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Health

Contact Information

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Cathy Sharp - Health Chair

[email protected]  |  Contact Form
Health Rep on Duty: (817) 540-0108 (press 1, then 2) |  [email protected]

Contact Information

website-portrait_csharp-teal

Cathy Sharp - Health Chair

Health Rep on Duty: (817) 540-0108 (press 1, then 2) |  [email protected]

Announcements

Health Savings Account (HSA)

1,184 Flight Attendants with a Health Savings Account (HSA) have yet to provide consent to transfer their assets, i.e., including their existing HSA in American Airlines' group transfer to Fidelity. Only those who are currently or previously enrolled in the Core medical option will have an HSA. Please note an HSA is different than a Flexible Spending Account (FSA). There is no action required for those with an FSA.

The deadline to complete this step is tomorrow, Friday, December 15, at 2 pm (CT). If you have an existing HSA, provide consent in the Benefits Service Center. Click on the Transfer of Assets and Account Closure Authorization tile and follow the prompts. This is your final opportunity to take these steps and have your current HSA balance included in American's group transfer to Fidelity. Otherwise, you may incur administrative fees if you choose to transfer your existing HSA to Fidelity at a later time

Maternity

The APFA Maternity Leave Packet provides the information and resources needed to help you navigate the process. We are here to help you understand the steps along the way. If you find anything that seems unanswered or unclear, please let us know, and we will be happy to assist you. View the APFA Maternity Information

Health Hotlines

12.27.23 – Maternity Leave: What to Expect When You’re Expecting

Being familiar with your rights and responsibilities during a Maternity Leave of Absence is important. Understanding the structure of the leave will help you better navigate your time before and after birth.

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11.21.23 – Spending Accounts Transitioning to Fidelity

During Annual Enrollment, American Airlines announced that it is transitioning the administrative services for its spending accounts from Alight Smart-Choice Accounts to Fidelity Investments, effective January 1, 2024.

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11.03.23 – SurgeryPlus Update | 2024 Annual Enrollment Deadline Extended

APFA and other Unions on the property have continued to challenge the Company regarding SurgeryPlus and this latest diminishment of our medical benefits for 2024.

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11.02.23 – Final Reminder: 2024 Annual Enrollment Ends Sunday Evening

2024 Annual Enrollment Ends Sunday Evening Thursday, November 2, 2023 2024 Annual Enrollment ends Sunday, November 5 at 11:59 p.m. (CT). Go to myenrollment.aa.com and click on “Enroll” to get started. 2024…

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10.28.23 – SurgeryPlus – October 28, 2023

Beginning January 1, 2024, bariatric, joint, and spine surgeries will be required to use SurgeryPlus, which appears to have a limited number of doctors within its network. The use of SurgeryPlus is not something negotiated by APFA or other Unions at American Airlines.

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10.20.23 – 2024 Annual Enrollment Continues | New Spending Accounts Administrator For 2024

2024 Annual Enrollment runs now through November 3rd at 11:59 p.m. (CT). Go to myenrollment.aa.com and click on “Enroll” to get started.

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12.27.23 – Maternity Leave: What to Expect When You’re Expecting

Being familiar with your rights and responsibilities during a Maternity Leave of Absence is important. Understanding the structure of the leave will help you better navigate your time before and after birth.

Continue Reading

Benefits

APFA Supplemental Benefits

American Public Life APFA Supplemental Benefits

Learn more about the American Public Life APFA Supplemental Benefits here

Plan Coverage*
Group Accident Insurance Group Accident Insurance helps pay costs that arise from covered accidents such as fractures, dislocations and lacerations. This plan provides On and Off Job coverage.
Group Critical Illness Insurance Group Critical Illness Insurance helps pay the expected and unexpected expenses that arise from diagnosis of a covered critical illness such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant.
Group Hospital Indemnity Insurance Group Hospital Indemnity Insurance helps pay the costs associated with a hospital stay including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step- down unit.
Group Disability Insurance Group Disability Insurance helps protect your income in the event that you are unable to work. On and off the job coverage is available. (Maternity Coverage)
Group Whole Life Insurance Group Whole Life Insurance helps provide financial security for your family members. Whole life insurance offers fixed premiums and guaranteed death benefits. The policy builds cash value on a tax-deferred basis.
Group Supplemental Dental Insurance Group Supplemental Dental Insurance provides you with cash benefits for dental care, such as cleanings and preventive care, x-rays and crowns and major services.
Group Cancer Insurance Group Cancer Insurance helps cover medical and non-medical expenses related to the diagnosis, treatment and your recovery.

* This is a brief product overview only. These plans have limitations and exclusions that may affect benefits payable. Refer to the plans for complete details, limitations, and exclusions.

APFA Supplemental Benefits

American Public Life APFA Supplemental Benefits

Learn more about the American Public Life APFA Supplemental Benefits here

Plan Coverage*
Group Accident Insurance Group Accident Insurance helps pay costs that arise from covered accidents such as fractures, dislocations and lacerations. This plan provides On and Off Job coverage.
Group Critical Illness Insurance Group Critical Illness Insurance helps pay the expected and unexpected expenses that arise from diagnosis of a covered critical illness such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant.
Group Hospital Indemnity Insurance Group Hospital Indemnity Insurance helps pay the costs associated with a hospital stay including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step- down unit.
Group Disability Insurance Group Disability Insurance helps protect your income in the event that you are unable to work. On and off the job coverage is available. (Maternity Coverage)
Group Whole Life Insurance Group Whole Life Insurance helps provide financial security for your family members. Whole life insurance offers fixed premiums and guaranteed death benefits. The policy builds cash value on a tax-deferred basis.
Group Supplemental Dental Insurance Group Supplemental Dental Insurance provides you with cash benefits for dental care, such as cleanings and preventive care, x-rays and crowns and major services.
Group Cancer Insurance Group Cancer Insurance helps cover medical and non-medical expenses related to the diagnosis, treatment and your recovery.

