND ASSIGNMENT
f. If a sequence is legal for more than one (1) RAP, Crew Schedule shall assign the
sequence as follows:
i. A Reserve in the earlier RAP according to K.2.b-e
ii. A Reserve on a later RAP provided according to K.2.b-e
2. For sequences which are open more than two (2) hours prior to scheduled departure (three
(3) hours in co-terminal bases), Crew Schedule shall assign such sequence in the following
order subject to the provisions of Paragraph K.1:
a. Lineholders on the Unsuccessful Bidder’s list pursuant to Scheduling, Section 10.F.3.b;
b. “Aggressive Reserves” on RSV days within their RAP, from the most senior to the most
junior, who are legal to operate the sequence in its entirety and provided the sequence
matches the Aggressive Reserve’s list of preference as specified in Paragraph K.4.d.
An Aggressive Reserve called by Daily Scheduling during the Daily Reserve Assignment
process shall be required to accept any sequence which meets her/his list of
c. Reserves on a RAP from the same grouping who are legal to operate the sequence in
its entirety according to the priority established in Paragraph K.1.e;
d. Reserves on a RAP from the next highest grouping according to the priority established
in Paragraph K.1.e;
e. With Crew Schedule consent, “Aggressive Reserves” on a RAP who indicate a desire to
work on or be assigned into a Flex Day(s) or Golden Day(s) provided the sequence
matches the Aggressive Reserve’s list of preference as specified in Paragraph K.4.d; “(12.K.1.f.i-ii. & 12.K.2.a-e.)”
– Renee Mayer, JCBA Specialist, firstname.lastname@example.org
The following sections of the contract determine how we are paid out for our unused vacation and sick time upon retirement.
SECTION 8 – VACATION
B. VACATION PAY AND CREDIT
1. Vacation days bid in the annual vacation process in blocks of seven (7) or more consecutive days will be paid and credited at four (4) hours per day at the Flight Attendant’s rate of pay.
Vacation days in blocks of less than seven (7) consecutive days will be paid and credited at
three and one-half (3.5) hours per day. Vacation pay and credit shall be based on a Flight
Attendant’s longevity at the time the vacation is taken.
2. A Flight Attendant who has completed her/his probationary period and whose service with the Company is terminated shall be paid for any accrued vacation. “(8.B.1 & 8.J.2.)”
SECTION 26 – INSURANCE, RETIREMENT, AND OTHER BENEFITS
D. RETIREE HEALTH CARE
5. Upon retirement, pursuant to Company policy, a Flight Attendant will be paid eight dollars and sixty-five cents ($8.65) for each hour of accrued sick leave in her/his sick bank. “(26.D.5.)”
– Kim Coats Tuck, Retirement Specialist, email@example.com
SECTION 34 – SAFETY AND SECURITY DEPARTMENT (SSD)
T. The Company and the APFA EAP recognize the Critical Incident Stress De-Brief Program (CISD) is a collaborative policy which is jointly managed and monitored. The parties agree to meet upon either parties request for the purposes of determining policy updates and/or revisions as well as resolving any current concerns regarding the policy. Under no circumstances will the policy be changed without the mutual consent of both the APFA EAP and Flight Service. “(34.T.)”
– Jeffrey Ewing, Safety and Security Chair, firstname.lastname@example.org
SECTION 10 – SCHEDULING
8. More Than a Three (3) Hour Delay (After Report)
When a flight departure is delayed for more than three (3) hours, the Flight Attendant who is scheduled for such flight shall not be required to stand by and shall be relieved of duty at her/his request, provided that other Flight Attendants are available to replace her/him without increasing the delay. A Flight Attendant desiring to be released shall remain on duty until the relief Flight Attendant reports for duty. A Flight Attendant exercising this option shall forfeit any pay and credit that may be accumulated under any other Paragraph in Section 10. “(10.J.8)”
Note: This Contractual provision applies only to the first flight departure of an entire sequence.
– Becky Lydecker, Scheduling Chair, email@example.com
Please continue to utilize the Uniform Reaction Report Form on the APFA website if you experience a suspected reaction to your uniform.
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