* This is a brief product overview only. These plans have limitations and exclusions that may affect benefits payable. Refer to the plans for complete details, limitations, and exclusions.

AA Benefits

American Airlines Benefit Resource

Benefits Service Center
Phone: 888-860-6178

Health & Benefits
View AA Health & Benefits Information on Jetnet

StayWell Rx
Eligible Medications and Supplies - View the American Airlines Staywell List

Disability

AA Disability Information

How to File for Disability

How do I file for short term or long-term disability? Learn how to file for short-term or long-term disability

How to File a Claim
1. Gather your treatment dates, the dates you last worked and were last paid, and your physician’s and supervisor’s contact information.
2. Then call MetLife at (888) 533-6287 and select option 2.

Current Travel Health Notices & Advisories

Warning Level 4: Avoid ALL Travel

No Level 4 advisories at this time

Warning Level 3: Reconsider Nonessential Travel

No Level 3 advisories at this time

Alert Level 2: Practice Enhanced Precautions

Globally: Polio
Nigeria: Diphtheria, Yellow Feaver

Watch Level 1: Practice Usual Precautions

Global: Measles
Pakistan: XDR Typhoid Fever
Paraguay: Chikungunya
Mexico: Salmonella Newport, Multi Drug Resistant (MDR)
Central, South America, Mexico, Caribbean, Africa, Middle East, Asia, Pacific Islands: Dengue

For more details on CDC travel advisories visit the CDC's Travel Health Notices website. To learn more about the Department of State Safety and Security Alerts visit the Travel Advisories (state.gov) page. To receive updated Travel Advisories and Alerts visit travel.state.gov/stayingconnected.

General Health Advisories

OSHA (Occupational Safety and Health Administration)

OSHA is under the Department of Labor, and they set and enforce standards for workers in all areas of industry. OSHA is responsible for three standards for flight attendants working onboard the aircraft and they are; hazard communication, bloodborne pathogens, and occupational noise exposure. Hazard Communication requires employers to disclose ingredients in the items crew members are exposed to. Bloodborne pathogens are microorganisms in human blood that can cause diseases which could be at risk of exposure for flight attendants on the aircraft. Occupational noise exposure is damaging noise while on the airplane which can affect hearing. Other OSHA requirements for employees of all industries are regulations on recordkeeping, anti-discrimination standards, and the right of access to records on employee exposure and medical records.

NIOSH (National Institute for Occupational Safety and Health)

NIOSH is an organization of the U.S Department of Health and Human Services and within the U.S. Centers for Disease Control and Prevention. NOISH is in place to promote healthy and safe working conditions, focusing on reducing occupational cancer, cardiovascular disease, reproductive concerns, reduce occupational hearing loss, less occupational immune system, infectious, dermal disease, occupational musculoskeletal disorders, and occupational respiratory disease.

CDC
(Centers for Disease Control)

CDC is a US government agency that is part of the U.S Department of Health and Human Services. They detect, track, study, and gather data in relation to global disease threats. Through prevention, development, and promotion of information, they work with science, technology, and public health medicine to build a workforce of leaders to find solutions to increase our national security and save Americans lives.

WHO
(World Health Organization)

WHO is a United Nations agency responsible for international public health to improve health systems and look for health threats. They coordinate and direct with countries and their agencies on international health work all over the world for a global response to keep the world safe. WHO believes it is a basic human right for everyone to have health care, focusing on serving the most vulnerable.

OSHA is under the Department of Labor, and they set and enforce standards for workers in all areas of industry. OSHA is responsible for three standards for flight attendants working onboard the aircraft and they are; hazard communication, bloodborne pathogens, and occupational noise exposure. Hazard Communication requires employers to disclose ingredients in the items crew members are exposed to. Bloodborne pathogens are microorganisms in human blood that can cause diseases which could be at risk of exposure for flight attendants on the aircraft. Occupational noise exposure is damaging noise while on the airplane which can affect hearing. Other OSHA requirements for employees of all industries are regulations on recordkeeping, anti-discrimination standards, and the right of access to records on employee exposure and medical records.

NIOSH is an organization of the U.S Department of Health and Human Services and within the U.S. Centers for Disease Control and Prevention. NOISH is in place to promote healthy and safe working conditions, focusing on reducing occupational cancer, cardiovascular disease, reproductive concerns, reduce occupational hearing loss, less occupational immune system, infectious, dermal disease, occupational musculoskeletal disorders, and occupational respiratory disease.

CDC is a US government agency that is part of the U.S Department of Health and Human Services. They detect, track, study, and gather data in relation to global disease threats. Through prevention, development, and promotion of information, they work with science, technology, and public health medicine to build a workforce of leaders to find solutions to increase our national security and save Americans lives.

WHO is a United Nations agency responsible for international public health to improve health systems and look for health threats. They coordinate and direct with countries and their agencies on international health work all over the world for a global response to keep the world safe. WHO believes it is a basic human right for everyone to have health care, focusing on serving the most vulnerable.

Travel-Related Diseases

COVID-19 is a form of coronavirus that is a more acute disease displaying symptoms of cough and fever and can progress, causing a respiratory illness. Older individuals and those with underlying health conditions are particularly vulnerable. Visit the CDC website

Additional Information
California: 2022 SPSL FAQs (ca.gov)
New York: COVID-19 Paid Sick Leave - Information for Employers (ny.gov)
State Legislation: State Action on Coronavirus (COVID-19) (ncsl.org)
EEOC: What You Should Know About COVID-19

SARS is a virus which effects the respiratory system and is caused by a form of coronavirus with symptoms that begin with a temperature of over 100.4°F, and flu-like symptoms. After 2 to 7 days, symptoms can progress into a dry cough and pneumonia. Visit the WHO website

Monkeypox is like smallpox, both caused by the monkeypox virus. Symptoms are fever, chills, followed by a rash that lasts for about 2 weeks. It is more prevalent in the continent of Africa. but people have been infected in other parts of the world, including the US. Visit the WHO website

Tuberculosis is bacterial infection that more commonly infects the lungs, but can attack the brain, kidneys, spine. It spreads through tiny droplets from person to person as it travels in the air when someone sneezes or coughs. Visit the CDC website

Diseases transmitted by mosquitoes are caused by bacteria, viruses, or parasites. Visit the CDC website

Symptoms are fever, headache, joint pain, nausea, and rash. In recent years just over 100,000 cases have been reports, with the majority being in Brazil. Visit the CDC website

Symptoms are high fever, headache, joint pain, nausea, rash, swollen glands, and most prevalent in Guam, Puerto Rico, Samoa, the US Virgin Islands. Visit the CDC website

Japanese encephalitis infects the brain and usually have no symptoms. In severe cases it can cause neurological damage. Cases occur in South Asia, Southeast Asia, East Asia, and the Pacific, with about 70,000 cases per year. Visit the CDC website

La Crosse encephalitis is encephalitis caused by an arbovirus and can cause encephalitis, or inflammation of the brain. LAC encephalitis has no symptoms, usually children are infected, and it is rare. Visit the CDC website

Most cases of Malaria occur in the Sub-Saharan region of Africa. It is rare in the US, with just under 20,000 cases recorded in the US each year. Symptoms are chills, fever, and headache. If left untreated, it can progress to severe illness and death within a period of 24 hours. Visit the CDC website

SLE is an exceedingly rare virus with just over 100 cases recorded in the last 10 years. There are usually no symptoms. More severe cases can develop convulsions, disorientation, headaches, high fever, neck stiffness, and tremors. Visit the CDC website

WNV causes West Nile Fever and symptoms are very mild or there are no symptoms at all. In about 1% of the cases, it can be severe or fatal. In 1999 it came to America from Israel and Tunisia and caused an outbreak. Case numbers vary from year to year, as the numbers went up significantly in 2019-2020 and since then the number of cases has been very low. Visit the CDC website

Zika first spread to the US in 2015, becoming an epidemic. Pregnant women are most at risk because Zika can cross into the placenta and affect the fetus and cause fetal neurologic abnormalities. Sexual transmission of this virus can occur. In 2021 there were no Zika cases reported in the United States. Visit the WHO website

Leaves of Absence

Requesting Leave

When requesting a Medical or Family Leave of Absence, go to Absence Tracker and create a case.

Learn About Leaves & Returns

Unpaid Medical Leave

In the first 12 months of unpaid medical leave, you will pay your current benefit contributions. The company policy is, if you are out longer than 12 months on an unpaid status, you will transition to COBRA. Consolidated Omnibus Budget Reconciliation Act (COBRA) allows you to continue group health benefits.

Personal, Voluntary, Educational, Medical, Family, Military, and Maternity / Paternity / Adoption

State Specific Entitlement Programs

Absence Tracker

List of Leaves & Returns that are now on ARC. FMLA and many other leaves are now handled through the Absence Tracker.

You can find the following items in ARC - Jetnet > Team Member Service > Leaves & Returns > Inflight

  • Check status of sick leave request
  • FMLA Certification Form
  • Pandemic Leave- What you need to know
  •  Pandemic Leave- Applying for Pandemic Leave
  • Return to work form
  • Summary of Leave Changes
  • Check status of FMLA request
  • Sick Verification Form
  • Pandemic Vaccination Recode Request

In accordance with JCBA Section 9.B.2.A Flight Attendant who is unable to report for duty for twenty-one (21) or more consecutive days following the origination of a sick call will be required to notify her/his Crew Manager. The Company may require a Flight Attendant who is unable to report for duty for twenty-one (21) or more consecutive days to present medical documentation.

With the implementation of Absence Tracker, the Company has utilized the ability to auto-designate FMLA while on a medical leave of absence. Your FMLA will run concurrent with any medical leave(s) that are administratively and medically eligible. Therefore, if the absence extends for twenty-one (21) or more consecutive days, you will be required to create a case within Absence Tracker. You will be prompted to complete the Health Care Provider Form (HCP) to substantiate the leave.

If your leave is less than twenty-one (21) days, and you do not wish to utilize FMLA, you are not required to create a case within Absence Tracker. The absence will be subject to the attendance policy without the usage of FMLA.

Below you will find the path to Absence Tracker and how to request a new case. Once you create a case, you will be notified if you are administratively eligible for FMLA via email, the US Postal Service and in the view attachments button in absence tracker. The FMLA forms will be provided with each method of communication. If you are not administratively eligible, the information provided on your HCP form will be used to designate a Medical Leave.

Once you create a case within Absence Tracker, it will remain open for fifteen (15) days. Your case does not have to be created on the exact date you are requesting, but it is important to be cognizant of the timeline Absence Tracker provides you to complete your case. The HCP form used to designate FMLA has a timeline as well. You will have fifteen (15) days from the start date being requested on your HCP form to submit your HCP form. There is a unique bar code, shown below, that is for your individual case request.  It is important to only use the forms provided. Be sure to follow your case in your case notes in case there is additional documentation or clarification needed. You will have ten (10) days to submit the requested information.

When you create a leave request, all documents needed for your case will be included in the “view” attachments link.

The preferable and easiest method for you to submit your HCP form is by uploading them directly to Absence Tracker. You can scan the forms directly to your computer or even upload a clear photo.

Path to the Absence Tracker is through Jetnet > Team Member Services > Leaves & Returns

Pandemic Policy (COVID-19)

Beginning July 5, 2022, flight attendants who test positive for COVID-19 will get no attendance point for absences lasting up to five (5) days. You will need to present a positive proctored COVID-19 test with your name and date of testing clearly visible. Accepted COVID-19 tests include PCR or antigen (“rapid”) tests administered by pharmacies, local testing centers, or health care provider offices. At-home tests must be completed under the supervision of a health care professional via doctor on demand or similar virtual doctor visit. The positive test result must be submitted within 7 days of testing positive by using your iPhone EFB (Electronic Flight Bag) to take the picture, then submit through Comply365 so they can recode your absence. Read more about the Flight Attendant COVID Policy.

FMLA

FMLA (Family Medical Leave Act) allows time off for their own serious health condition, to care for a covered family member with a serious health condition, the birth, placement with the team member for adoption or foster care, and because of a “qualifying exigency” due to a team members covered family member is a military member on active duty or called to covered active-duty status.

If the team member is not eligible for FMLA or has exhausted all their available FMLA hours and needs to take leave for their own serious health condition, their request will be reviewed under Medical Leave of Absence (MLOA). Go to “My View” in Inflight to check your eligibility.

View the Special Rules for Airline Flight Crew Employees Under FMLA
How to File a Wage and Hour Division Complaint with the DOL

Calling Out Sick for an FMLA Covered Illness

FMLA for Yourself

Contact Crew Scheduling to call out sick for a sequence, standby, or reserve day of availability before submitting a the Intermittent FMLA Recode Form in Comply365.

Go to Comply365 > Forms > AAFA > FA Admin Requests > Intermittent FMLA Recode Request

"Caregiver" FMLA for a Family Member

Call Crew Scheduling or your AFSM/Base Inflight for a Personal Off (PO) when caring for a family member. After the PO is granted, fill out the Intermittent FMLA Recode Request Form.

If your need for the leave is foreseable, submit the Intermittent FMLA Request Form up to 7 days in advance to be removed from a sequence or reserve day so that your absence can be coded to IV or IF.

Please note that requests for FMLA recodes must be made as soon as practicable and within a reasonable amount of time after returning to work, or after the Intermittent FMLA case is approved. Return to work is defined as:

— Flying a trip
— Reserve day or standby, even if you did not fly
— Attending any Company training including CQ
— Special Assignment/Company Business/APFA

If you have questions, you can call 800-VIP-CREW (then press #, 6, Option 2)

Contact Crew Scheduling to call out sick for a sequence, standby, or reserve day of availability before submitting a the Intermittent FMLA Recode Form in Comply365.

Go to Comply365 > Forms > AAFA > FA Admin Requests > Intermittent FMLA Recode Request

Call Crew Scheduling or your AFSM/Base Inflight for a Personal Off (PO) when caring for a family member. After the PO is granted, fill out the Intermittent FMLA Recode Request Form.

If your need for the leave is foreseable, submit the Intermittent FMLA Request Form up to 7 days in advance to be removed from a sequence or reserve day so that your absence can be coded to IV or IF.

Please note that requests for FMLA recodes must be made as soon as practicable and within a reasonable amount of time after returning to work, or after the Intermittent FMLA case is approved. Return to work is defined as:

— Flying a trip
— Reserve day or standby, even if you did not fly
— Attending any Company training including CQ
— Special Assignment/Company Business/APFA

If you have questions, you can call 800-VIP-CREW (then press #, 6, Option 2)

Recoding

How to Recode a Sick Absence

If you call out sick for a sequence, standby or reserve day, you must now submit the Intermittent FMLA Recode Request Form on Comply365. You may use the Comply365 on your iPhone EFB or on your personal device by going to aa.comply365.net

Go to Comply365 > Forms > AAFA > FA Admin Requests > Intermittent FMLA Recode Request

Complete the form within 2 days of returning to work from that absence. Consider completing the form immediately after you call scheduling.

ODANs, All-Nighter Turns, Double-Ups & Multiple Duty

If you are scheduled to fly multiple sequences in one day, you call out sick for one of the sequences, and you plan to recode the absence with FMLA, the FASC will wait until all legs of your sequences have originated before recoding your absence.

Example
You are scheduled to fly sequence 12345 which reports at 2140 HBT on the 9th of the month and releases at 0500 HBT on the 10th. You are scheduled an ODAN (sequence 54321) reporting at 2300 HBT on the 10th and releases at 0500 HBT on the 11th. You called out sick for sequence 12345 and on the morning of the 10th, requested a recode for that sequence.

The FASC will notate the call and advise you that they will process the recode when all legs of the sequence departing the evening of the 10th are completed to preserve the second sequence.

Calling In Well

With a valid FMLA designation on file and FMLA days available, you may call-in-well to the Flight Attendant Service Center. However, the time you notify the FASC ultimately determines your ability to Call-In-Well (CIW).

You must call the FASC between 0001 to 1430 HBT the day before you intend to be made available. The deadline to request to CIW is 1430 HBT.  You are unable to call in well and fly the same day.If you call the FASC at 1530 HBT or 1802 HBT and leave a voicemail, the company has stated you would be ineligible to be made available for the following day, but depending on the duration of your sequence, you may be made available for 2 days out.

Example

You are on a 3-day sequence beginning, Monday the 28th, reporting at 2050. You contact crew scheduling at 1900 to call out sick. You immediately call the FASC to recode your absence to intermittent FMLA.

Since the FASC is closed at 1800, you leave a voicemail requesting to recode your absence to your FMLA case on file and requests to call in well for the next day (30th) and the following day the (31st). In this example, you are not administratively eligible to be made available tomorrow as you missed the cut off time of 1430 HBT to be made available the following day. However, a FASC Representative will call you back in the morning explaining they were unable to make you available on the 30th as your request was past the 1430 HBT request deadline, but they will make you available the 31st.

Lineholder

You may call in well at any time to pick up a sequence via TTS/UBL on days other than the first day of the sequence you called in sick.

If you call out sick for a trip over a weekend or holiday, and you call in well, you will notbe restricted to the same number of weekend days. You will only need to pick up a trip that includes at least a weekend day or a holiday.

Reserve

You must notify Crew Scheduling prior to 1430 HBT on the day prior to the RSV day to be available for ROTA processing.

If you notify Crew Scheduling after 1430 HBT the day prior, Crew Scheduling will not provide consent for the following day but may provide consent for 2 days out. You will be charged sick for the following day and will not be available to the company. If you call in well, you may pick-up sequences via ETB for a future date.

You may call in well at any time to pick up a sequence via TTS/UBL on days other than the first day of the sequence you called in sick.

If you call out sick for a trip over a weekend or holiday, and you call in well, you will notbe restricted to the same number of weekend days. You will only need to pick up a trip that includes at least a weekend day or a holiday.

You must notify Crew Scheduling prior to 1430 HBT on the day prior to the RSV day to be available for ROTA processing.

If you notify Crew Scheduling after 1430 HBT the day prior, Crew Scheduling will not provide consent for the following day but may provide consent for 2 days out. You will be charged sick for the following day and will not be available to the company. If you call in well, you may pick-up sequences via ETB for a future date.

FMLA and Flight Service Attendance Policy

Attendance points will not be generated for days covered by FMLA. If a banked point was used to mitigate a point generated by a sick absence, the banked point will be restored overnight after the absence is re-coded as FMLA.

Utilization and Eligibility Hours

You may view your current FMLA utilization and eligibility hours by clicking on 'MyView - Attendance/Performance' in the Welcome box of the Flight Service Website.

On Duty Hours are calculated using the following:

  • All time from sign-in to debrief for each day of a sequence, including sit time between flights.
  • Layover time is not counted.
  • Only actual time worked is included - not the greater of schedule or actual.
  • 8:00 (eight hours) is credited for each day of training.
  • Scheduled time (sign-in to debrief) for each trip removal for AP/UJ (APFA Removals).
  • FA on Special Assignment will receive 5 hours.

If you have any questions about anything in MyView, contact the Flight Attendant Service Center.

Total Days Used
The number of FMLA days you have used towards the annual allotment of 72 days.

FMLA Eligible Hours
Eligibility hours are calculated in a rolling 12-month period with the current month’s eligibility hours reflecting through the end of the previous month. For example, November 2019 eligibility hours are a sum of November 2018 through the end of contractual October 2019.

fmla-eligiblehours

Duration & Frequency of FMLA

The duration and frequency of self/caregiver intermittent FMLA leave is only anestimate based on your physician’s recommendation.If the duration of a trip exceeds the duration of your intermittent leave as designated by your physician, your absence can still be recoded as FMLA.

Example 1

Your intermittent FMLA leave is designated as up to 2 episodes per month, lasting up to 2 days per episode. On the 13th of the month, you are scheduled for a 3-day trip and you need to call out sick because of the condition covered under that leave. Although the FMLA is designated as lasting only 2 days per episode, it caused you to miss all 3 days of your trip. If requested to recode, and you do not “call in well” and pick up more flying, all 3 days will be re-coded as FMLA.

Later that month on the 22nd, you are scheduled for a 4-day trip and you need to call out sick again because of the condition covered under the same intermittent FMLA. Although the leave is designated as lasting only 2 days per episode, it caused you to miss all 4 days of this trip. If requested to recode, and you do not “call in well” and pick up more flying, all 4 days will be re-coded as FMLA.

Example 2

Your intermittent FMLA leave is designated as up to 1 episode per month, lasting up to 2 days per episode. On the 13thof the month, you are scheduled for a 3-day trip and you need to call out sick because of the condition covered under that leave. Although the FMLA is designated as lasting only 2 days per episode, it caused you to miss all 3 days of your trip. If requested to recode, and you do not “call in well” and pick up more flying, all 3 days will be re-coded as FMLA.

Later that month on the 22nd, you are scheduled for a 4-day trip and you need to call out sick again because of the condition covered under the same intermittent FMLA. Although the leave is designated as lasting up to 1 episode and only 2 days per episode, it caused you to miss all 4 days of this trip. If requested to recode, and you do not “call in well” and pick up more flying, all 4 days will be re-coded as FMLA.

Your intermittent FMLA leave is designated as up to 2 episodes per month, lasting up to 2 days per episode. On the 13th of the month, you are scheduled for a 3-day trip and you need to call out sick because of the condition covered under that leave. Although the FMLA is designated as lasting only 2 days per episode, it caused you to miss all 3 days of your trip. If requested to recode, and you do not “call in well” and pick up more flying, all 3 days will be re-coded as FMLA.

Later that month on the 22nd, you are scheduled for a 4-day trip and you need to call out sick again because of the condition covered under the same intermittent FMLA. Although the leave is designated as lasting only 2 days per episode, it caused you to miss all 4 days of this trip. If requested to recode, and you do not “call in well” and pick up more flying, all 4 days will be re-coded as FMLA.

Your intermittent FMLA leave is designated as up to 1 episode per month, lasting up to 2 days per episode. On the 13thof the month, you are scheduled for a 3-day trip and you need to call out sick because of the condition covered under that leave. Although the FMLA is designated as lasting only 2 days per episode, it caused you to miss all 3 days of your trip. If requested to recode, and you do not “call in well” and pick up more flying, all 3 days will be re-coded as FMLA.

Later that month on the 22nd, you are scheduled for a 4-day trip and you need to call out sick again because of the condition covered under the same intermittent FMLA. Although the leave is designated as lasting up to 1 episode and only 2 days per episode, it caused you to miss all 4 days of this trip. If requested to recode, and you do not “call in well” and pick up more flying, all 4 days will be re-coded as FMLA.

Changes to Your Intermittent FMLA Frequency

If the frequency and/or duration of your episodes significantly change from what was originally designated by your physician, you should visit your physician again to ensure that your FMLA isproperly capturing your need for intermittent FMLA. You must be available 15 days or more in a contractual month to be eligible to accrue Sick and Vacation.

When FMLA is Considered Paid or Unpaid

If your FMLA is for yourself your absence will be re-coded as “IS” in FOS to reflect “Self-Intermittent Paid FMLA” for the portion paid from your sick bank. If you do not have enough sick time available in your sick bank, your sick call will be re-coded as “MF” in FOS to reflect “Self-Intermittent Unpaid FMLA” for the unpaid portion from your sick bank.

How Vacation Days are Used for Intermittent FMLA

FMLA for Yourself

If your FMLA is for yourself and you do not have enough sick time available in your sick bank, at your option, you may use vacation and/or filler days scheduled for later in the year for pay purposes. Your absence will be re-coded as “IV” in FOS to reflect “Self-Intermittent FMLA Vacation” for the unpaid portion from your sick bank.  Indicate the vacation block to use. (Ex. back of 09FEB21 block)

Check "UNPAID - No Paid Option / Available / Applied" if this absence was for you and:
— You do not have sick time or
— You do not want to apply vacation hours to this absence

In this case, your absence will be recoded Intermittent FMLA, Unpaid (MF).

"Caregiver" FMLA for a Family Member

If your FMLA is “caregiver” for a family member, your vacation and/or filler days will be used, your absence will be re-coded as “IV” in FOS to reflect “Caregiver-Intermittent FMLA Vacation”. You will need to let the FASC know which vacation and/or filler day(s) you want to use.

If your FMLA is “caregiver” for a family member, and you don’t have enough vacation days, your absence will be re-coded as “MF” in FOS to reflect “Caregiver-Intermittent FMLA Unpaid”.

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 your current 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 days used for FMLA will be paid and credited based on your longevity at the time the vacation days are utilized (Vacation pay for FMLA should be based on original block bid - Presidential Grievance Pending).

FOS FMLA Type Sick Bank Used? Vacation Used?
IS Self-Intermittent Yes No
MF Self-Intermittent No Hours Available No
IV Self-Intermittent No Yes
IV Caregiver-Intermittent No Yes
FM Caregiver-Intermittent No No Days Available

Maternity

Getting Started: Information to Know

Maternity Codes

MS: Paid Maternity Sick Time
UM: Unpaid Maternity Sick Time
ZZ: Unpaid Personal Leave prior to birth
M1: Unpaid Personal Leave for adoption
M2: Paid Maternity/Medical Leave of Absence (Paid prior to birth of the baby through 6/8 weeks after delivery.)
M3: Unpaid Maternity/Medical Leave of Absence (Unpaid prior to the birth of the baby)
M4: Unpaid Personal Leave following the birth of the baby (Also applies for miscarriages)
M5: MetLife paid post-delivery disability period (Upon birth of baby up to 10 weeks of short-term disability period) (Also applies for miscarriages)

Contacts

Absence and Return Center (ARC)
1-800-447-2000 and [email protected]
This department receives and processes all medical documents and sends notices to the FASC to code your HI10 correctly.

Flight Attendant Service Center (FASC) Administration
1-800-VIP-CREW #6-3 and [email protected]
This department will recode any maternity absences and will recode your HI10 with your maternity absences and maternity leaves.

MetLife
1-888-533-6287
Administers the post-delivery maternity paid disability

Contractual Information

Section 25 (G)

  1. The status of a pregnant Flight Attendant shall be as provided in Paragraph E.9.
  2. A Flight Attendant who does not qualify for a Medical Leave of Absence shall, upon request at any time during the pregnancy, be granted an unpaid Personal Leave of Absence. If the Flight Attendant subsequently provides written verification from her physician that she is not able to perform Flight Attendant duties, the Flight Attendant shall be placed on a Medical Leave of Absence.
  3. After the birth of a child or termination of pregnancy, a Flight Attendant may request and shall be granted an unpaid Maternity/Paternity Leave of Absence for up to one hundred and eighty (180) calendar days. This leave shall commence upon the date of birth or termination and shall continue until no later than one hundred and eighty (180) calendar days after that date. Additional leave will be considered by the Company due to extenuating circumstances.
  4. If eligible according to the terms of the disability program, a Flight Attendant may use disability benefits while on Maternity Leave. A Flight Attendant will be required to use sick hours. Use of sick, vacation accrual and disability benefits shall be as provided in Sick Leave, Section 9, Vacation, Section 8, and Insurance, Retirement, and Other Benefits, Section 26. The chart in Paragraph N contains additional rules and benefits that apply to a Maternity/Paternity Leave.

MS: Paid Maternity Sick Time
UM: Unpaid Maternity Sick Time
ZZ: Unpaid Personal Leave prior to birth
M1: Unpaid Personal Leave for adoption
M2: Paid Maternity/Medical Leave of Absence (Paid prior to birth of the baby through 6/8 weeks after delivery.)
M3: Unpaid Maternity/Medical Leave of Absence (Unpaid prior to the birth of the baby)
M4: Unpaid Personal Leave following the birth of the baby (Also applies for miscarriages)
M5: MetLife paid post-delivery disability period (Upon birth of baby up to 10 weeks of short-term disability period) (Also applies for miscarriages)

Absence and Return Center (ARC)
1-800-447-2000 and [email protected]
This department receives and processes all medical documents and sends notices to the FASC to code your HI10 correctly.

Flight Attendant Service Center (FASC) Administration
1-800-VIP-CREW #6-3 and [email protected]
This department will recode any maternity absences and will recode your HI10 with your maternity absences and maternity leaves.

MetLife
1-888-533-6287
Administers the post-delivery maternity paid disability

Section 25 (G)

  1. The status of a pregnant Flight Attendant shall be as provided in Paragraph E.9.
  2. A Flight Attendant who does not qualify for a Medical Leave of Absence shall, upon request at any time during the pregnancy, be granted an unpaid Personal Leave of Absence. If the Flight Attendant subsequently provides written verification from her physician that she is not able to perform Flight Attendant duties, the Flight Attendant shall be placed on a Medical Leave of Absence.
  3. After the birth of a child or termination of pregnancy, a Flight Attendant may request and shall be granted an unpaid Maternity/Paternity Leave of Absence for up to one hundred and eighty (180) calendar days. This leave shall commence upon the date of birth or termination and shall continue until no later than one hundred and eighty (180) calendar days after that date. Additional leave will be considered by the Company due to extenuating circumstances.
  4. If eligible according to the terms of the disability program, a Flight Attendant may use disability benefits while on Maternity Leave. A Flight Attendant will be required to use sick hours. Use of sick, vacation accrual and disability benefits shall be as provided in Sick Leave, Section 9, Vacation, Section 8, and Insurance, Retirement, and Other Benefits, Section 26. The chart in Paragraph N contains additional rules and benefits that apply to a Maternity/Paternity Leave.

Online Resources

AA's Maternity Leave Information: Flight Service website.
MetLife’s Post-Delivery STD Plan: New Parent Resources
MetLife: Medical Substantiation Form for Post Pregnancy Short Term Disability
Order a maternity uniform (Optional): Visit the Lands' End Website

Maternity Leave Process

Maternity leaves typically consist of three different portions: Maternity Medical, Maternity Disability, and Maternity/Paternity Personal Leave

You are entitled to approved time off prior to the birth of your baby. You will either need to call out intermittently as you continue to fly, or your doctor will remove you entirely prior to birth. For both scenarios, there is a process for this.

  1. Submit proof of pregnancy from your doctor to the Absence and Return Center (ARC) via Absence Tracker. (JetNet>Team Member Services>Leaves & Returns>Flight Service) You’ll create a Pregnancy/Maternity case.
  2. To recode any intermittent Maternity related absences, use the “Maternity intermittent sick recode request” form in comply365. If you don’t have your tablet on hand, you can utilize the Comply365 web address. (aa.comply365.net)
  3. If your doctor wishes to remove you from duties prior to delivery, you’ll create a Medical Leave case within Absence Tracker with the official date of removal through the birth date. Flight Attendants are responsible for managing schedules while ARC processes the leave. Once approved, FA Admin will recode the medical leave to M2/M3 depending on your pay status. (*Please note: if you’re administratively eligible for FMLA, it will run concurrently with your medical leave.)

The Maternity Disability period is 6 to 8 weeks, depending on the type of delivery. However, paid disability can be expanded up to 10 weeks based on the information provided by your health care provider.

Examples:

  • Normal delivery- 6 weeks recovery + 4 weeks of STD based on information from your health care provider
  • Cesarean Section-8 weeks recovery + 2 weeks of STD based on information from your health care provider

You should begin contacting MetLife 60 days prior to birth.

When Your Baby Arrives
Contact MetLife and ARC to advise of baby’s birth and give your actual delivery date so the Maternity Short-Term Disability Plan payments can begin.

Call the FASC to let them know so they will be on the lookout for the delivery notice from ARC.

If FMLA days are available, the company will use them concurrently with your MetLife Maternity Disability claim, as this provides enough medical substantiation for the purpose of Family Medical Leave.

This PLOA period is taken within the first 180 days from birth, following your disability period, if you wish to take it. *Please note, per the JCBA, Flight Attendants are responsible for paying inactive rates for health coverage while on a PLOA if continuing health coverage with AA.

To request this portion of your leave, you may submit a “Maternity/Paternity Personal Leave of Absence” form via Comply365.

Returning To Work

Should you go out on a Medical Leave prior to birth and return to work prior to birth, you will need to submit a RTW form via Absence Tracker.

Otherwise, your RTW period will be following Maternity Disability period OR Maternity/Paternity Personal Leave of Absence period if you elect to take the PLOA following disability.

Maternity Intermittent Sick

Pregnancy/Maternity case must be approved prior to submitting recode request.  You can view your Maternity Leave status in Absence Tracker. Call out sick with Crew Scheduling for a sequence, standby, or reserve day before submitting the Maternity Intermittent Recode Form

Return to Work

Returning to Work

If your leave requires a return-to-work form, it can be found in your Absence Tracker case management file under “view attachments” link.

Need Help?

For specific questions related to returning to work from a Leave contact the APFA Scheduling or Contract departments

Contract Department Contact Form
Contract Rep on Duty Contact Form
Scheduling Department Contact Form

Fume Event

Event During Flight

If any of the crew members begin to experience any physical symptoms (headache, metallic taste, coughing, irritated eye/nose/throat, dizziness and/or nausea), notify the Captain and coordinate the appropriate medical response.

Not all injuries require immediate medical attention. If you do not see a doctor right away, be advised that you will need to do so within 24 hours of any lost time. In the event of a medical emergency, do not wait to speak with a nurse - go to the nearest emergency room. You must be removed from work by a doctor to become eligible for Work Comp pay benefits once the claim is accepted.

Symptoms Following an Event

If immediately following the flight, you begin to experience any physical symptoms (chest tightness, profound fatigue, muscle aches, sinus congestion and/or a persistent cough), contact the Flight Service Daily Operations desk at IOC (682-315-7070) to report the event and your illness/ injury in order to receive the necessary assistance in seeking immediate medical treatment at the nearest hospital for proper testing of a possible exposure. Recommended testing should include a blood test to determine exposure.

If your injury requires immediate medical attention, go to the nearest emergency room.

File a Report

Each Flight Attendant should file the applicable company report. For all odor/fume events, file an IOD and a CERS Report. Flight Attendants may also consider reporting their specific safety concern regarding the odor/fume event to the Cabin ASAP program for review by AA, APFA and the FAA.

Flight Attendants may also consider reporting their specific safety concern regarding the odor/fume event to:
Cabin ASAP reports are reviewed by the Event Review Committee (ERC) consisting of individuals from APA, APFA, the FAA, and Company.
— Please send reports of suspected odor/fume events to [email protected], [email protected], and [email protected].

To read more about the IOD process visit the APFA IOD page.

Aircraft Crew Health

DVT are blood clots that form in veins in the leg located deep inside the body, causing leg cramping, change in skin color on the leg, and warmth on the affected leg. The most common risk factors for deep vein thrombosis are if you have cancer, are obese, or have had recent surgery.

Learn More on the CDC Website

Cabin air quality can be compromised by air pollution that comes into the aircraft cabin through the ventilation system, all from external power that draws in the outside air. The air pollution can contain chemicals oil and hydraulic fluid discharged into the air from the aircraft engines (Fume Event) also be affected by communicable diseases and pesticides sprayed in the aircraft at certain destinations.

Learn More on the CDC Website

When cells are abnormal or get old, they usually die. Cancer starts when something goes wrong in this normal process of old cells or abnormal cells dying off and your cells keep making new cells and the old or abnormal ones do not die off. Cancer is the second-leading cause of death in the world and 1 in 3 people in the United States have had some type of cancer.

Learn More on the CDC Website
Read the Worker Health Study Summaries from the CDC

Circadian Rhythm Disruption occurs when the normal sleep-wake cycle is out of sync with the body’s natural internal biological clock and can lead to mood and mental health concerns, and can lead to fatigue, difficulty sleeping/sleep disorders, injuries, illness, weight gain, along with other health concerns.

Learn More on the CDC Website

Job stress is related to many aspects of flight attendants work, such as disruptions in trip sequences, sleep pattern abnormalities, passenger behavior, air cabin safety, and the stress of the recent COVID-19 pandemic, can cause mental health symptoms such as anxiety, depression, which are triggers for alcohol and drug misuse. Resources are available and seeking help is encouraged.

Learn More on the CDC Website
Visit APFA's EAP Department for More Resources
Visit FADAP (Flight Attendant Drug and Alcohol Program) for Additional Resources

Substances applied to kill animals/insects and the health of flight crew in this practice of disinsection on board aircraft. Disinsection is the procedure using insecticide as health measures to control or kill infectious insects on air cabin surfaces, baggage, and cargo.

Learn More on the CDC Website
Learn More on the US DOL Website

Cosmic Radiation is a form of ionizing radiation. It comes from space and our airplanes are flying at high altitude; therefore, they are exposed to higher levels of cosmic radiation. Some cancers are thought to be caused by cosmic radiation, and some are thought to be caused by circadian rhythm disruption.

Learn More on the CDC Website

With the introduction of uniforms in 2016, many flight attendants developed symptoms, such as chemical allergy, fatigue, hair loss, eye, nose, throat irritation, and thyroid issues.

Learn More on the CDC Website

Contact Directory

Medical Coverage Contact Directory
Medical Blue Cross Blue Shield or UMR contact accolade: (833) 346-3929 (833-FIND-WAY)
Baylor Scott & White Quality Alliance (BSWQA): (800) 784-5473
Dental MetLife: (866) 838-1072
Vision EyeMed: (844) 714-5678
Life Insurance, Accident and
Disability Insurance
New York Life: (800) 238-2125
MetLife: (800) 638-6420
MetLife Disability: (888) 533-6287
Post-Pregnancy Disability Insurance: (888) 533-6287
AA Added Benefits (voluntary Offerings) 855-550-0706

MetLife Legal Plan Liberty Mutual, Farmers GroupSelect and Travelers Home & Auto Lifelock Identity Theft Protection Nationwide Veterinary Pet Insurance (VPI) The Hartford Group Accident Insurance The Hartford Critical Illness Insurance Carrington Discount Dental Plan The Hartford Hospital Indemnity
HMO (California) Kaiser Foundation Health Plan, California: (800) 464-4000
Triple-S: 800-981-3241
Prescription Drug CVS Caremark: (844) 758-0767
Health Savings Accounts (HSA), Flexible Spending Accounts (FSA), and Health Reimbursement Arrangements (HRA): Alight Smart-Choice Accounts: (888) 860-6178
Maternity Post-Pregnancy Post-Pregnancy Disability Insurance: (888) 533-6287
Employee Assistance Program (EAP) AETNA: (833) 721-2322
Virtual Doctor Visits Doctor On Demand: (800) 997-6196
Surgery Support Surgery Plus: (833) 709-2445
AA 401(K) Service Center at
Fidelity Investments
401(k) Service Center at Fidelity: 800-354-3412
Fidelity One-on-One Guidance: (800) 603-4015
AA Flight Services Contacts FA Service Center: (800) 847-2739
Quick Contact Guide
AA Added Benefits (Voluntary Offerings) (855) 550-0706

APFA Headquarters
1004 West Euless Boulevard
Euless, Texas 76040

M-F: 9:00AM - 5:00PM (CT)
Phone: (817) 540-0108

Call APFA

Contract & Scheduling Desk
M-F: 7:00AM - 7:00PM (CT)
Phone: (817) 540-0108

Chat APFA

After-Hours Live Chat
M-F: 3:00PM - 11:00 PM (CT)
Sat-Sun: 9:00AM - 5:00PM (CT)

APFA Events

4Q23 EC Meeting

February 22 @ 9:00 am - 5:00 pm

APFA Headquarters
1004 West Euless Boulevard
Euless, Texas 76040

M-F: 9:00AM - 5:00PM (CT)
Phone: (817) 540-0108

Call APFA

Contract & Scheduling Desk
M-F: 7:00AM - 7:00PM (CT)
Phone: (817) 540-0108

Chat APFA

After-Hours Live Chat
M-F: 3:00PM - 11:00 PM (CT)
Sat-Sun: 9:00AM - 5:00PM (CT)

APFA Events

4Q23 EC Meeting

February 22 @ 9:00 am - 5:00 pm

APFA Headquarters
1004 West Euless Boulevard
Euless, Texas 76040

M-F: 9:00AM - 5:00PM (CT)
Phone: (817) 540-0108

Call APFA

Contract & Scheduling Desk
M-F: 7:00AM - 7:00PM (CT)
Phone: (817) 540-0108

Chat APFA

After-Hours Live Chat
M-F: 3:00PM - 11:00 PM (CT)
Sat-Sun: 9:00AM - 5:00PM (CT)

APFA Events

4Q23 EC Meeting

February 22 @ 9:00 am - 5:00 pm
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